Rachel Lorenz
Junior Accountant
Please Note Our Summer Hours
The offices of Ward & Uptigrove will close Fridays at 12:00pm from July 7 through to September 1, 2023

To our valued clients,
Like many businesses, W&U faced significant challenges in maintaining our service levels during the pandemic. These challenges were compounded by the additional work the pandemic created in helping our clients with the numerous government programs designed to provide financial assistance.
We truly enjoyed assisting our clients with these much-needed programs and take great pride in the fact that we helped our client base secure millions of dollars in grants, subsidies and interest free loans.
However, providing this assistance also strained our available capacity. Our service levels on our regular compliance work suffered and our turn-around times grew.
To address this, we responded by temporarily closing our door to new clients so that we could focus on assisting our existing client base meet their tax and other deadlines. We have also been increasing our staffing levels and providing the necessary training in order to clear the backlog and improve our service levels to the standards you have come to expect from us.
We are a bigger and better firm coming out of the pandemic, and we now have some capacity to take on a limited number of new clients with year ends that land outside our busiest time.
We thank you for your understanding, patience, and loyalty, and we welcome your referrals once again.
Thank you for your continued support.
Kris Uptigrove, CPA, CA
Managing Partner
In our July 29, 2021 article, we outlined a beneficial tax change for families that wished to transfer shares of a small business or family farm or fishing corporation to their children. Please click here to access this article.
In this same article, we noted that amendments would be forthcoming due to policy and legislative flaws. The 2023 federal budget, announced on March 28th, proposes amendments that would be applicable on or after January 1, 2024.
The purpose of these proposed amendments is to attempt to limit this beneficial tax change to genuine intergenerational transfers by introducing various criteria that need to be met.
The contents of these various criteria are complex, extensive and differ depending on whether the intergenerational share transfer occurs immediately (within 36 months) or gradually (within 120 months). Starting in 2024, intergenerational share transfer planning will need to meet various conditions under the following broad categories:
Tax Tip – If you are contemplating a transfer of your family business to your child(ren) in the next few years, it may be beneficial to start on this and complete part/all of this succession planning in 2023 before the new, more restrictive tax rules are effective.
Alternative Minimum Tax (AMT) is meant to ensure high income individuals that benefit from favourable tax exemptions, deductions or tax credits still pay some form of tax. The most common client situation we see AMT being applicable to is where the capital gains exemption is being claimed and, secondly, where large RRSP contributions are made in a particular year. There are other less common situations that may result in the AMT being applicable.
The 2023 federal budget proposes various changes to the AMT calculation. We believe this change will have a positive impact for most of our clients. With the proposed increase to the AMT basic exemption from $40,000 to approximately $173,000, most of our clients that would have been subject to AMT would see a more favourable result.
For clients claiming the capital gains exemption, the AMT under the new rules could be significantly less, which is a welcomed change.
The situation where we expect to see an increase in AMT being applied under the new rules is in situations where an individual taxpayer reports a large personal capital gain (generally greater than $700,000) that doesn’t qualify for the capital gains exemption. In this situation, we would review options to avoid or minimize this AMT by potentially transferring this gain to a corporation through certain transactions.
Tax Tip – If you are contemplating a sale of an asset after 2023 that would generate a large capital gain, please contact us so we can properly advise you on how to best structure the sale.
The recent rise in interest rates has resulted in the Canada Revenue Agency (CRA) increasing the following two key interest rates:
It is important to note that the interest the CRA charges is not tax deductible, making the interest more punitive. Consequently, it is important to pay all amounts owing, including instalments, to the CRA on time.
The small business deduction provides corporations with a reduced tax rate on up to $500,000 of active business income. In Ontario, active business income earned by a corporation is generally taxed at a total tax rate of 26.5%. For income qualifying for the small business deduction, the total tax rate is only 12.2% on the first $500,000 of qualifying income. This provides a potential $71,500 tax deferral to corporations that qualify for this small business deduction.
However, there are ways this $500,000 small business limit can be reduced or fully eliminated. One of these ways is for larger corporations, including associated corporations, that have taxable capital of over $10 million at the end of the prior taxation year. Under the current rules, this small business limit would be fully eliminated once the taxable capital of these corporations is $15 million in total at the end of the prior taxation year. Effectively, every $10 of taxable capital above $10 million reduced the small business limit by $1.
