As the range of choice in employee reward arrangements continues to grow, so too does the complexity of managing them - and the risk of getting it wrong.
Our Employment Tax team, made up of reward, legal and tax specialists, work with clients to create the right solution for their organisation to ensure that the day-to-day operations of rewarding staff is compliant, clear and cost-effective.
Examples of employment tax risk incorrectly managed continue to rear their head in the media spotlight on a regular basis - with organisations being publicly named and compared against one another. With specialists based across the UK, our team are working with some of the UK's largest organisations on a range of regulations such as National Minimum Wage, Apprenticeship Levy and Salary Sacrifice plus more to avoid negative coverage but more importantly, to ensure there are no surprise tax bills from HMRC.
In a mobile and global community, managing your people's movement and costs can be a difficult task.
Find out how Halo for Employee Expenses can help.
Where HMRC identifies a total underpayment exceeding £100 across the business, it will automatically put the business forward for 'public naming' as well as charge penalties of up to 200% of the underpayment identified as well as reviewing records for the previous (upto) 6 years.
Our insights show that a significant amount of employers are unaware of the root causes which result in National Minimum Wage risk exposure and its scale until HMRC audit them.
Don't take the risk to your organisation's finances and public perception. Click below to access our National Minimum Wage diagnostic tool to determine if you're at risk.
Our Global Equity Dashboard is a free, intuitive and interactive tool, providing a summary of key tax and legal issues of five incentive reward types at a glance.
Understanding the tax and legal siutation of each territory your organisation operates in can prove challenging. Never mind maintaining it as developments occur. Our dashboard provides you with the most current details of these across 70 countries.
In light of the recent changes to UK law, employers must now include certain commission and overtime payments, as well as other elements of remuneration in the calculation of holiday pay.
Employers will now need to make substantial changes to the way in which they calculate holiday pay going forward and may have consequences in relation to historic payments.
To help our clients, we have developed an assessment tool that takes payroll and annual leave data from their organisation to model the impact of the ruling for each of your employees, including how far back they might be able to claim.