A winning combination of view, size and proximity to an MRT station recently made a five-room flat in Ang Mo Kio cross the million-dollar mark. It was sold for $1,008,888 in November.
The unit is located at Block 310b of Teck Ghee Vista estate, which was completed in 2011.
In an interview with Shin Min Daily News, Derek Yap, who is both the owner of the flat and the property agent behind the successful transaction, said it took over half a year for him to sell the unit, no thanks to the disruption caused by the Covid-19 pandemic.
Yap added that he held over 10 separate viewings for potential buyers before he found someone who was willing to fork out a seven-figure sum for it.
He explained that one of the main three attractions of the 25th-floor flat is its breathtaking view of the surrounding area. Teck Ghee Vista overlooks Bishan-Ang Mo Kio park, a lush green area with a skating ring, a fenced dog run, cafes and restaurants.
Homeowners can enjoy the fireworks display during the new year from the comfort of their unit too, he said.
Another selling point is its location, specifically its proximity to nearby MRT stations, he added. The estate is just two bus stops away from Ang Mo Kio MRT station. It's also close to the Ang Mo Kio hub, as well as several schools such as Ang Mo Kio Primary School, Ang Mo Kio Secondary School and Mayflower Secondary School.
"In the future, the [MRT] Cross Island Line's Teck Ghee Station will be near this unit too," Yap said.
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Last but not least is the flat's size. With a floor area of 121 square meters, the unit is bigger than newer BTO 5-room flats that only have a floor area of 110 square meters.
While this is the first five-room flat in Ang Mo Kio to be sold for over a million dollars, it's not the most expensive HDB unit in the area, based on the price per square foot.
Last November, a four-room Design, Build and Sell Scheme (DBSS) flat at Park Central @ Ang Mo Kio sold for $783 psf, besting Yap's price of $775 psf by a hair's width. The DBSS flat was sold for $758,888.
Meanwhile, the first HDB flat in Ang Mo Kio to command a million-dollar price tag is a jumbo flat at Ang Mo Kio Avenue 5. The unit, which combined two three-room flats, was sold for $1.03 million last year despite only have 59 years on the lease at the time of sale.
SINGAPORE: Most households in Singapore remain financially resilient amid the COVID-19 pandemic, although those that are highly leveraged or employed in badly hit sectors may be more vulnerable as economic uncertainties persist, said the country's central bank on Tuesday (Dec 1).
In its annual financial stability review, the Monetary Authority of Singapore (MAS) also urged households to exercise prudence when taking up new debt or committing to property purchases.
It noted an uncertain outlook for the Singapore economy that “could have dampening effects on income streams”. It also expects resident unemployment to “remain elevated” next year and recovery in the labour market to be drawn out.
MAS said it recognises that some homeowners could face difficulties servicing their mortgages and has worked with the financial industry to roll out relief measures earlier this year. These measures were recently extended to support cash-strapped individuals and businesses until next year.
About 36,000 mortgage relief applications have been approved and 8,700 individuals were granted revolving unsecured debt relief as of the third quarter.
“Given the uncertain economic outlook, households should avail themselves of these support measures if needed and factor in possible volatility in future income streams when considering large purchases and loans,” the central bank said in its report.
“Whenever possible, they should also continue servicing or consolidating their existing obligations to enhance resilience against unexpected shocks.”
The report said Singapore’s household balance sheets were “relatively healthy” at the onset of the pandemic, reflecting the financial buffers built up over the years.
Household net wealth rose to 4.4 times of gross domestic product in the third quarter from 3.8 times a year ago, it cited as an example.
“While the increase is partly due to the fall in GDP, asset values continued to hold up despite the economic slowdown,” MAS said.
“Further, liquid assets such as cash and deposits continued to exceed total liabilities, providing households a financial buffer against income shocks.”
Its simulations also suggest that Singapore households’ debt servicing burden remains manageable under stress.
Government transfers and relief measures have mitigated the impact of a sharp fall in employment and incomes in the first half of the year, the central bank added.
SOME RISKS
But leverage risk has edged up even though growth in overall household debt moderated.
MAS said aggregate household debt has continued its downward trend since the introduction of cooling measures in July 2018, but nominal GDP fell by a larger margin due to the pandemic.
As a result, household debt as a percentage of GDP rose from 63.1 per cent in the first quarter to 65 per cent in the April to June quarter before hitting 67.1 per cent in the third quarter.
Other indicators that were mentioned include the credit risk profile of housing loans. This has remained sound, with macro-prudential measures encouraging prudent borrowing and improving equity buffer.
But as household resilience is tied to employment and income, credit risk for housing loans could increase further if the economic downturn persists, said the central bank.
The unsecured credit charge-off rate - a leading indicator for credit quality of housing loans - has crept up in the third quarter, suggesting that more households could face difficulties in housing payments, it added.
“Close monitoring of housing loans from more vulnerable households is necessary in the upcoming months given the expectation that the labour market recovery will be protracted.”
Turning to the property market, the report noted how rentals for private homes have moderated alongside the increase in vacancy rates.
Vacancy rates for private residential properties rose from 5.4 per cent in the second quarter to 6.2 per cent in the third quarter. Rentals declined for the second consecutive quarter during the July to September period, as the private residential property rental price index fell by 0.5 per cent.
The weakness in rentals was observed for both landed and non-landed properties.
“Should demand for rental properties continue to fall, borrowers relying on rental income to meet their mortgage instalments on investment properties could face difficulties in repayment,” said MAS.
“Prospective buyers should accordingly factor in the possibility of further weakness in rental income when committing to purchases of investment properties.”
In the 112-page report, the central bank also urged local corporates and banks to stay vigilant and prudent as an uneven economic recovery will “impinge on jobs and corporate profits”.
“The risk of financial stresses remains during this protracted recovery period. Continued vigilance and prudence therefore remain warranted,” it wrote.
한진그룹은 법원이 1일 사모펀드 케이씨지아이(KCGI)가 한진칼을 상대로 낸 신주발행 금지 가처분신청을 기각한 것과 관련해 “법원의 판단을 존중하며, 이번 인수를 통해 위기를 극복하는 한편 주주가치 제고 및 경제발전에 기여할 수 있도록 최선을 다하겠다”고 밝혔다. 이날 서울중앙지법 민사합의50부(재판장 이승련)는 조원태 한진칼 회장과 경영권 분쟁을 벌이고 있는 케이씨지아이 쪽의 가처분신청을 기각하면서, 대한항공의 아시아나항공 인수라는 ‘항공 빅딜’이 속도를 낼 수 있게됐다. 한진그룹은 이날 낸 입장문에서 “특히 대한항공은 이번 아시아나항공의 인수가 갖는 큰 의미와 책임을 무겁게 인식하고 있으며, 무엇보다도 대한민국 항공산업 구조 재편의 당사자로서 위기 극복과 경쟁력 강화, 일자리 안정을 위해 최선을 다하겠다”며 “3자연합도 책임있는 주주로서 대한민국 항공산업이 생존할 수 있는 생태계를 만드는 데 뜻을 함께 모아주기를 바란다”고 강조했다. 3자 주주연합은 조원태 회장과 한진칼 경영권 분쟁을 벌이는 케이씨지아이·반도건설·조현아 전 대한항공 부사장을 가리킨다. 박수지 기자 suji@hani.co.kr
LH, 관광호텔 리모델링 '안암생활' 122가구 공개
보증금 100만원, 월세 27만~35만원
한국토지주택공사(LH)는 대학생·청년의 주거안정을 위해 청년 맞춤형 공유주택 '안암생활'을 공급하고 입주를 시작했다고 밝혔다. /연합뉴스
관광호텔을 사들인 후 임대주택으로 리모델링해 공급한 사례가 서울에서 나왔다.
