The following Employment Tax guidance note by Tolley provides comprehensive and up to date tax information covering:
Many employees are concerned about their pension provision and will expect their employers to contributeto their pension schemes. Indeed, since the advent of automatic enrolment, most employers are obliged to enrol employees meeting certain conditions within a pension scheme, unless the employee opts out (see the Automatic enrolment ― overview guidance note).
Contributions in respect of individual employees may be made by the employer to an occupational scheme or to a personal pension scheme.
Such contributions are free of tax and National Insurance and therefore, many employers offer a salary sacrifice arrangement so that employees forfeit part of their salary and, in exchange, the employer makes an increased pension contribution. For employees subject to 12% Class 1 National Insurance, this will make a noticeable difference to their take-home pay without any increase in salary. Given that the employer would pay 13.8% secondary Class 1 National Insurance on the salary that the employee would use to make the pension contributions himself, there is also an incentive for the employer to offer this type of salary sacrifice arrangement.
Most pension arrangements also involve employee contributions, with the rates of both employee and employer contribution being determined in terms of a percentage of the employee’s salary. Employee contributions qualify for full tax relief, although there is no equivalent relief from the Class 1 NIC that the employee has suffered on the salary used to make those contributions.
Employee contributions to pension schemes are usually administered by the employer. The employer deducts the pension contribution from the employee's salary and transfers this amount direct to the pension provider.
The amount deducted depends on the type of scheme:
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