Payrolling: tax employees’ benefits and expenses through your payroll

How to register for payrolling benefits and expenses

If you ’ re intend to payroll benefits and expenses, you must register them with HMRC using the payrolling employees taxable benefits and expenses service. You must do this before the startle of the tax year .
Using the on-line service for payrolling benefits and expenses means that you will not have to submit a form P11D. You must tell HMRC which benefits you want to payroll during the registration process .
The tax codes for all employees receiving these benefits will be amended, unless you exclude any employees that you do not want to payroll benefits for in the on-line service .
If you miss the registration deadline, you can not payroll benefits until the following tax class unless you have a valid reason, when HMRC may agree that you can informally payroll. You must still complete form P11D at the end of the tax year and target each P11D ‘ Payrolled ’. This stops HMRC collecting tax that has already been deducted from your employees.

How to deregister from the online service

Your registration is ongoing so you alone need to tell HMRC if you decide to deregister. Do this before the start of the tax year using the on-line service .
If the tax class has started when you change your mind, you must wait until the end of the tax year before you stop payrolling. You ’ ll still need to deduct tax each payday and report card this tax write-off to HMRC .

Benefits you can payroll

You can payroll all benefits except :

  • employer provided living accommodation
  • interest free and low interest (beneficial) loans

You must still report these benefits on a P11D, tied if you ’ re payrolling other benefits for the same employees .
If you choose to payroll company car benefits, you do not need to submit a form P46 ( Car ) unless the car benefit is not being payrolled .

Tell your employees

once you have registered to payroll benefits, you must give your employees written notification explaining that you ’ re payrolling and what it means for them. You can choose to do this, for example, by :

  • payslip
  • email
  • letter

You must send the notification by 1 June after the end of each tax class. The notification must tell your employees that they will not be taxed doubly because you have registered to payroll their benefits with HMRC before the start of the new tax class. You should include the following information :

  • details of the benefits you have payrolled, for example car fuel – this can include what the benefits are, the value, the cash equivalent and which ones have been subject to PAYE tax
  • the amount you have payrolled for optional remuneration (OpRA)
  • details of benefits you have not payrolled

You should besides tell your employees what will happen during the first year. They will need to know that :

  • their tax code will change to take out the adjustment for their benefits in kind
  • you will put the adjusted amount through payroll each month and they will pay tax on that amount
  • at the end of the year you will tell them how much taxable benefit they have had in the year and what it was for

New employees

If you have a new employee with payrolled benefits, you must tell them how the benefit will be taxed .
Tell the employee that :

  • their tax code may be amended to adjust any benefits from previous employments
  • the new benefit will not be included in their tax code
  • any underpaid tax they may be paying through their existing tax code will still be collected by their tax code

Class 1A National Insurance contributions

You ’ ll still need to work out the class 1A National Insurance contributions on the cash equivalent ( or relevant measure for OpRA ) and fill in form P11D ( boron ). The class 1A National Insurance contributions liability applies if you ’ re payrolling the benefits or reporting to HMRC on shape P11D .
You must keep a record of benefits you give throughout the tax year then that you can accurately report and submit your P11D ( boron ) and the Class 1A National Insurance contributions payment. This must be done by 6 July after the end of the tax year .
Find more data on how to submit a P11D ( b-complex vitamin ) in CWG5 : class 1A National Insurance contributions on benefits in kind .

Example: employer wants to payroll the health insurance benefit to their employees

They pay £600 per year, per employee for this. They tell their employees they ’ re going to payroll this benefit .
They register with the on-line service and select medical benefit as the benefit they want to payroll .
Their employees ’ tax codes mechanically change to take out the allowance for this benefit – the employees are told by HMRC .
During the tax year, the employer works out the taxable sum of the benefit and adds this to the employees ’ actual monthly yield .
The annual cost is divided by the phone number of paydays in the year, and the employees pay tax on this sum. This can be worked out as :
£600 ÷ 12 = £50 per month

How to work out the cash equivalent

You work out the cash equivalent of a benefit for payrolling in the lapp direction as you do for a benefit that you report on a mannequin P11D .
If you ’ ra not indisputable what the value of the profit is at the start of the tax year, you can make an estimate of the cash equivalent of the benefit. You can then adjust it former in the year when you know the demand value .
To work out the cash equivalent of the benefits you provide, you can use :

Real Driving Emissions 2 (RDE2) (also known as Euro 6d) compliant diesel cars for tax year 2018 to 2019

If the diesel company car is RDE2 ( besides known as Euro 6d ) compliant, you must use the allow share for ‘ Fuel Type A – All early cars ’ when you :

  • work out the cash equivalent for the car benefit and car fuel benefit charge
  • report RDE2 (also known as Euro 6d) compliant diesel company cars on forms P11D or P46 car

If you ’ re registered to payroll the cable car and car fuel benefit consign you should work out the cash equivalent using the allow share for ‘ Fuel Type A ’ and then :