한국토지주택공사(LH)는 지난 달 30일부터 청년 맞춤형 공유주택 '안암생활'의 입주를 시작했다고 1일 밝혔다. 안암생활은 LH가 서울 성북구 안암동4가 48번지에 공급한 매입임대주택이다.
대학생·청년의 주거 안정을 위해 역세권·대학가 인근에 청년들을 대상으로 공급했다. LH가 주택 운영기관인 사회적기업 아이부키㈜와 협력해 설계·시공부터 운영 프로그램까지 청년의 수요에 특화된 공간으로 꾸몄다.
안암생활은 신종 코로나바이러스 감염증(코로나19) 사태로 장기간 공실 상태였던 관광호텔을 리모델링해 공급했다. LH는 상업용 건물을 주거용으로 리모델링해 공급하는 것은 이번이 처음이라고 소개했다.
기존에는 법적 제약 때문에 아이부키를 통해 관광호텔을 매입한 뒤 리모델링했으나 10월 관련법 개정으로 이제 LH도 직접 관광호텔 등 상업용 건물을 매입해 임대주택으로 공급할 수 있다고 LH는 설명했다.
안암생활은 122실 규모로 리모델링했다. 복층형 56실, 일반형 66실(장애인 2실 포함)의 원룸형 주거 공간과 다양한 커뮤니티 시설로 꾸몄다. 임대료는 보증금 100만원에 월세 27만∼35만원으로, 주변 시세의 절반 수준이라고 LH는 소개했다.
안암생활은 바닥 난방이 되고 각 실마다 개별 욕실을 갖췄으며 침대와 에어컨 등이 '빌트인'으로 제공된다. 지상 2∼10층은 주거공간으로 활용하고 공유주방과 공유세탁실·협업공간, 루프톱 라운지 등 커뮤니티 공간도 마련했다. 문화예술가, 크리에이터, 브랜딩 등의 활동 경험자는 우선 선발해 창작·창업공간(1층)과 휴식공간(2층)을 갖춘 복층형에 입주할 수 있도록 배려했다.
안암생활 내부 전경. /김영우 기자 youngwoo@hankyung.com
청년의 창작·창업·예술 활동의 결과물을 판매·홍보할 수 있는 창업 실험가게 '숍인숍'을 1층에 운영해 청년 1인 브랜드 지원에도 나선다. 또한 취업·창업 아카데미, 일자리 카페 등 청년 일자리 창출을 위한 지원 프로그램도 성북구의 도움을 받아 운영한다.
온라인에서도 안암생활 앱(app)을 통해 전공 서적, 면접에 필요한 정장 등 생활 물품을 함께 사용하고 입주민의 재능, 지식 등의 공유도 가능하도록 지원한다.
아울러 공유회의실, 창업 실험가게 등 공용공간 일부는 지역 주민과 함께 공유해 문화·예술, 소통·교류의 장으로 활용한다. 변창흠 LH 사장은 "청년의 안정적인 주거와 일자리, 창업지원 등 다양한 주거 서비스를 결합한 청년 맞춤형 주택 공급을 활성화해 청년의 주거복지를 개선하도록 노력하겠다"고 말했다.
미국 제너럴모터스(GM)가 사기극 논란에 휩싸인 니콜라 지분 인수 계획을 철회했다. 제너럴모터스와 니콜라는 30일(현지시각) 보도자료를 내고 기존 파트너십을 대체하는 양해각서(MOU)를 새로 체결했다고 밝혔다. 두 기업은 지난 9월 제너럴모터스가 니콜라의 픽업트럭 ‘배저’(Badger)를 생산하는 대신 니콜라 지분 11%를 받는 내용의 파트너십을 발표한 바 있다. 당시 총 20억달러(약 2조2000억원) 규모로 예상됐다. 그러나 니콜라가 실제로는 수소전기차 관련 기술이 없음에도 시장을 속여왔다는 의혹이 제기됨에 따라 제너럴모터스는 지분 인수를 미뤄왔다. 새 양해각서에는 기존에 파트너십을 맺으며 발표했던 내용이 모두 빠졌다. 니콜라는 “이 양해각서는 기존에 고려됐던 제너럴모터스의 니콜라 지분 인수나 니콜라 배저 생산을 포함하지 않는다”고 설명했다. 대신 제너럴모터스가 수소연료전지 시스템 ‘하이드로텍’을 니콜라의 세미트럭(클래스 7·8)에 제공하기로 했다. 제너럴모터스와 엘지(LG)화학의 합작법인에서 생산할 예정인 배터리 ‘얼티엄’(Ultium)을 활용하는 방안도 논의하고 있다고 두 회사는 밝혔다. 제너럴모터스는 “이에 따른 투자에 대해서는 니콜라가 선불로 비용을 지급할 것으로 예상된다”고 했다. 새로 체결한 양해각서는 법적 구속력이 없다. 니콜라는 배저 사전주문으로 받은 보증금을 모두 환불하겠다고도 밝혔다. 배저 생산 계획을 사실상 무기한 연기한 셈이다. 니콜라는 “기존에 발표한 대로 내년 말 수소연료전지로 작동하는 트럭의 시제품을 생산할 것으로 예상하고 있다”고 했다. 이날 뉴욕 증시에서 니콜라 주가는 전날보다 26.92% 떨어진 20.41달러에 마감했다. 이재연 기자 jay@hani.co.kr
Having an early start to planning for your retirement is key to having peace of mind in your golden years. Take the guesswork out of the equation as CPF gets you started with your retirement planning. Here are some CPF numbers you need to know.
This is the amount you can expect to receive every month if you join CPF LIFE with $272,900 in your CPF Retirement Account (RA) at the age of 65. This may seem to be a big sum of money, but with attractive CPF interest rates, you can achieve this by setting aside $181,000, the current Full Retirement Sum, at the age of 55. For higher payouts, you can top up your RA.
There are three CPF LIFE Plans: Escalating, Standard and Basic Plan. Ask yourself whether you prefer a monthly payout that increases each year to help you cope with rising prices, or a fixed budget even if it means being able to buy less as things get more expensive as the years pass. Plan ahead and build up your CPF savings to meet your retirement goals.
*Based on the CPF LIFE Standard Plan computed for a CPF member turning 55 in 2020.
You can start receiving the monthly payouts any time from the age of 65.
However, if you do not have immediate needs, you may wish to defer receiving your payouts. For every year that you defer, the payouts will increase by up to 7 per cent. This will give you up to a 35-per-cent increase in monthly payouts if you choose to start receiving them at 70.
You have until the age of 70 to start your payouts, after which they will automatically begin.
The Government helps you grow your CPF savings by paying good interest.
