The following Employment Tax guidance note Produced by Tolley in association with Vince Ashall provides comprehensive and up to date tax information covering:
IP COMPLETION DAY: 11pm (GMT) on 31 December 2020 marked the end of the Brexit transition / implementation period entered into following the UK’s withdrawal from the EU. At this point in time, key transitional arrangements came to an end and significant tax changes associated with Brexit began to take effect. This document contains guidance on subjects potentially impacted by these changes. Before continuing your research, see the Brexit ― personal and employment tax implications guidance note.
Under SI 2003/2682, reg 97, “...an employer must keep, for not less than 3 years after the end of the tax year to which they relate, all PAYE records which are not required to be sent to [HMRC]...”. Reasons for keeping the records include:
being able to calculate tax and NIC
ensuring compliance with legislation
proving that employees have been paid any statutory pay that they are entitled to
The GOV.UK website gives guidelines on the retention period for other payroll related records.
Records which must be kept include those relating to pay rates, tax and NIC deductions. Employers should keep records of training, employment history and terms and conditions of employment.
Although payroll records should be retained for the current tax year plus the previous three years, many employers keep these records for six years. A major reason for this is that some payroll records, such as business expenses claims, are also ‘accounting’ records. Under the Companies Act 2006, accounting records need to be kept for six years following the end of the company’s accounting period.
Basic information needs to be kept in relation to employees. As a minimum, this should include:
name: surname and full forenames
date of birth
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