Effective for taxation years starting on or after April 7, 2022, the upper limit has been increased from $15 million to $50 million. Effectively, every $80 of taxable capital above $10 million will now reduce the small business limit by $1.
This means that starting in 2023, some larger clients that previously did not benefit from the small business deduction may now access the small business deduction, providing a tax deferral which is a welcomed change.
As noted in previous newsletters, the eligibility period for acquiring eligible property by a Canadian-controlled private corporate will end on December 31, 2023. Therefore, if you wish to make use of this measure before it is gone, it is important that the eligible property be acquired and available for use by December 31, 2023.
Individuals and Canadian partnerships have one additional year, being December 31, 2024, to acquire eligible property.
Also noted in previous newsletters, the temporary increase in the ROITC rate (from 10% to 20%) will apply to qualifying expenditures until December 31, 2023. This credit applies to the construction, renovation or acquisition of eligible commercial and industrial buildings in certain regions. Once qualifying expenditures reach $500,000, the ROITC provides for a refundable tax credit of $90,000 (being 20% of $450,000).

Starting January 1, 2023, profits from disposition of residential property that was owned for less than 365 days will be deemed to be business income and not capital gain eligible for the principal residence exemption.
Exceptions to these new rules are dispositions that arise from the following events:
It is important to note that even if one of the above exceptions apply, or if the property was held for 365 days or more, it still remains a question of fact whether a gain on a residential property sale would be taxed as business income or a capital gain.
The FHSA is a new registered plan that would give prospective first-time home buyers the ability to save up to $40,000 on a tax-free basis. Please click here to read our previous article on this new registered plan. Qualifying individuals are now able to open an FHSA with their banking institution.
The CRA announced that, from an administrative perspective, it is extending the filing deadline for Underused Housing Tax (UHT) returns from April 30, 2023 to October 31, 2023. This extension is only for the current year. The filing deadline for UHT returns for future years will continue to be April 30th.
Please forward any UHT related documents you receive from the CRA to your Ward & Uptigrove primary contact.
PEFIP is a 10-year program to help supply-managed poultry and egg producers adapt to market changes resulting from the implementation of the Comprehensive and Progressive Agreement for Trans-Pacific Partnership. The Government of Canada has announced its commitment to provide additional compensation for the impacts of the Canada-United States-Mexico Agreement. Details for the additional funding have not been released by the government.
If you held quota/shares of provincial production on January 1, 2021 you may be eligible for funding. To determine your farms allocation of funding and to submit a project, you must first register with the program and validate your license information. Additional information can be
found here. If you require assistance with the registration process or a project application, please contact your accountant.
The Sustainable Canadian Agricultural Partnership (Sustainable CAP) is a new 5-year agreement, April 1, 2023 to March 31, 2028 between the federal, provincial and territorial governments. The agreement includes $1 billion for federal programs and activities, and $2.5 billion in cost-shared programs and activities funded by federal and provincial governments. The Sustainable CAP replaces the Canada Agricultural Partnership (CAP), which ended March 31, 2023.
Sustainable CAP focuses on the five key priority areas:
The renewed federally funded programs to support sector growth under Sustainable CAP were launched on March 6, 2023. Details and applications are available online for AgriAssurance, AgriCompetitiveness, AgriDiversity, AgriInnovate, AgriMarketing and AgriScience.
These are cost-shared programs where the governments of Ontario and Canada contribute a portion of the total project cost and the applicant contributes the remaining amount. Visit the provincial government website for details on funding opportunities.
Ward & Uptigrove can assist with applications under the Business Analysis category (Financial Analysis and Business Plans). For all other applications, we have referral sources.
For more information on any of these programs or initiatives, we encourage you to talk to your accountant.
In 2022 the Government of Canada announced an increase to the interest-free limit of the Advance Payments Program from $100,000 to $250,000 for the 2022 and 2023 program years. In May 2023, it was announced that the interest-free limit of the Advance Payments Program will be increased from $250,000 to $350,000 for the 2023 program year, effective May 8, 2023. The Advance Payments Program provides producers with cash advances up to $1 million. The increase in the interest-free limit will provide additional interest savings and cash flow to producers. Further information on the Advance Payments Program and other loan programs offered by ACC can be
found here, or contact your accountant.
