שטוטאקוי, אתר מאמרים אישי

However, due to automatic registration in October 2012 and its correlation with the rules on wage victims, HMRC amended its guidelines to remove the 12-month requirement, which created victims for employer contributions to a registered pension plan. Conditions vary between employers, but as a general rule, you simply need to make sure that your home-taking salary according to the wage victims is more than the national minimum wage. Once you accept a wage victim, your total salary is lower, so you pay less tax and social security. Wage victims` pension plans are essentially the same as other victims` compensation plans in all respects, with the exception of the situation during unpaid supplementary maternity leave (AML) (weeks 27 to 52 of maternity leave, with the PMS normally having to be paid up to 39 weeks). As noted above, it is up to the employer to decide whether a plan for wage victims, which provides a non-pension benefit. B (for example, the work cycle) affects pension contributions. Employers often use fictitious wages to calculate employer and worker pension contributions so that workers who participate in pension plans are not disadvantaged in the value of their pension contributions. The amendments to the section called into question the change in the terms of a compensation plan. You can usually change the amount of money you sacrifice, but this has to be agreed with your employer.

Practical guidelines for the implementation of a compensation plan, including in-kind benefits, which are exempt from tax and national insurance; The use of a reference or fictitious content and the role of HMRC. Wage victims may affect a worker`s right to income-related benefits, such as maternity and state supplementary pensions. You`ll find case studies for pay and bonus victims in the article On Wage Sacrifice Planning. However, a compensation plan is not effective if it allows the worker to continue to be entitled to the higher wage, i.e. he has simply asked the employer to claim a portion of his salary on his behalf for the benefit. Wage victims are not a wage deduction. Wage victims are also referred to as “wage exchanges.” As an employer, you need to understand what wage sacrifice means in practice. It is always possible for you to refer to the higher initial salary as a “fictitious salary” for specific purposes, without the compensation plan being invalidated. For example, you can always use the fictitious salary to calculate salary increases, pension contributions, overtime and the right to leave pay, etc. It is up to you to decide whether these payments should be based on the worker`s fictitious salary or the new reduced salary, and you should make the employee understand your position (in this case, occupational pension plans should review the rules of the system to ensure that the wage victims` plan does not contravene them when a fictitious salary is to be used).