Singaporeans who are 55 and above earn 6 per cent on the first $30,000 of their total CPF savings, and 5 per cent on the next $30,000.
Boost your retirement savings by making small and regular top-ups to your Special Account before you turn 55, and Retirement Account afterwards.
Adding just $5 a day to your CPF savings will net you over $35,000** in 15 years with the power of compound interest.
The earlier you top up your CPF accounts, the more you will benefit.
**Computed using the base interest of 4 per cent per annum on your Special or Retirement Account.
Article From & Read More ( When do CPF payouts start? 3 things you need to know when planning your retirement - The Straits Times )
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지난달 수출이 한달만에 증가세로 돌아서며 올해 누적 무역수지가 지난해 전체 흑자규모를 이미 넘어섰다. 코로나19 여파 속에 진단키트와 함께 이차전지 수출이 증가하면서 견인차 구실을 했다. 1일 산업통상자원부가 발표한 ‘11월 수출입동향’을 보면, 지난달 수출은 458억1천만달러(50조8260억원)으로 지난해 같은 기간과 견줘 4.0% 증가한 것으로 나타났다. 월별 수출은 코로나19 여파로 지난 3월 이후 지속적으로 감소폭을 보여오다가, 지난 9월에 증가세로 돌아선 뒤 징검다리 증가폭을 보이고 있다. 코로나19 여파 속에서 하루 평균 수출액도 전년대비 6.3% 늘어나 2018년 11월 이후 2년만에 총수출액과 일평균 수출액이 모두 증가했다. 지난달 수입액은 398억8천만달러로 집계돼 무역수지는 59억3천만달러 흑자를 기록했다. 최근 7개월 연속 흑자를 내고 있다. 올초 코로나19로 타격을 입었던 수출은 최근 뚜렷한 회복세를 보이고 있다. 최근 세달 연속 수출액 400억달러 이상, 일평균 19억달러 이상, 무역수지 흑자 50억달러 이상의 성적을 내고 있다. 올해 11월까지 전체 무역수지가 390억달러 흑자를 기록해 지난 한해 흑자규모(389억달러)를 이미 넘어섰다. 지역적으로는 미국, 중국, 유럽연합(EU), 아시아 등 4대 시장에서 총수출과 일평균 수출액이 3년만에 동시에 플러스 반등했다. 특히 코로나19 진단키트를 포함한 바이오헬스) 분야와 2차전지 등 정부가 7대 신수출성장동력으로 삼고 있는 품목 수출이 증가세를 보이며 수출 회복세를 이끌고 있다. 바이오헬스가 지난해 같은 기간 수출대비 78.5%가 증가했고, 선박·가전·디스플레이 등도 20~30%대 성장세를 보였다. 농수산 가공식품이 지난달 8억3천만달러를 수출하며 월별 역대 최고 수출액 기록을 세웠고, 화장품은 20%대 수출이 증가하며 11월까지 누적 수출액으로 지난해 총수출 규모를 넘어섰다. 15대 주력수출 품목 가운데에서도 반도체(16.4%), 디스플레이(21.4%), 무선통신기기(20.2%), 2차전지(19.9%) 등 10개 품목의 수출이 증가했다. 이에 대해 성윤모 산업부 장관은 이날 “주력상품인 반도차와 자동차가 수출회복을 든든히 뒷받침하고, 비대면경제 특수와 아이티 관련 품목들이 상승세를 보이는 점은 수출 활력 회복에 긍정적인 신호”라며 “어렵게 회복한 불씨가 꺼지지 않고 혁신 동력으로 이어질 수 있도록 수출시스템의 디지털화 등 무역구조 혁신 대책을 꼼꼼히 이행할 것”이라고 말했다. 홍석재 기자 forchis@hani.co.kr
MSCI EM지수 韓 비중 줄자
외국인, 어제 역대 최대 순매도
개인은 2.2兆 사들여 충격 줄여
증권가 "패시브 펀드 숨고르기
투자 환경 좋아져 외인 또 온다"
11월 마지막 날인 30일 증시는 또 다른 기록을 세웠다. 외국인은 유가증권시장에서 사상 최대인 2조4377억원어치를 순매도했다. 11월 하루 평균 수천억원어치를 순매수했던 외국인이 일순간에 돌변한 셈이다. 이 매물을 받아낸 것은 개인들이었다. 개인투자자들은 2조2000억원이 넘는 순매수를 기록했다. 개인 순매수도 사상 최대였다. 이날 코스피지수는 1.60% 하락한 2591.34에 거래를 마쳤다.
이날 외국인을 매도로 이끈 것은 MSCI 신흥시장(EM) 지수 개편이었다. 이 지수에서 한국 시장 비중이 줄자 기계적 매물이 쏟아졌다. 개인들은 추세적 하락이 아니라 극복 가능할 변수라고 판단, 대규모 매수에 나섰다는 분석이다.
개인의 힘
'증시는 많은 개미를 태우고 올라가지 않는다.' 증권업계 통설이다. 개인들이 매도한 뒤 주가가 오르는 게 그동안의 경험이었기 때문이다. 하지만 올해는 좀 다르다. 상반기 동학개미들이 올린 실적도 그렇고, 최근 움직임도 증권업계 통설을 반박하는 듯한 분위기다. 코스피가 2600선에 올라섰음에도 개인들이 매수에 집중하고 있다. 코스피 2400선에서는 차익실현 움직임을 보였던 개인들이 코스피 2600선에서는 다시 매수 주체로 변신했다. 그사이에 10년 코스피 박스권이 뚫릴 것이라는 믿음이 개인들 사이에서 커졌다는 게 증권업계의 분석이다.
개인은 이날도 유가증권시장에서 2조2206억원어치를 순매수했다. 외국인 순매도 물량 대부분을 받아냈다. 개인들은 코스피지수가 2600선까지 오른 지난 23일 8735억원어치를 순매도했다. 코스피가 1.92% 오른 것에 비해 매도 규모가 크지 않았다. 개인이 지난 5일 코스피가 2.40% 상승하면서 2400선에 올라섰을 때는 하루 만에 국내 주식시장에서 1조9707억원어치를 매도했기 때문이다. 개인은 2600선에서 추가 상승한 지난 24일에도 245억원어치를 내다파는 데 그쳤다. 이후 지난 25일부터는 3거래일 연속 순매수하며 총 9576억원어치를 사들였다. 코스피가 2600을 넘겼음에도 매수 전략을 취했다는 얘기다.
코로나19 사태 이후 개인들이 매수한 규모와 비교해도 11월 들어 개인의 매도세는 약한 편이다. 올 3~10월 개인은 국내 주식시장에서 총 49조7860억원어치를 순매수했다. 11월에는 2조1390억원어치를 매도하는 데 그쳤다. 전체 매수액 대비 5%도 안 되는 규모다. 증시 대기 자금도 늘었다. 금융투자협회에 따르면 투자자 예탁금은 지난 27일 기준 62조9567억원으로 10월 말(55조3452억원) 대비 13.7% 급증했다.
