As we approach the end of the 2020/21 tax year, we will shortly be in the P11D reporting window for employee benefits. While completing P11Ds may be something that you have done for as far as you can remember, it may be worth considering moving to the Payrolling Benefits scheme from April 2021 to streamline and simplify your employee benefit reporting.
Rapidly advancing technology in the Digital Age means organisations are increasingly moving their technology away from ERP based systems to cloud based solutions and the use of both API and AI technology is more commonly being utilised to bridge the gap when systems do not automatically integrate. Having a coherent technology strategy is critical to deal with the increased complexity of payroll operations and the increased compliance and regulatory environment.
Since 6 April 2016, a tax exemption for “trivial” benefits provided to employees has been made available to employers. The legislation allows an employer to provide a benefit costing £50 or less to an employee without triggering a tax or National Insurance charge, whilst also removing the need to report.
Following the UK’s exit from the EU, both parties have reached an agreement regarding the details of the National Insurance rules to be applied between the EU states and the UK from 1 January 2021. This agreement largely replicates the current EU social security coordination regulations and aims to ensure workers who move between the UK and the EU are required to only pay into one country’s social security scheme at a time, usually the country where the work takes place. There are special provisions for multi-state and detached workers, with current rules continuing to apply to those protected by the Withdrawal Agreement.
As a result of leaving the EU, the UK will experience a number of changes and one area which will be impacted is that of National Insurance. Negotiations are still ongoing however the below is what we know so far.
The recent outcome of the Sambhi v HMRC case has highlighted the complexities and absence of case law surrounding the temporary workplace rules, which govern the tax relief available on travel and subsistence payments for employees working at a ‘temporary workplace’.