The CEBA loan forgiveness repayment deadline is approaching. Loans are to be repaid before
December 31, 2023 to be eligible for the forgivable portion. The entire non-forgivable loan balance ($30,000 if a $40,000 loan was received or $40,000 if a $60,000 loan was received) must be repaid to retain the forgivable portion. Loans not repaid by December 31, 2023 will be converted to a two-year 5% term loan as of January 1, 2024. The term loan will require interest only payments with the full principal due December 31, 2025.
Employment law is a continually evolving field with new legislation and regulations introduced constantly. Information on the Internet can be misleading and confusing. Understanding which laws apply to your business and where there may be exemptions and special rules will help you optimize your operations, while at the same time treating your employees fairly. Before you make a significant change to your HR practices, contact us for tips. Click here for our guide to five key areas of employment legislation: employment standards, health and safety, human rights, workplace safety insurance and pay equity.
If you are a business operating in Ontario, Provincial employment legislation will apply to your business. However, if your business is in a federally regulated sector, federal legislation will mostly apply. Click
this link to see if your business might be federally regulated.
Legislation | Explanation | Provincially Regulated? | Federally Regulated? | Risks | Possible Exemptions |
---|---|---|---|---|---|
Employment Standards | Employment Standards are MINIMUM entitlements for employees, including minimum wage, hours of work, breaks, overtime pay, vacation time and pay, statutory holidays, termination pay, record keeping, continuity of employment, payment of wages, reprisals, leaves of absence | https://www.ontario.ca/document/your-guide-employment-standards-act-0 | https://www.canada.ca/en/services/jobs/workplace/federally-regulated-industries/canada-labour-code-parts-overview.html#a3 | Non-compliance with minimum standards can mean audits, fines, orders and payment of wages. | Ontario ESA exempts certain types of industries and jobs from all/some minimum standards: https://www.ontario.ca/document/your-guide-employment-standards-act-0/industries-and-jobs-esa-exemptions-andor-special-rules |
Health & Safety | Health & Safety legislation provides guidelines to help you keep your people safe at work. | https://www.ontario.ca/page/occupational-health-and-safety-act-ohsa | https://www.canada.ca/en/employment-social-development/services/health-safety/workplace-safety.html | Non-compliance with health and safety legislation can result in fines, orders, investigations and costly shutdowns. | The OHSA has different regulations for certain sectors. https://www.ontario.ca/page/occupational-health-and-safety-act-ohsa#section-4 |
Human Rights | Human Rights legislation prohibits employers from discriminating against employees on the basis of race, colour, ancestry, creed/religion, place of origin, ethnic origin, citizenship, sex/pregnancy/breastfeeding, record of offenses, sexual orientation, age, marital status, family status, disability, gender identity, gender expression, etc. | https://www.ohrc.on.ca/en/ontario-human-rights-code | https://www.chrc-ccdp.gc.ca/en/about-human-rights/human-rights-canada | Non-compliance with human right legislation can result in paying damages, reinstatement of employment, and more. | |
Workplace Safety Insurance/ Worker's Compensation | The Workplace Safety Insurance Act is a no-fault insurance for employers, providing benefits to employees who are injured on the job. This legislation applies to all Ontario employers including private sector federal businesses. | https://www.wsib.ca/en/about-us | https://www.wsib.ca/en/about-us | Both employers and employees are obligated to cooperate. | WSIB has mandatory participation; however for some types of businesses it is voluntary participation. https://www.wsib.ca/en/businesses/registration-and-coverage/do-you-need-register-us#register |
Pay Equity | Ensures that employers have gender-neutral pay practices and equal pay for work of equal value. | https://payequity.gov.on.ca/guide-pea/ | https://www.payequitychrc.ca/en/about-act/what-pay-equity | No Statute of limitations means that pay equity pay adjustments could go back to 1989. | The Ontario Pay Equity Act applies to Ontario employers with more than 10 employees. |
Whether you’re an established business proprietor, a generational business owner, or an entrepreneur, you've put your heart and soul into building your company. Still, there comes a time when you need to move on, and that's where selling comes in. However, it's more than finding the right buyer and negotiating the best price or contract terms. Many owners, like you, find themselves struggling with a deep-seated reluctance to sell, which can be hard to understand and even harder to overcome.
You may have invested so much time and energy into your business that it's become a part of you. Or there are family issues that are holding you back. Whatever the reason, it's essential to recognize that this reluctance is not uncommon, and it's perfectly normal to feel this way.