원인은 다양하다. 코로나19 백신 등장과 글로벌 경기 회복 기대감으로 코스피 우상향에 대한 기대가 커졌다. 단기적으로는 정부가 10억원이던 대주주 양도세 기준을 3억원으로 낮추려다가 철회한 것이 개인들의 연말 매수 부담을 줄였다. 정부의 부동산 규제 강화도 증시로의 자금 유입을 부추기는 요인이다.
MSCI에 움직인 외국인
외국인은 이날 유가증권시장에서 2조4377억원어치를 팔아치워 역대 최대 순매도를 기록했다. 지난 1~29일 하루 평균 3716억원어치를 순매수해 코스피지수 상승을 주도했지만 11월 마지막 날 돌변했다.
외국인이 유가증권시장에서 대량 순매도를 기록한 건 MSCI EM지수에서 한국 비중이 줄어든 것과 관련 있다. MSCI는 이날 지수 리밸런싱을 통해 한국 비중을 12.0%에서 11.7%(지난달 11일 시가총액 기준)로 줄였다. 쿠웨이트가 비중 0.2%(추정치)로 새로 편입됐고, 인도 비중이 8.3%에서 9.1%로 늘면서 한국은 상대적으로 축소된 것이다.
종목별 외국인 순매수 동향을 봐도 이런 관측에 힘이 실린다. 이번에 MSCI EM지수에 새로 편입된 종목은 SK바이오팜, SK케미칼, 두산중공업 등이다. 이날 외국인은 이들 종목을 각각 1258억원, 660억원, 441억원어치 순매수했다. 편출 종목인 BNK금융지주(-512억원), 포스코인터내셔널(-109억원) 등은 순매도했다.
코스피가 앞서 사상 최대치를 기록했던 2018년에 비해 한국 증시가 구조적으로 좋아졌기 때문에 외국인 자금 유입이 한참 더 남았다는 분석도 있다. 정연우 대신증권 리서치센터장은 “2018년 당시에는 증시가 반도체에 너무 의존했지만 지금은 2차전지, 바이오 등 다른 산업도 골고루 성장하며 투자 환경이 더 좋아졌다”며 “당시보다 금리가 낮은 것도 긍정적”이라고 말했다.
SINGAPORE: From February next year, eligible non-bank financial institutions will have direct access to retail payment services like Fast and Secure Transfers (FAST) and PayNow.
This will allow users to make real-time funds transfers between bank accounts and e-wallets, as well as across different e-wallets, said the Monetary Authority of Singapore (MAS) in a media release on Monday (Nov 30).
Currently, most e-wallets require the use of debit or credit cards to top up funds. Transfers between e-wallets are also not possible.
Businesses that are partnered with any of the 23 FAST or nine PayNow banks will benefit from this move.
E-wallets that have traditionally been "closed-loop ecosystems" will also be able to receive real-time payments from other users of e-wallets of mobile banking applications that join FAST or PayNow.
"This will enable businesses to access a larger market of consumers than before for receiving e-payments instantly and seamlessly," said MAS.
The eligible institutions, which have to be licensed as major payment institutions under the Payment Services Act, will be able to connect directly via a new Application Programming Interface (API) payment gateway.
"The API payment gateway is better geared to the technology architecture of banks and non-bank financial institutions, and can also be used by other banks and non-bank financial institutions in future," said MAS.
MAS managing director Ravi Menon said direct access to FAST and PayNow "closes the last-mile gap in Singapore's e-payments journey".
"Consumers who may not have ready access to debit or credit cards to fund their e-wallets will now have the option to do so directly through their bank accounts," said Mr Menon.
He added that the adoption of e-payments will become "even more simple" for individuals and businesses.
[내년 종부세 절세 가이드]
개인별 합산 과세 적용
1인당 6억씩 공제로 종부세 안 내도 돼
고령자·장기 보유는 단독 명의가 유리
최대 80%까지 세액 공제
다주택자 양도세 함께 줄이려면
내년 5월까지 주택 처분해야
[아시아경제 이춘희 기자] 올해 종합부동산세 고지가 시작되면서 세액과 대상 가구 모두 늘어난 가운데 정부가 내년도 종부세율을 6%까지 끌어올릴 예정이어서 주택 보유자들의 걱정이 더 커지고 있다.
특히 다주택자의 경우 양도소득세마저 중과되는 탓에 퇴로마저 마땅찮은 상황이다. 이 때문에 상당수 고가 주택 보유자들은 당분간 절세 전략을 통해 최대한 세 부담을 줄이면서 버티기에 나서는 분위기다.
내년도 종부세를 아낄 수 있는 방안을 알아봤다.
◇절세 핵심은 소유 분산 = 종부세는 2주택 이하 보유자에게는 과표에 따라 0.5~2.7%의 세율이 적용된다. 3주택 이상 다주택자에게는 0.6~3.2%의 중과된 세율이 적용된다.
이러한 비율은 내년에 더 오른다. 지난 8월 종부세법 개정에 따라 2주택 이하도 0.6~3.0%로 세율이 조금씩 올랐고, 3주택 이상은 1.2~6.0%로 대폭 상향된다. 특히 규제지역 내 2주택자은 일반 3주택자와 동일한 종부세 중과가 이뤄진다.
전문가들은 종부세 절세의 핵심은 '명의'라고 조언한다. 종부세가 가구별 합산 과세가 아니라 개인별 합산 과세로 이뤄지기 때문이다. 공시가격 11억원인 주택을 한 사람 단독 명의로 보유한 경우 9억원을 제외한 2억원의 과표가 설정돼 내년에 0.6%의 종부세율이 부과된다. 하지만 부부가 절반씩 공동명의로 소유하면 각자의 공시가격이 5억5000만원으로 되기 때문에 1인당 6억원씩의 공제가 적용돼 종부세를 내지 않는다.
◇고령ㆍ장기보유자는 공동명의가 독(毒)= 공동명의가 무조건 유리한 건 아니다. 현재 종부세는 해당 주택을 장기간 보유했거나 60세 이상 고령자인 1주택자에 대해서는 세액공제를 해준다. 특히 현재 10~30%인 고령자 세액공제는 내년부터는 각각 10%포인트씩 추가돼 20~40%로 공제율이 상향된다. 장기보유공제까지 합쳐 65세 이상, 보유기간 15년 이상이라면 최대 80%까지 세액공제가 가능하다.
다만 이러한 세액공제는 오직 단독명의 1주택자에게만 적용된다. 업계에서는 공시가격 기준 대략 15억원 이상 주택이라면 장기 보유를 전제로 단독명의 보유가 더 유리하다고 분석하고 있다. 다만 공동명의로 보유했던 주택을 단독명의로 바꾸더라도 이에 따른 장기 보유 기간 계산은 주택 최초 취득 시가 아닌 단독명의로 바꾼 시점을 기준으로 계산된다.
◇다주택자 셈법은 더 복잡 = 다주택자라면 명의와 관련해 고려할 사항이 더 복잡하다. 조정대상지역 내 2주택과 비조정대상지역 1주택을 보유한 경우가 대표적이다. 부부 중 한 명이 조정대상지역 주택의 명의를 모두 갖고, 한 명이 비조정대상지역 주택의 명의를 가지면 조정대상지역 2주택 중과가 이뤄진다. 이를 피하기 위해서는 조정대상지역은 각각 단독명의로 보유하고, 비조정대상지역 주택은 한 명의 단독명의 또는 공동명의로 보유하는 편이 절세를 위해 보다 유리하다.
