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Are you ready for the changes to employee expenses?

 

Pay for woman.

From April 2016 all employee expense Dispensations agreed with HMRC will cease to apply!

You will need new systems for checking expenses, HMRC will be supply examples.

Expenses which are not covered by benchmark scale rates are likely to paid and taxed via the payroll with the employee claiming relief through P87 and Self Assessment SA100.

Expenses

Are you ready for the new regime?

steve@bicknells.net

Holiday Pay – does it include Overtime?

Flugzeug fliegend

Back in November 2014, the BBC reported..

Workers have won a ground-breaking case at the Employment Appeal Tribunal to include overtime in holiday pay.

This means some people working overtime could claim for additional holiday pay. Currently, only basic pay counts when calculating holiday pay.

Since then we have had further legislation, the Deduction from Wages (Limitation) Regulations 2014 (the Regulations), which impose the 2 year limit on any new holiday pay claims raised from 1st July 2015 onwards. Separately, a recent case from the Northern Ireland Court of Appeal (Patterson v Castlereagh Borough Council) suggests that voluntary overtime may – in some circumstances – have to be included in holiday pay calculations.

The Northern Ireland Court of Appeal has just held that there is no reason why voluntary overtime cannot be part of an individual’s normal working week and therefore could be included in holiday pay calculations.

This will be bad news for many employers and in Scotland there are now 21,000 holiday pay claims in the Scottish Tribunal system alone. [Law-Now]

Whilst I am sure may employees will welcome the decision, this will surely lead employers to reconsider whether using contractors would be cheaper? No Holiday Pay, No Auto Enrolment Pension, No Redundancy or Statutory Pay

Many already predict that by 2020 50% of workers will be self employed!

steve@bicknells.net

R&D – impact on director remuneration

It’s generally more tax efficient for a director shareholder to extract the majority of profit from a company as dividends rather than salary. But what if the company is undertaking R&D? Is this still the optimum remuneration strategy?

Example

You are the sole director in a company that undertakes some R&D.  The annual profit is estimated at £140,000 for the year ended 31 March 2016 before taking into account the director’s remuneration.

You might think that the most tax-efficient remuneration package is £10,600 for 2015/16 to cover the personal allowance and then net dividends of £28,606 to take the director up to the basic rate band. You also need to consider whether the company can make an R&D relief claim and, if it can, how this might affect your decision.

Salary vs Dividends

If the director takes a typical remuneration package, then the net tax and NI savings over taking a salary of £39,206 would be £5,265, assuming the £2,000 employment allowance is available.  This saving is made because dividends received within the basic rate band attract no further income tax plus no NI for the director or the company. This more than outweighs the additional corporation tax suffered on profits retained for dividends.

Taking R&D relief into account

From 1 April 2015 the R&D tax credit for SMEs increased from 225% to 230%.  There is no R&D uplift on dividends received – only on salary. This means that paying a £39,206 salary would actually result in a saving over taking a small salary and dividends of £1,208.

What about a larger salary? In fact, if the client wanted to take out more than the basic rate band, then the salary may become even more tax efficient.  A £70,000 salary would result in net tax/NI due of £1,366 after the R&D relief (assuming there was sufficient profit to offset the CT relief), whereas a salary of £10,600 and net dividends of £59,400 would result in net tax/NI of £5,883 – so the saving by taking a salary over dividends is £4,517.

HMRC will generally not accept 100% of a director’s salary costs within the R&D claim unless it can be clearly demonstrated that the director was exclusively involved in R&D activity.

Pension contributions

While dividends don’t qualify as eligible staff costs for R&D claims, company pension contributions do.  New pension freedoms make pension contributions a much more attractive option, so you might want to consider this as part of your remuneration package.

If a company makes pension contributions of £40,000 for the director and they spend 60% of their time on R&D, the R&D relief on this will be £55,200 (£40,000 x 60% x 230%). This means that the overall CT saving on the pension contribution will be £14,240 (((£40,000 x 40%) + £55,200) x 20%). As there’s no NI due on pension contributions, this is an even more efficient option than taking additional salary.

The default response of a dividend being more tax efficient than salary may not be applicable if the director undertakes R&D work for the company as there’s no R&D uplift on dividends. So it’s vital to crunch the numbers before agreeing the most tax-efficient remuneration strategy.

Get the best deal for yourself

For advice on the best split between salary and dividends or help with setting up a limited company and registering for VAT, please contact Alterledger.

New Childcare Vouchers from Autumn 2015

Childcare vouchers to be withdrawn for new employees

The existing benefits available in the form of childcare vouchers to employees will be withdrawn to new entrants in the Autumn of 2015.  The current scheme  saves National Insurance contributions for both employers and employees.  Employees also save income tax.

English: British National Insurance stamp.

English: British National Insurance stamp. (Photo credit: Wikipedia)

New scheme to start in Autumn 2015

The new scheme for childcare vouchers will not be as good for many employees who currently benefit from the current scheme, but where both parents work and are self employed, they can get the government to pay £2,000 towards registered childcare.

How do I set up childcare vouchers?

Childcare vouchers are set up through your payroll scheme and must be available to all eligible employees to receive the tax benefit.

Alterledger can help

For more information on saving employer’s national insurance and preparing for changes to childcare vouchers, contact Alterledger or visit the website alterledger.com.