  • enter this in Box 182 of the Full Payment Submission
  • enter ‘A’ in ‘Box 177’ of the Full Payment submission

Optional remuneration arrangements, also known as salary sacrifice

OpRAs are when an employee gives up the right to an measure of earnings ( normally called wage sacrifice ) in restitution for a non-cash benefit .
From 6 April 2017, if you set up a new OpRA, you ’ ll necessitate to work out the value of the non-cash benefit by using the higher of the :

  • amount of the salary given up
  • earnings charge under the normal benefit in kind rules

The new rules do not apply to :

  • payments into pension schemes
  • employer provided pensions advice
  • childcare vouchers, workplace nurseries, and employer contracted childcare
  • cycle to work scheme
  • cars with CO2 emissions of 75g/km or less

OpRAs set up before 6 April 2017

If you set up an OpRA with an employee before 6 April 2017, you can continue to calculate the value of the benefit as you did earlier .
Most arrangements will be subject to the new rules from 6 April 2018 unless they are varied, renewed or modified before that date .
Where the benefit is the planning of a car with emissions of more than 75g CO2/km, living adjustment or school fees the transitional rules apply for a longer period. The newfangled rules will not apply until 6 April 2021 .
Find more data about OpRA and wage sacrifice .
From 6 April 2018 onwards, PAYE legislation will allow employers to payroll relevant amounts under such arrangements .

Example: Peter starts a new job on 10 April 2018 and gives up part of his pay in return for medical benefit cover

The cost to the employer is £500 but the employer needs Peter to give up £600 wage in exchange for the benefit. The come of £600 is the ‘ total predate ’ .
Under the new rules, the higher of the cash equivalent or cash predate is the relevant amount for PAYE tax deductions .
indeed in Peter ’ second encase, the employer ( having previously registered for payrolling ) works out the PAYE tax deductions on £600 as the ‘ taxable measure ’ and submits these through real number Time Information ( RTI ) .
The taxable amount must be included in :

  • the P60 at the year-end as part of the ‘total taxable pay in year’
  • any P45 in the ‘total taxable pay to date’ field

Pay periods used to payroll the taxable amount

To work out the taxable amount of the benefit that you payroll each payday, you need to know the number of days you will pay your employees during the tax year. The number of paydays is determined by the interval between each payday ( the pay period ). Most employees are paid hebdomadally, calendar monthly or 4 weekly .

Example: employee has a company car with a cash equivalent of £5,200

employee is paid hebdomadally ( 52 paydays ). The taxable come of the profit is £5,200 ÷ 52 = £100. Employer then adds £100 to employee ’ south taxable pay at each payday .
employee is paid monthly ( 12 paydays ). The taxable amount of the benefit is £5,200 ÷ 12 = £433.33. Employer then adds £433.33 to employee ’ second taxable pay at each payday .
employee is paid 4 hebdomadally ( 13 paydays ). The taxable sum of the profit is £5,200 ÷ 13 = £400. Employer then adds £400 to employee ’ sulfur taxable pay at each payday .

Irregular pay periods

irregular pay periods are payments of use income which have no specify model. To work out the taxable sum of the benefit, divide the cash equivalent by 365 then multiply by the number of days to the give period date from the startle of the tax year .

Example: employee provided with a car benefit cash equivalent of £5,200 for the tax year

The employee is paid on 31 May, which is 56 days into the tax year .
£5,200 ÷ 365 × 56 days = £797.80 sum to be added to the taxable pay in that period.

The adjacent time you pay your employee, work out the menstruation the benefit was provided from their last payday, quite than from the start of the tax year .

How to deduct or repay tax

You add the taxable come of the profit to your employee ’ south give to be able to deduct the correct come of tax .

Example: employee earns £24,000 per year, is paid monthly and has a company car with a cash equivalent value of £5,200

Before payrolling employee ’ mho monthly taxable pay is £2,000 ( £24,000 ÷ 12 = £2,000 ) .
The taxable sum of the cable car benefit at each payday is £433.33 ( £5,200 ÷ 12 = £433.33 ) .
Employee ’ s entire taxable give when payrolling is £2,433.33 ( £2,000 + £433.33 = £2,433.33 ) .
once the total yield and the taxable amount of the profit is recorded on the payroll, PAYE tax should be worked out .

Employee pays towards the cost of a benefit

Employers may agree to employees making a payment towards the monetary value of a profit, this is known as ‘ making good ’. When employees do this, the cash equivalent of the profit is reduced .
If the fully cost of the benefit is made good, there ’ s no taxable profit as the employee has paid for it .
Any amounts made estimable after 6 July will not affect the cash equivalent, meaning the benefit will still be taxable and liable for National Insurance contributions and can not be adjusted by the employer .
For benefits which are payrolled, the guidance below explains what to do in different circumstances .

Employee fails to make good a benefit by the final payday

Where the cost of a benefit is known, and the employee has not made beneficial by the final payday, you must :

  • work out the taxable amount of the benefit still to be taxed
  • add the taxable amount to the employee’s final wage payment of the tax year
  • work out the tax to be deducted

You can not deduct the full sum of tax from the concluding wage requital, if it exceeds 50 % of their give .