상속 등으로 주택의 일부 지분을 가진 경우라면 이 역시 꼼꼼히 검토해야 한다. 주택을 상속받아 공동으로 보유하는 경우 지분율이 20%를 넘거나 지분율 상당의 공시가격이 3억원 초과일 경우 세율 적용을 위한 주택 수에 포함된다.
◇잉여주택 처분은 내년 5월 말까지= 이러한 세율 인상을 피하고 싶다면 내년 5월 이전에 매각을 고려해야 한다. 종부세 부과가 매년 6월1일을 기준으로 보유한 부동산을 대상으로 이뤄지기 때문이다. 게다가 내년도에는 양도소득세도 대폭 강화될 예정이다. 2년 미만 보유한 주택을 매각할 경우 6~42%의 기본세율과 달리 최대 70%의 별도 세율을 적용해 단기 차익을 환수하는 한편, 규제지역 내 다주택자에게는 최대 30%포인트의 세율을 중과하게 되기 때문이다.
이러한 절세 방안을 준비할 때에는 종부세 뿐만 아니라 다른 세금들도 고려해야 한다는 게 전문가들의 조언이다. 우병탁 신한은행 부동산투자자문센터 팀장은 "종부세는 세금 계산식은 복잡하지만 케이스가 복잡하게 분화되지는 않아 절세 방법은 간단하다"며 "다만 명의 변경을 할 때는 공동명의 보유도 추후 매각 시 양도세를 줄이는 데 유리한 등의 이점이 있는 만큼 단순히 종부세 절세만 생각해서는 안 된다"고 조언했다.
이춘희 기자 spring@asiae.co.kr
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집값은 오르고 전세값도 급등하면서 심화된 전세난 속에 아파트보다 저렴한 다세대·연립·주택으로 눈을 돌리는 주택 수요자들이 들고 있다. 특히 서울에서는 3개월째 다세대·연립주택 거래량이 아파트 거래량을 추월하는 현상이 나타나고 있다.
30일 서울부동산정보광장에 따르면 지난달 서울의 다세대·연립주택 매매 건수는 총 4590건으로, 전달(4012건)과 비교해 14.4%(578건) 증가했다.
구별로는 은평구(482건·10.5%), 강서구(420건·9.2%) 등 서울 외곽 지역을 중심으로 거래량이 많았고, 이어 양천구(364건·7.9%), 강북구(360건·7.8%), 강동구(261건·5.7%), 중랑구(235건·5.1%), 송파구(232건·5.1%) 등의 순이었다.
올해 다세대·연립주택 매매는 1∼5월 5천건을 밑돌다가 7월 7287건으로 2008년 4월(7686건) 이후 12년 3개월만에 최고를 기록했다. 이후 8월 4219건, 9월 4012건으로 2개월 연속 감소했다가 지난달 다시 4590건으로 반등했다.
정부의 부동산 규제가 아파트에 집중되면서 다세대·연립주택으로 눈을 돌린 투자 수요가 늘은것으로 풀이된다.
6·17대책에서 정부는 규제지역의 3억원 이상 아파트에 대해 전세자금 대출을 제한했지만, 다세대·연립주택은 적용 대상이 아니다. 여전히 전세 대출을 통한 '갭투자'가 가능하다. 특히 7·10대책에서 주택 임대사업 등록제도를 개정했지만 다세대주택, 빌라, 원룸, 오피스텔 등은 세제 혜택을 그대로 유지하기로 해 세금 부담도 적다.
다세대·연립주택 거래량은 올해 들어 4월을 제외하면 모두 아파트 거래량에 뒤졌지만, 9월 4012건으로 아파트 거래량(3767건)을 처음 앞질렀고, 10월도 4590건으로 아파트(4339건)보다 많았다. 11월도 신고 기간이 한 달 가까이 남았지만, 다세대·연립주택 거래량(1809건)은 아파트(1725건)를 앞지르고 있다.
SINGAPORE: For more than two years since she started working at a bank, Mavis (not her real name) has been keeping a secret from her bosses: She suffers from depression and anxiety.
While her company has hired counsellors, Mavis has never used their services, and seeks external counselling instead.
She has kept her mental health condition under wraps due to the “toxic” work culture, said the 25-year-old associate, and she fears that her chances of a promotion will be stymied if her condition is out in the open.
“Some have told me that (the company counsellors) will report back to the bank, though my boss said that this doesn’t happen - but you never know,” she said.
"In my industry, you are expected to work very hard and expected to have endurance … Those who can work a lot and handle a lot are seen as better."
A former trainee at a law firm, who wanted to be known only as Chloe, had a similar experience.
The 26-year-old, who began working at the firm early last year, developed anxiety attacks throughout her six-month traineeship. Things worsened to the point where she broke down during several lunch breaks, after feeling like she was manipulating her clients by withholding information.
“I felt like I had to lie to my client ... and I was under so much anxiety. During lunch, I would go down to cry, because I felt like I just couldn’t cope.”
Like Mavis, Chloe did not tell her bosses about her deteriorating mental health, but put on a poker face when she returned to the office after each breakdown.
“I have friends in the legal practice, and the advice given to me was that I could not speak to anybody about (my emotional issues). The concern was really stigma, so I had to go for private counselling,” said Chloe, who is no longer with the firm but is furthering her studies.
This is what some employees here have to face. But what about the employers? What do they have to say?
Those interviewed stressed that they are open to listening to their staff about whatever problems they may have, including mental health issues. However, they admit that a line has to be drawn, especially when it comes to business-critical roles.
If the employees continue to fall short of expectations or are unable to work for long periods of time due to their mental health conditions, the employers said they may have no choice but to refer the workers to other roles within the company or fire them.
Still, having to support staff who have reached their breaking point may not be the biggest challenge when it comes to mental health issues at the workplace in Singapore.
It is actually tackling the stigma surrounding mental illness and encouraging employees to speak up about their problems, based on interviews with workers, employers, human resource (HR) experts, general practitioners (GPs) and psychologists.
While calls to improve mental health awareness in the workplace are not new, the issue has taken on an added urgency this year with COVID-19 creating new stresses and pressures for everyone.
And with more people forced to work from home as the pandemic rages on, the boundaries between work and rest have been blurred, taking a further toll on the mental health of many employees.
But even before the coronavirus struck, the mental health situation here has been a growing concern: The Singapore Mental Health Study conducted between 2016 and 2018 found that one in seven people experienced a mental disorder in their lifetime, compared with one in eight people in 2010’s Mental Health Study.
Just earlier this week, TODAY reported that the Ministry of Manpower (MOM) is investigating allegations made against a firm here where a former employee has committed suicide allegedly due to harsh working conditions.
In introducing the advisory, Manpower Minister Josephine Teo said “protecting workers’ mental health has become even more important” during the pandemic.
Among its guidelines are:
To appoint mental wellness advocates to raise employees’ awareness of mental well-being and mental health conditions through talks and workshops.
To provide access to counselling services such as through Employee Assistance Programmes.
To review HR policies to ensure hiring practices, workplace practices and performance management systems are non-discriminatory and merit-based in nature.