You may find yourself delaying the acceptance of a fair offer, stalling the process, declining, or otherwise sabotaging the deal without really understanding why. You may think it just didn’t “feel right”, the buyer wasn’t the right fit, or you convince yourself you’re not ready. Perhaps it is one of these reasons, but often this is not the case.
Selling a business that has been painstakingly created, nurtured, and struggled with, and one that is ultimately successful, is akin to a child leaving home to take on the world for themselves. For owners like you, a business can be like having a child. Whether you’ve conceived the business from an idea, inherited the family business, or purchased an established enterprise, you’ve put your blood, sweat, and tears into your business to make it successful.
Like new parents, you can often feel nervous, unprepared, and overwhelmed, having never done this before. Regardless, you push through as the reward and satisfaction far outweigh the fear; the effort is fulfilling and long-lasting. Over the years, you’ve spent many hours cultivating and nurturing the business, celebrating its successes, and watching it grow into a successful, independent, self-reliant enterprise that is ultimately valuable to the world.
You and your business struggled together, overcame obstacles in the face of adversity, stumbled, got back up, and learned and grew through it all. Like a baby, you initially carried the business when it could not carry itself. Over time, your business grew and found its legs and rhythm. As your business matured, it became important to others – clients, staff, suppliers, and, most importantly, you. Like a child, the business gained independence over time and needed you less and less, becoming an entity unto itself. You no longer manage every aspect of the enterprise, coddle it, and protect it. Your business has become a thriving entity that can stand on its own.
Letting go of what you or your family created, nurtured, and grew is often very difficult. Like a child, you are proud of what it has become but still worry about what might happen if you let it go. Will it be okay without you? Will it be damaged if you are not there to protect it? Will it even survive if you are not guiding it in the future?
With business, as with children, you reach the point where you have done everything you can to prepare it for the world, and you must let go. Let it move on. Let it continue its evolution, whatever that may be.
Considering a different perspective about the sale of your business and understanding the emotions you may be experiencing often helps you conquer the reluctance of finalizing the sale. Selling is a very difficult time for many business owners, which could result in a lost opportunity to monetize your lifelong achievements if you can’t overcome this obstacle.
Work with your trusted accounting and financial advisors under our TriCert™ integrated approach. We specialize in owner-managed businesses to help you overcome many psychological hurdles of selling your business.
Leveraging the experience of accountants and tax specialists, and integrating these advisory services with your financial planner, can give you the peace of mind and the confidence to work through one of the most significant events in your lifetime with a strong team supporting you every step of the way.
Clients of Ward & Uptigrove Wealth Management and Independent Accountants’ Investment Counsel (IAIC) have been receiving weekly market updates, courtesy of IAIC. The weekly market update will be discontinued effective July 1. In its place, IAIC will be releasing informative and timely podcasts on a weekly basis. You can find all previous podcast episodes here.

Need Help? Contact a Ward & Uptigrove Wealth Management Representative.
519-291-3040 or email info@w-u.on.ca.
Ward & Uptigrove is excited to announce the release of their first podcast episode. Designed to bring you timely, educational and relevant information, the Ward & Uptigrove podcast, “Integrating for Success” will be released twice monthly until further notice.
The first episode delves into compensation trends for veterinarians, an ever evolving and challenging landscape. HR Advisor and member of the W&U Veterinary Consulting group, Leah Frizzle, CHRP joins us to talk about some of the trends she’s seen emerge as part of her consultations with veterinary practice owners. This episode is sure to interest our veterinary clients, as well as anyone struggling to hire in a competitive market.
Integrating for Success can be found on any podcast streaming platform, including but not limited to
Spotify,
Apple Podcasts,
Amazon Music, and iHeart. You may also listen on
our website. Follow the podcast on your favourite streaming platform to be the first to know about new episode releases, or sign up on
our website so you don’t miss an episode.
We are proud to congratulate the following staff members on their development and progression into new roles.
Rachel Lorenz
Junior Accountant
Amanda Bekkers
Senior Accountant
Lydia Ossendryver
Senior Tax Accountant
Lola Brown
HR Administrator
Jason Clement
HR Advisor
Thomas Crummer
Intermediate Accountant
Brendan Gilles
Junior Accountant
Geoffrey Higginson
Accounting Technician
Becky Horton
Bookkeeper/Payroll Administrator
Rushana King
Senior Accountant
Rachel Lorenz
Junior Accountant
Brent Mulder
Junior Accountant
Michael Uptigrove
Junior Accountant
Ward & Uptigrove