Providing directors and employees with benefits in kind alongside their salary can be a great recruitment and staff retention tool for employers.
What is a benefit in kind?
Benefits in kind, or BiKs for short, are non-cash goods and services which employers sometimes provide to employees and directors on top of their wages or salary. You might also hear them called P11D benefits, staff perks, or fringe benefits.
They’re often provided for free or at a heavily subsidised rate, but because these perks are not “wholly necessary” for business purposes they’re classed as taxable benefits for employees (and employers pay National Insurance on them too).
What counts as a benefit in kind?
Companies can provide just about anything as a benefit in kind (BiK), from a company car to private healthcare or a gym membership.
What can make things confusing though, is that not all company benefits are classed as ‘benefits in kind’. For instance, childcare, food provided in the company canteen, or a company van which is only used for work, won’t be classed as a benefit in kind.
Are business expenses a benefit in kind?
Payments made to reimburse employee expenses don’t count as a benefit in kind, as long as they’re not for personal use. For example, if an employee or director goes to an off-site client meeting and the company reimburses their parking costs, this doesn’t count as a benefit in kind.
There are other exceptions too, such as one-off gifts, smaller benefits (known as trivial benefits), and even the work’s Christmas do!
What are trivial benefits?
A trivial benefit is a small, one-off gift that you might give to your employees (including directors) during the year.
The benefit's value must be less than £50
You can't give cash, or vouchers which can be exchanged for cash
It can't be as a result of good performance (such as a bonus)
It can’t be in the terms of their contract
There is a further rule for directors of close (controlled by 5 shareholders or less) companies in that the directors can’t be given more than £300 worth of trivial benefits in a tax year.
You and your employees won't need to pay tax on these as long as the benefit complies within those four main rules. As long as they comply with all of the rules then there is no tax or NIC to pay by either employee or employer.
Examples of trivial benefits
A hamper on the birth of a new child
Flowers for someone in hospital
A set of driving gloves for someone passing their HGV test
A Christmas gift
Champagne on a birthday
A personal example of a new product
A team bonding trip to paintball
Can I claim party expenses?
Limited companies (but not sole traders) are allowed to to claim party expenses against tax.
The event has to be open to all members of staff (see below though)
The event must be annual (Christmas, Summer, Halloween etc.)
The cost must not be more than £150 per head for the tax year
Going over the limit, even by £1, makes the whole thing taxable.
Is there a limit on claiming trivial benefits?
As long as the benefits comply with the rules above then there is no limit for employees. For directors, the aggregate amount in one tax year is £300, so this could equate to six gifts of £50, for example.
The limit for each benefit is £50. If you go over this amount then the whole benefit is taxable.
Are benefits in kind subject to tax?
Despite not being actual cash, benefits in kind do increase the value of what an employee or director receives from a company. To keep things fair (and to reduce the risk of businesses dodging tax by paying a smaller salary topped up with benefits), staff perks are subject to income tax and National Insurance (although there are tax-free perks you can offer).
Who pays the tax on benefits in kind?
If you’re an employer, you’ll need to make Employer’s National Insurance Contributions on the value of any benefits in kind that you provide.
The person who receives the benefit will also pay income tax on the benefit, rather like they would if they received the value of it as a salary. The recipient might also need to pay National Insurance on the benefit if it’s cash, or if it’s something that they can sell, rather than keep.
Working out the value of benefits in kind
The tax that you pay depends on what sort of benefits are provided. HMRC provide a list of how tax is worked out for different expenses and benefits.
There are special rules for some benefits, such as company cars that are also used privately or for commuting. Company cars are a particularly complicated example because the equivalent value of the benefit in kind depends on how much it cost to buy and the fuel it runs on. Always ask for help from your accountant if you’re not sure what the best option is for using vehicles in your business.
Can I claim tax relief for providing benefits in kind?
Yes! If your business provides benefits in kind to employees and directors, you can claim tax relief on the cost of doing so. It’s an expense, much like paying a salary is, so the company can claim Corporation Tax relief on it.
How do I report benefits in kind?
Employers are responsible for reporting benefits in kind, and collecting the right amount of tax that’s due. There are currently two ways employers can do this:
A process known as ‘payrolling’. You’ll report any benefits in kind through your payroll software and pay tax throughout the year, just like you do for other PAYE reporting, and then submit a P11D(b) form at the end of the year to report the Employer’s National Insurance you owe.
Using a P11D form. At the end of the tax year, you’ll need to complete and submit a separate P11D form for each person you provided with taxable benefits in kind, as well as a P11D(b) to summarise the employer’s NI you owe.
From April 2026 the option to use a P11D will be removed for most benefits in kind apart from employment related loans and accommodation.
Instead, HMRC will require that employers register to have their Benefits in Kind payrolled before the start of the tax year.