To form informal support networks such as peer support programmes, parenting support groups, or a mentor/buddy system.
While these guidelines are a step in the right direction, more can be done in ensuring that these initiatives are not treated as a paper exercise, and that cultural changes are enacted at the workplace, HR experts and mental wellness advocates said.
Ms Anthea Ong, founder of the WorkWell Leaders Workgroup, a community of leaders from various companies and national agencies which champion workplace mental well-being, said that the guidelines are “solid building blocks” but it will be up to the bosses to take the lead in eradicating stigma at the workplace.
“If the leaders do not catch on and only leave it to the HR department to go and fulfil the requirements on the advisory, then I don’t think we have actually made a dent,” she said.
“Until it is actually embraced, acknowledged and acted upon by the leaders ... only then do we start seeing these programmes, policies and practices making an impact on the ground,” said Ms Ong, a former Nominated Member of Parliament.
CHALLENGES FACED BY EMPLOYERS
While larger firms may have more resources to implement the tripartite advisory guidelines, this is not always the case for small and medium enterprises (SMEs), many of which are feeling the crunch from the current economic slowdown.
Mr Adam Esoof Piperdy, chief executive officer and founder of events company Unearthed Productions, said that SMEs like his are in a “very precarious position” during the pandemic and it may not be practical for them to tick every box in the advisory.
“Such measures would (require) quite a high investment. I think what we would rather do is to have more informal practices of checking in with each other,” he added.
Office workers wearing face masks are seen in the financial business district in Singapore on Nov 23, 2020. (Photo: AFP/Roslan Rahman)
Even for larger firms with comprehensive mental health initiatives, the issue of employees not speaking up about their conditions remains a problem - one that has been exacerbated by remote working.
Ms Anuradha Purbey, people director at insurer Aviva Europe and Asia, said that a consequence of remote working is that managers are not able to meet their employees on a frequent basis.
“Hence, it becomes harder to ‘visibly’ identify any mental health and other challenges that employees are facing,” she said.
“So, we have to rely, primarily, on the online catch-ups and frequent surveys.”
And like what Mavis and Chloe faced, Ms Anuradha acknowledged that the stigma surrounding mental illness is what prevents many firms from detecting mental health issues in the first place, since employees are reluctant to reach out for help.
“While mental health awareness has been gaining traction in Singapore, for many it is still considered taboo to acknowledge their struggles,” she said.
“At Aviva, we want to make talking about mental health as normal as talking about physical health and continue to do what we can do to remove this stigma."
While there are firms which are willing to cut some slack for employees with mental health issues, they also said that there is a limit to how much employers can do.
Mr Piperdy, for example, said that he will try his best to get any colleagues struggling with mental health to seek professional help or give them days off if they are unable to cope. However, since the event industry is a client-facing role, he cannot continually make concessions at the risk of letting his clients down.
“At the end of the day, the job scope doesn’t change … if they’re not able to manage the workload that comes in, which is something we actively do, then I think we will help this person to transition to another job, maybe we will look for opportunities for this person.
"We have successfully redesignated some of them, to find suitable jobs in more fixed, permanent (roles) such as working in a venue instead of working for an events company,” Mr Piperdy added.
“But we are actively trying to avoid that by having early intervention, coaching and mentorships.”
TAKING THE FIRST STEP: BOSSES SAYING ‘IT’S OK TO NOT BE OK’
In recent years, some companies in Singapore have come up with a slew of measures to promote mental wellness at the workplace, many of which are in line with the tripartite advisory’s guidelines.
For instance, national media network Mediacorp introduced earlier this month an emotional and mental well-being support initiative that consists of emotional and mental wellness training and a one-on-one confidential counselling service, among other things.
Mediacorp Chief Human Resources Officer Yvonne Ee said: “As part of our corporate wellness initiative, we continue to support our people with resources they need to adapt positively and perform well, during these unprecedented times.”
She added: “Through (the initiative), we look to create an environment where staff can build strong mental and emotional resilience, and feel secure as they continue to contribute to the organisation.”
Biopharmaceutical firm AstraZeneca Singapore said that among its mental wellness initiatives is an internal online platform for employees to discuss mental health issues and queries within chat groups. It also has in place the employee assistance programmes which provide confidential counselling.
President of AstraZeneca Singapore Vinod Narayanan said: “While we continue to build our open and inclusive culture at the workplace, we also recognise the impact COVID-19 has on mental well-being of our employees and will continue to build that space where it is safe for employees to speak openly about mental health issues.”
Employees at AstraZeneca Singapore having a team “kopichat” lunch session while working from home. (Photo: AstraZeneca Singapore)
In response to queries, business consultancy PwC Singapore said it provides several avenues to support mental health including an employee assistance programme, workshops, support groups and online resources to drive awareness of the subject.
Online marketplace Carousell said it has a dedicated wellness programme where employees “come together as a team to focus on our well-being”, at least once a month. It is also looking into establishing an employee assistance programme to offer support to employees struggling with personal and work-related problems.
While companies ramping up their mental wellness initiatives is a positive sign, HR experts said that this has to be coupled with bosses who lead by example in creating a more open company culture.
Earlier this week, Bloomberg reported that Economic Development Board managing director Chng Kai Fong had opened up about his mental health struggle during the pandemic at a technology conference on Nov 22.
Mr Chng - who was formerly the principal private secretary to Prime Minister Lee Hsien Loong - said that family matters that occurred in April had affected his emotional and mental state, leading to feelings of “heat and anger” and depressive bouts.
According to Bloomberg, Mr Chng said he wanted to openly share his experience with others who might be facing mounting pressure to lead during times of fear and uncertainty.
“We can do a lot more as leaders to acknowledge that (it’s OK not to be OK) and to share a little bit more about ourselves,” Mr Chng said. “And that builds trust.”
Otis Asia Pacific president Stephane de Montlivault, who is a member of the WorkWell Leaders Workgroup, said that being more open about his struggles with mental health meant that employees of the elevator company were more willing to share their problems as well.
“I shared my personal situation as I happened to also have a number of difficulties (amid COVID-19). I lost a colleague and very close friend who died in a car accident … and shortly after that my father-in-law had a heart attack and was in the ICU,” he isaid. “I was facing a lot of stress, and had sleeping issues, anxieties."
When he shared these issues at a forum with his employees, many of them started opening up, and subsequently many were willing to go to their bosses directly with their problems, he said.
“(We) made it very open and clear that it is not only okay, but normal and encouraged to talk about our difficulties and to work on them as a team,” said Mr de Montlivault.
“This actually caused us to take some actions in some cases when we found that people had difficulties when we were constrained by not being able to come to the office.”
Agreeing, Ms Ong said that bosses who are willing to reveal their vulnerable side send a clear signal to employees that having mental health issues does not mean that they will not be able to succeed at work.
“That’s a very big part of stigma in the workplace, (which) stems a lot from concerns with career progression and advancement,” she said. “When leaders are the ones sharing, then it says that it does not affect your promotion options, your career progress, and your potential.”
Veteran HR practitioner Carmen Wee said that the employer-employee relationship should be one that is centred on the well-being of the employee. “If employees are fearful in asking for help, there’s something wrong with the culture or leadership approach,” she said.
