What are the latest changes to salary sacrifice? 02.11.17 - Claire Watkins Share this item: Twitter LinkedIn Email The 2016 Autumn Statement introduced important changes to the Income Tax and National Insurance Contributions (NIC) of certain types of beneﬁts in kind (BIK). Why the new rules? The reason behind the changes was because of a signiﬁcant increase in the number of BIK being made available to employees via salary sacriﬁce schemes. Under these arrangements employees agree to sacriﬁce an element of their salary and in return they are entitled to a range of different beneﬁts – such as childcare vouchers or increased pension contributions. From April 2017, HM Revenue and Customs (HMRC) introduced measures to limit the Income Tax and employer NIC advantages when beneﬁts are offered under a salary sacriﬁce arrangement. Following the changes introduced, there will be two calculations for calculating the value of most BIKs provided under a salary sacriﬁce arrangement and the amount subject to tax will be the greater of: Cash forgone; or The amount calculated under the existing BIK rules. What remains? There are no changes to the tax or NIC’s advantages of the salary sacriﬁce arrangements for the following beneﬁts: Pension savings into a registered pension scheme Employer supported childcare (including childcare vouchers) Cycle to work schemes Ultralow emission cars (ULEV’s – where a car emits 75g CO2/KM or less) Transitional rules The changes also create a transitional period and there are provisions that apply to protect the following: All arrangements that were already in place before 6 April 2017 – these will be protected from the new rules until 5 April 2018; and Arrangements involving cars, vans, fuel, living accommodation and school fees – these are protected until 5 April 2021. Renewals or variations made on or after 6 April 2017 (with limited exceptions) will not beneﬁt from this protection and the new arrangements will become subject to Income Tax and NIC immediately. What do these changes mean for you? As an employer you should be aware of these changes and review your current salary sacriﬁce arrangements to ensure they comply with the new legislation. This article was taken from the Autumn issue of the Professional Practices Group Newsletter. To download a PDF version of the full newsletter please click here.