Providing updates on all of the elements that make up an employee's total reward - how that is benchmarked, structured, designed and delivered.
This page is concerned with all of the elements that make up an employee's overall reward package - how that is benchmarked, structured, designed and delivered.
We focus not only on the regulatory environment in the UK - as it impacts the tax/NIC efficiency of certain benefits, e.g. cash and share based incentive schemes, pensions, company cars, holiday, mileage allowances, etc. - but also on providing insight around governance and regulation affecting decisions around reward. We also consider issues such as Total Reward and Flexible Benefits as ways of constructing and communicating reward to employees.
If you want to know more, or would like us to consider any particular topics, please get in touch.
How FTSE 350 companies are setting salary, pension, bonus and long-term incentives of executive directors, and non-executive director fees.
What can be done to avoid companies and their employees losing EMI tax advantages?
Our summary of the key highlights and changes to the IA’s Principles of Remuneration and their focus areas for 2020.
HMRC has clarified how net settled employee share awards should be reported. What does this mean for employers?
HMRC has published new and updated guidance to support implementation of the reformed off-payroll working rules from April 2020.
Registered social landlords in Scotland must apply the public sector off-payroll working rules from 11 November 2019.
The Department for Transport (DfT) has updated its guidance on cycle to work schemes – this is what you need to know.
Completing your annual share plan returns might have highlighted payroll errors – how should these be corrected?
The Government’s response to the BEIS committee’s report on executive reward has been published.
As businesses consider succession planning choices we look at the merits and challenges of employee ownership.
The 2019/19 Employment Related Securities (ERS) annual returns should be filed on or before 6 July 2019.
We provide a wide ranging guide on executive remuneration practices in AIM listed companies.
There are steps employers can take now to plan ahead of the reporting deadline and avoid last minute issues.
A broad overview of executive directors’ remuneration in FTSE 350 companies.
What happens to awards of share plans by UK companies in the lead up to and following Brexit.
The Investment Association (IA) has updated its executive pay guidelines ahead of the 2019 AGM season.
The Budget announced changes to ER – this is what management teams and investors need to know.
The First Tier Tribunal (FTT) has specified two appeals against HMRC assessments as lead cases for GSOP litigation
The new Code should be considered in relation to current changes to remuneration policy.
HMRC has published further guidance on EMI working time declarations, and on deferring monthly SAYE savings
HMRC has published research that evaluates how tax advantaged EMI options are delivering for businesses.
HMRC has confirmed the tax treatment of EMI options granted between 6 April and 15 May 2018.
The ‘market value’ rule does not apply to shares acquired on the exercise of employee share options which may be settled in cash.
The European Commission announced on 15 May 2018 that is has renewed state aid approval of the EMI regime.
Companies should consider granting EMI options on or before 6 April 2018, or deferring grants until State Aid approval has been renewed.
ERS annual returns for 2017/18 should be filed online on or before 6 July 2018. HMRC ERS Online Services will accept returns only from 6 April, but employers should review the information required now in order to plan ahead of the reporting deadline.
The Education Secretary, Damian Hinds, announced on 13 March that employers can continue to offer CCV schemes to new entrants for a further six months.
The General Anti-Abuse Rule (GAAR) allows HMRC to counteract tax advantages that arise from ‘abusive’ arrangements. For these purposes, arrangements are ‘abusive’ if they cannot ‘reasonably be regarded as a reasonable course of action in relation to the relevant tax provisions’.
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