“If you work in a company where the company respects you, wants to look after their well-being, which employee will not flourish and perform?
”There would not be such a fear if employees “feel supported and don’t feel like their psychological safety is threatened”, she added.
Ms Wee noted that for cases where an employee’s mental health condition becomes too severe to continue working at a company, firing the employee should be a last resort.
Other alternatives such as no-pay leave, counselling and job coaching should first be considered.
“If at the end of the day, the person still can’t cope and the job is still contributing to the stress, there needs to be a heart-to-heart talk, and if everything cannot be worked out, they might have to part ways,” she said.
Even when making such a decision, the company must also be sensitive given the pandemic situation, where it may be difficult to find employment. Employers can introduce the affected workers to new jobs that may be more suitable, or link them up with job courses.
“Each person’s circumstance is different, so the company needs to examine and come up with an individualised plan,” Ms Wee said.
Although awareness of mental health here has grown, there remains a common misconception that physical health takes precedence over it, when both in fact should be viewed on par, said psychologists and GPs whom TODAY spoke to.
Office workers wearing face masks are seen near the financial business district in Singapore on Nov 23, 2020. (Photo: AFP/Roslan Rahman)
Dr Geraldine Tan, director and principal psychologist of The Therapy Room, said that whether it is a physical or mental illness, patients can be “struck down” by it for a prolonged period.
“When they have their diagnosis of anxiety and depression, they cannot go into the office, and someone else has to take over, so it is as bad as having surgery, or breaking your leg,” she said.
Agreeing, GPs said that they would give medical certificates (MCs) regardless of whether it is a physical or mental ailment.
Dr Sunil Kumar Joseph, a GP who runs Tayka Medical Family Clinic in Jurong, reiterated: “Mental illness is treated the same as physical illness from a medical point of view, so there is no issue.”
The World Health Organization (WHO) defines health as “a state of complete physical, mental and social well-being and not merely the absence of disease or infirmity”.
According to the American Psychological Association (APA), physical and mental health are interconnected and cannot be viewed in isolation.
“Stress can take a toll on our physical health, while physical challenges can also bring new stress into our lives,” the APA said on its website.
Regardless of the literature, Dr Sunil said the main obstacle is the stigma that prevents patients from visiting him in the first place. And one policy that propagates the stigma is company-paid insurance, he noted.
“Indirectly, (the company) is able to access all your medical history because you signed a waiver to your rights of confidentiality,” he said. “So very few people who are using corporate insurance are willing to disclose mental health conditions, so that’s one stumbling block.”
He added that a lot of insurers do not pay for mental health treatment.
One guideline in the tripartite advisory says that companies with flexible employee benefits, such as medical benefits, should consider extending the scope of coverage to include mental well-being programmes, mental health consultations and treatments.
Companies such as Aviva Singapore, consultancy firm PwC Singapore and investment holding company Jardine Cycle & Carriage have health coverage plans that include mental health treatment.
Otis’ Mr de Montlivault said that as per the guidelines, his firm will be looking to include mental health as part of its health coverage as well. In the meantime, Otis employees can tap internal company self-funded insurance which has been expanded to include coverage for psychological support services.
If employees are hesitant to get MCs for their mental ailments, some companies have a policy where a limited number of sick days can be taken without having to produce an MC.Some employers also provide medical leave based on trust, rather than having to always provide MCs.
Employees of the Jardine Matheson Group attending mental health first aid training. (Photo: Photo: Jardines Mindset)
Mr Jeffery Tan, chief executive officer of charity organisation Jardines Mindset Singapore and group general counsel of Jardine Cycle & Carriage, said that if employees report that they have mental health issues without an MC, it will come down to “managerial discretion and empowerment by the supervisors”.
“Even for physical ailments, we don’t always need to be able to produce an MC before we can go off; we can see someone is struggling with an ailment, they can take an afternoon off,” said Mr Tan, who is also part of the WorkWell Leaders Workgroup.
“This is coupled with an element of trust in a safe environment, as opposed to starting off by saying ‘if I have this, are people going to game the system and be less than truthful?’,” he added. “I think those are all the wrong dynamics.”
Agreeing, Ms Audrey Ng, global head of HR for mining firm Anglo-American Marketing, said that trust is “central to the relationship with our teams”.
“We know that the overwhelming majority of them are highly dedicated and committed to achieving great results for the entire organisation, so if we see that someone needs a break, we try to ensure that he or she feels empowered to take some time off with line manager approval,” said Ms Ng.
Still, some employees said taking medical leave as and when they need to is not feasible, as they are on project-based jobs.
A junior art director at an advertising firm, who wanted to be known only as Isabel, said that the number of projects she had to do during the circuit breaker period increased by about 40 per cent as more clients were looking to advertise online.
The longer working hours and higher workload resulted in the 24-year-old feeling stressed and anxious to the point where she would vomit regularly and lose her memory while at work.
She could not take a break as she had to meet the clients’ deadlines, and no one could take over her projects as they would not be familiar with the clients’ requests.
“In advertising, the mindset is always clients first, and that’s very detrimental on the employees,” she said.
WHAT EMPLOYEES CAN DO THEMSELVES
Dr Douglas Kong, a mental health expert and performance coach, said that those who are stressed at work may not be able to identify the signs until it is too late.
“Those who are under stress, or have some issues in their life that they aren’t handling well … they can’t see it, and they do their best to cope and handle it,” he said.
He has seen several cases of employees who would not admit to their stress and anxiety, only for their mental health conditions to worsen and affect their productivity.
“So people think that mental illness is terrible, that you must not have it … But the point is that if you can deal with it earlier... it can allow the person to overcome it and get on with their lives and work,” said Dr Kong.
Mr Adrian Choo, founder of career strategy consulting firm Career Agility International, said that employees must know “when to back off” when caught in a stressful situation.
“Employees themselves need to know when they are being stretched and are hitting the limit… (They) need to ask themselves what is more important, your health or your career?” he said. “Because if you are burnt out, you are of no use to your company anyway.”
For Mavis, the bank employee who is hiding her mental health condition from her bosses, only a significant cultural shift in her company will prompt her to open up about her struggles to her superiors.
“If I see a culture where you’re talking openly about mental health, and it’s very clear that if I say something about it, not just my bosses but my colleagues will not think differently of me,” she said. “(Instead) it will be something that can actually help me, with people being more caring and it is not something that will be looked down on.
”She added: “But right now, it is a far cry from that.”
Article From & Read More ( The Big Read: Enough is enough. Just what does it take to break mental health stigma at the workplace? - CNA )
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입력 : 2020-11-30 11:24:49수정 : 2020-11-30 11:29:10게재 : 2020-11-30 11:29:24
올해 주택분 종합부동산세를 고지받은 3명 중 2명은 100만원 이하 금액을 납부하는 것으로 나타났다. 공시가격 상승으로 올해 처음 종부세를 내는 사람들 상당수는 수십만원대의 종부세를 내게 된다. 사진은 서울 서초구 아파트와 건물들의 모습. 연합뉴스
올해 주택분 종합부동산세를 고지받은 3명 중 2명은 100만원 이하 금액을 납부하는 것으로 나타났다. 공시가격 상승으로 올해 처음 종부세를 내는 사람들 상당수는 수십만원대의 종부세를 내게 된다.