Making good: car and van private fuel benefit

You may have an agreement with your employee to make good the actual cost of private fuel to avoid a fuel benefit tax charge on a company car or van .
If you do not know how much fuel has been purchased by the end of the tax year because either :

  • you’re waiting for the bill for the fuel to be sent from the supplier
  • your employee is unable to calculate their private miles at 5 April

When you find out the actual cost of fuel for private mileage, your employee has until 1 June to make dear all or part of that cost .
If your employee fails to do so, you must :

  • work out the fuel benefit charge
  • add the fuel benefit charge as a taxable amount to the next wages payment on or after 1 June
  • work out PAYE

If the benefit continues after the 1 June, you must :

  • recalculate car fuel or van fuel benefit for the current tax year
  • include it as a taxable amount of benefit each payday

This is to prevent this happen at the end of the adjacent tax class .

Making good: credit tokens

You may have an agreement with your employee to use your business credit card, and to pay any private costs they incur using the circuit board .
You might not know how a lot your employee spent on individual goods and services using the credit poster by the end of the tax year. For example :

  • you’re waiting for the bill to be sent from the provider
  • your employee may not have details of the transaction

once the sum is known, your employee has until 1 June to make good the actual cost of the benefit. If your employee does not make good on all or part of the cost by 1 June following the end of the tax year, you need to :

  • work out the amount of the benefit still to be taxed, taking into account any previous amounts made good
  • add the amount to the next payment of wages on or after 1 June
  • payroll the cost of any use of the credit card in year 2, without allowing the making good promise

Example :
An employee uses a company recognition batting order for the tax year and the total spend is £120. By anterior agreement at the startle of the tax year, the employee promises to and makes good £30. That means the taxable amount at the end of the class is £90 .
The employee besides agreed at the start of the tax year that the employer would tax £5 per month through payrolling in anticipation of a benefit. indeed £60 of the credit card charge was payrolled .
At the end of the tax class, the employer takes away the payrolled total of £60 from the taxable amount of £90. This leaves an measure of £30 still to be taxed .
If the employee does not make full the measure of £30 by 1 June, then that ’ randomness added to the next payment of wages on or after 1 June .
If the employee uses the credit rating card to buy individual goods and services in class 2, the whole sum will be taxed through payrolling in that class without taking into account any amounts made thoroughly. This prevents the employee from delaying payment of tax as happened in year 1 .
You may need to recalculate the taxable sum .

Employee’s tax is more than 50% of their pay

Employers must not deduct more than 50 % in tax from an employee ’ sulfur pay. This is called the overriding limit and makes sure that employees are not left with excessively little give to cover their life costs .
In some circumstances a high value profit or expense, combined with humble pay, could mean that the employee takes home little or nothing. This might be where an employee is being paid Statutory Sick Pay .
You ’ rhenium allowed to stop payrolling benefits if necessary, where deducting the tax for the benefit means that the tax account payable is more than 50 % of the employee ’ s cash give .
You have 2 options :

Option 1

You can remove the employee from payrolling using the on-line service. If you remove them for the rest of the tax year, the benefit they get will be added onto their tax code. Your employee should check that the rectify code includes the veracious amount of benefit so that they ’ rhenium not overpaying or underpay tax .
You ’ ll need to send a P11D after the end of the tax class for the exclude employee. The sum on the P11D and any tax already paid through payrolling will be included in the employee ’ s tax calculation after the year end .
If you want to restart payrolling in the next tax year, you will have to wait until after you have sent your P11D, as it ’ s a trigger for amending tax codes. To restart payrolling, you can review the employee ejection tilt and remove the employee .

Option 2

You can keep the employee in payrolling and carry forward the taxable measure of the benefit into future pay periods in that tax year .
Example :
An employee is paid £1,000 per month and their tax code is 1060L .
They have a cable car profit which adds £4,000 to their taxable pay in September, meaning they have a taxable pay of £5,000 for September .
You use the tax tables to work out the tax due to deduct. Under tax code 1060L this is £1,116.25 .
You can lone deduct up to £500 in September ( 50 % of their wage £1,000 ) .
The uncollected tax of £616.25 is carried advancing to the next payday .
The sum taxable give to date in October Full Payment Submission ( FPS ) includes the full profit.

In October up to £500 tax can be collected and the remaining tax outstanding on the profit and on October ’ s wage will carry forward to November payday .
If there are insufficient pay periods to recover the uncollected tax, then once the final FPS is made, any underpay tax will be included in an end of class tax calculation and sent to the employee by HMRC .

Changes affecting benefits and expenses

If things change, such as an employee leaving or a company car transfer, you ’ ll need to recalculate the taxable measure to go through your payroll. Payrolling : changes affecting benefits and expenses has more information about these and other changes .

reference :
Category : How

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