Letters for under 21s

Changes for employees under 21

From 6th April 2015 employer national insurance contributions will be abolished for under 21s.  If you employ anyone over 16 and under 21 years old you will need to use one of the new letters for under 21s in the national insurance category setting of your payroll software.

English: British National Insurance stamp.

English: British National Insurance stamp. (Photo credit: Wikipedia)

Secondary contribution rates

This table shows how much employers pay towards employees’ National Insurance for tax year 2014 to 2015.  The contribution rate calculated by your payroll software is set by the category letter.

Category letter £111 to £153

a week

£153.01 to £770

a week

£770.01 to £805

a week

From £805.01

a week

A 0% 13.8% 13.8% 13.8%
B 0% 13.8% 13.8% 13.8%
C 0% 13.8% 13.8% 13.8%
D 3.4% rebate 10.4% 13.8% 13.8%
E 3.4% rebate 10.4% 13.8% 13.8%
J 0% 13.8% 13.8% 13.8%
L 3.4% rebate 10.4% 13.8% 13.8%

National insurance categories

Most employees will have a category letter of A or D depending on whether or not they are in a contracted-out workplace pension scheme.  There are categories for mariners and deep-sea fisherman; the more common categories are shown below:

Employees in a contracted-out workplace pension scheme

Category letter Employee group
D All employees apart from those in groups E, C and L in this table
E Married women and widows entitled to pay reduced National Insurance
C Employees over the State Pension age
L Employees who can defer National Insurance because they’re already paying it in another job

Employees not in contracted-out pension schemes

Category letter Employee group
A All employees apart from those in groups B, C and J in this table
B Married women and widows entitled to pay reduced National Insurance
C Employees over the State Pension age
J Employees who can defer National Insurance because they’re already paying it in another job

Employees in a money-purchase contracted-out scheme

This kind of scheme ended in April 2012 but some employees might still be part of one.

Category letter Employee group
F Tax years before 2012 to 2013 only: all employees apart from the ones in groups G, C and S in this table
G Tax years before 2012 to 2013 only: married women and widows entitled to pay reduced National Insurance
C Employees over the State Pension age
S Tax years before 2012 to 2013 only: employees who can defer National Insurance because they’re already paying it in another job

How to claim zero rate of employer contributions

You should already have proof of age for all your employees.  A copy of a passport, driving licence or birth certificate will be required to show that your employee qualifies for the new zero rate of employer’s contribution.  The seven new categories are valid from 6th April and must be applied from the first salary payment after 5th April 2015 to benefit from the new zero contribution rate for employers.

What does this have to do with Auto Enrolment?

You need to have proof of age for all your employees aged under 21 to claim the zero contribution rate for employer’s National Insurance.  By the time of your staging date you must assess all your workers, based on their earnings and age.  To help you prepare for Pension Auto Enrolment you can make sure that all your employee records are up to date and that your payroll software has the full details for all workers including their date of birth.  This is a good opportunity to clean up all your employee data.

Alterledger can help

For more information on saving employer’s national insurance and preparing for Pension Auto Enrolment, contact Alterledger or visit the website alterledger.com.

 

What a difference a day makes

How about three extra days?

HMRC has relaxed the rules on “Real Time Information” for payroll reporting.  UK employers are required to send electronic reports to HMRC with each payment of wages to employees.  HMRC are now saying that you can submit your RTI report up to three days after the payment date without incurring a penalty.

Any employer who has received an in-year late filing penalty for the period 6 October 2014 to 5 January 2015 and filed within three days, should appeal online by completing the “Other” box and add “Return filed within 3 days”.

Outsource your payroll

Despite the relaxation provided by three extra days, the burden on employers is only likely to increase over the coming months.  Auto enrolment is being rolled out to all UK employers over the next couple of years.  With the new payroll year about to start on 6th April, now is a good time to consider using a payroll bureau – or at least checking that your current systems will deal effectively with auto enrolment pensions.  For more information please and see how Alterledger can help please click here.

15 Benefits that won’t be on your P11D

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It’s P11D time, but have you considered giving your employees benefits in kind that are tax free, here are some to choose from:

  1. Pensions – Up to £40k can be paid in to you pension schemem by your employer (2014/15)  and you can use carry forward to pay in even more
  2. Childcare – Up to £55 per week but check the rules to makesure your childcare complies (HMRC Leaflet IR115)
  3. Mobile Phone – One per employee
  4. Lunch – Tax Free Lunch Blog
  5. Cycle Schemes – Cycle to Work Blog
  6. Fitness – Fitness Blog
  7. Parties and Gifts – Christmas Blog
  8. Parking – Parking Blog
  9. Business Mileage Allowance – 45p for the first 10,000 miles then 25p
  10. Long Service Award – A bit restrictive as you need 20 years service, the tax free amount is £50 x the number of years
  11. Eye Tests and Spectacles – The Eye Test must be needed under the Health & Safety at Work Act
  12. Suggestion Schemes – Suggestion Scheme Blog
  13. Insurance such and Death in Service and Income Protection – Medical Insurance Blog
  14. Travel Expenses – Travel Blog
  15. Working From Home – Working from Home Blog

steve@bicknells.net

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