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EMPLOYMENT TAXES – MAXIMISING COMPLIANCE AND MINIMISING EMPLOYMENT COSTS

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    By registering for our FD Seminar you’ve unlocked bonus content before the big day. Here’s the first of your bonus briefings on the subject of Employment taxes.

     

    We can’t cram everything into one morning but our experts will be on hand at the event to answer any questions you may have on Employment Taxes at our FD Seminar. If there’s anything that can’t wait, do get in touch with Nathan Woollery our Employment Tax Director.

     

    EMPLOYMENT TAXES – MINIMISING COSTS

    Controlling costs, especially in the current economic climate, is at the top of the agenda for many employers.

    High on the priority list is also how to attract and retain staff. How benefits offered meet the expectations of staff, where their expectations change over time. Here we take a look at the use of salary sacrifice arrangements to ensure compliance and minimise your employer costs.

     

    Salary Sacrifice

    Salary sacrifice as a concept is nothing new. Many employers who wat to improve employee benefits, while managing costs will look to salary sacrifice schemes as an ‘easy-win’ to support their corporate objectives.

    The most popular and cost-efficient benefits to offer via salary sacrifice are:

    • Pension contributions
    • Electric cars
    • Holiday trading
    • Cycle to work scheme

     

    Pension contributions

    The introduction of auto enrolment for workplace pensions some years ago, brought the topic of retirement to the top of employee considerations. To receive the savings that employee benefits can achieve, it needs to be provided by the employer in a particular way. Enter salary sacrifice.

    By simply altering the way in which employee pension contributions are paid, employers can reduce their costs while also providing an attractive benefit for current and prospective employees.

     

    How does it work?
    • Employee pension contributions are deductible for income tax purposes but are not deductible for NIC purposes. So, both employers’ and employees’ NIC is due on the pay that is used to pay into the company pension scheme as an employee pension contribution.
    • On the other hand, employer pension contributions do not attract income tax or NIC.
    • So, by agreeing with an employee to exchange part of their salary (that would’ve been used for making employee contributions) for an additional employer pension contribution, savings are made for both the employer and the employee.
     
    What are the practicalities?

    There are of course a number of considerations that an employer should consider before offering salary sacrifice. Such as:

    • Does salary sacrifice benefit all employees?
    • How does it affect company and state benefits?
    • How will employees react to salary sacrifice?
    • What are the ways to maximise / encourage take up?
    • Do the benefits (financial and non-financial) outweigh the implementation costs?

     

    Why now?

    As mentioned before, salary sacrifice as a concept is nothing new. HMRC has changed the way in which some benefits can be offered, which removed most of the tax and NIC advantages. However, there is still a small list of benefits (mentioned earlier) that can still generate savings and benefit employees.

    With the increase in employer costs over the years, such as the apprenticeship levy, auto enrolment and now the health and social care levy since April 2022 onwards. Now is as good as any time to consider offering these benefits to employees if you do not already do so.

    We can’t wait to see you in person at our shop-stopping, knowledge-dropping, live and in-person event. You’ll get to hear more about the other ways employers can minimise costs and maximise compliance.