29일 기획재정부에 따르면 올해 주택분 종부세 대상자는 66만 7000명, 고지세액은 1조 8148억원이다. 대상자가 지난해보다 14만 7000명이 늘었다. 부산에서는 주택분 종부세 대상자가 5000명이 늘었다고 지난 25일 국세청이 밝힌 바 있다.
이는 주택 공시가격 상승과 더불어 공시가격 현실화, 공정시장가액비율 상향조정 효과가 더해진 결과다. 정부는 시가 9억~15억 주택의 공시가격 현실화율을 66%에서 69%로, 15억~30억원은 67%에서 75%로, 30억원 이상은 69%에서 80%로 각각 상향조정했었다.
전국적으로 주택분 종부세 대상자 66만 7000명 가운데 2주택 이상 다주택자는 37만 6000명, 이들에 부과된 세액은 1조 4960억원이다. 전체 고지세액의 82%에 해당한다. 1주택자 29만 1000명에게는 3190억원이 부과됐다.
세액 규모별로 보면 100만원 이하가 43만 2000명으로 전체의 64.9%를 차지했다. 상당수가 1주택자들일 것으로 추정된다. 정부는 올해 새롭게 주택분 종부세 과세 대상이 된 1주택자들의 경우 10만~30만원 안팎을 내는 것으로 추정하고 있다.
만약 주택 시세가 지난해 12억 8000만원에서 올해 14억 5000만원으로 올랐다면 공시가격은 8억 5000만원에서 10억 8000만원으로 높아진다. 이 경우 1세대 1주택자인 경우 종부세 부담은 34만원이다. 여기서 고령자와 장기보유공제 70%를 모두 받은 경우라면 10만원으로 줄어든다.
하지만 고가 주택으로 가면 종부세 부담은 매우 가파르게 오른다.
주택 시세가 19억 3000만원에서 올해 24억 2000만원으로 오른 경우 공시가격은 13억 2000만원에서 18억 6000만원으로 올랐다. 1세대 1주택자라면 종부세가 지난해 125만원에서 올해 249만원으로 늘어났다. 하지만 부산에서는 주택 시세가 24억원 이상인 경우는 그리 많지 않아 대상자가 매우 적을 것으로 예상된다.
회복세를 보이던 소비가 3개월 만에 다시 얼어붙었다. 코로나19 확산세가 이어지면서 소비심리가 위축한 것으로 풀이된다. 9월 오름세를 보였던 투자도 주저앉았다. 다만 전(全) 산업생산은 전월과 변동이 없었다.
30일 통계청이 발표한 ‘10월 산업활동동향’에 따르면 지난달 전 산업생산(계절조정·농림어업 제외)은 전월 대비 0.0%로 보합을 나타냈다. 전 산업생산은 8월 -0.8%에서 9월 2.2%로 반등했으나 10월 보합으로 다시 내려앉았다. 광공업 생산은 1.2% 감소했고 이 중 제조업 생산은 1.3% 줄었다. 수출이 감소한 영향이다.
9월 호조를 보였던 반도체 생산은 10월에 전월보다 9.5% 줄었고 전자부품도 -2.6%를 나타냈다. 반면 화학 제품(3.5%), 의료정밀화학(10.4%), 의복 및 모피(15.7%)는 증가했다.
서비스업 생산은 한 달 전보다 1.2% 늘었다. 10월 초 사회적 거리두기가 완화한 데다, 기저효과도 작용하면서 숙박·음식점(13.3%) 생산이 늘어났다. 이밖에 정보통신(2.6%), 운수·창고(2.6%), 예술·스포츠·여가(13.1%) 등에서도 증가 흐름이 나타났다.
다만 금융·보험(-1.5%), 도소매(-0.5%) 분야는 부진했다. 산업 생산이 보합세를 나타낸 것은 10월 들어 숙박·음식 등 분야에서 생산이 늘었지만, 수출 부진 등에 제조업 증가세가 꺼진 점이 영향을 미쳤다는 분석이 나온다. 9월에 전년 동기 대비 플러스를 기록한 수출은 10월에는 다시 3.6% 감소했다.
소비 동향을 보여주는 소매 판매액은 0.9% 줄었다. 7월(-6.0%) 이후 3개월 만의 감소다. 음식료품 등 비내구재(-5.7%) 판매가 줄며 소매 판매 감소에 영향을 미쳤다. 반대로 의복 등 준내구재(7.2%), 승용차 등 내구재(2.0%)는 늘었다.
설비 투자는 3.3% 감소했다. 8월(-4.3%) 감소했다가 9월(7.6%) 증가했으나 다시 마이너스(-)로 전환했다. 건설 업체가 실제 시공한 실적인 건설기성은 0.1% 줄었다.
현재 경기를 나타내는 동행지수 순환변동치는 전월보다 0.5포인트 상승했다. 향후 경기를 예측하는 지표인 선행지수 순환변동치도 전월보다 0.4포인트 올랐다. 동행지수와 선행지수 순환변동치 동반 상승은 5개월째로, 1998년 9월부터 1999년 8월까지 12개월 연속 상승한 이후 21년 2개월 만에 가장 긴 연속 동반 상승이다.
안형준 통계청 경제동향통계심의관은 “전체적으로 산업활동동향이 코로나19 확산에 따라 등락을 달리하는 모습”이라며 “코로나19에 따른 사회적 거리두기가 9월 강화됐다가 10월 완화되면서 서비스업은 반등했는데 소비는 줄었다”고 말했다.
SINGAPORE - Customers can now choose from about 17,000 items on the iShopChangi platform, more than triple the number available before the coronavirus outbreak struck.
That is one of the ways Changi Airport Group (CAG) has moved to help retailers at the airport reach out to non-travellers in Singapore, as international travel remains at a standstill amid the pandemic.
CAG said online sales by Changi Airport retailers have surpassed pre-pandemic numbers, though it did not provide specific figures.
Said CAG spokesman Ivan Tan: "Currently, more than 90 per cent of our customers are non-travellers... Wines and spirits, beauty and electronics continue to be most popular with our customers."
The pivot to online sales comes with barely any travellers passing though the airport. Passenger traffic remains at less than 5 per cent of what it was before the pandemic, and retail sales at Changi Airport have plunged 74 per cent this year.
At Terminal 1 and Terminal 3, which have remained open, only about half of the outlets in the transit areas are operating. Operations at T4 have been suspended, while T2 remains closed after plans for upgrading works were brought forward.
Mr Tan said work has been done to transform Changi's food and beverage business through the launch of the Changi Eats food delivery service in June.
There are now 40 brands offering over 800 food, drink and snack items on the platform.
He said the number of orders received had grown almost fivefold since its launch, proving it was "plugging a market gap and demonstrating how we are value-adding to our customers".
Most recently, it launched shopping tours of its transit areas, held on weekends and by invitation only. They are targeted at customers who would otherwise have been travelling and shopping at Changi during the year-end holiday period.
Mr Tan said: "These shopping tours allow us to continue to engage our customers and share our deep knowledge of travel retail products with them."
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