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Give your employees a pay rise at no cost to you. Here’s how!

With the Eurozone in continued crisis, more cuts on the way and talk of a triple dip recession; keeping the lid on business Factory Workers Flickr memekillerfinances is vital. But how does that affect your employees?

In many businesses April is pay review time. How will your employees feel if their take-home pay is falling in real terms? It seems that all but the top performers and job hoppers have seen their spending power fall in recent years with little prospect of recovery.

Fed up employees impact on your bottom line. Whether it is failing to come to work with their A-game, distracting others with their tales of woe or the simple act of quitting to go to a better paid job, they can undermine productivity and stop your business reaching its potential.

So its a delicate balance, as always, between payroll and profit and loss. However, if you’re looking to reward your employees there is another way. Employee benefits are a great way of putting money in your employee’s pockets without increasing your costs. In some instances it can actually end up saving you money.

Perhaps the best route to achieving this is through salary sacrifice – something many overlook. Both the employer and employee can benefit in the form of NI savings and/or reduced tax. Here’s a quick run through of how it works.

  1. Decide which benefits you want to offer your employees. These can be childcare vouchers, pension contributions, medical cash plan, cycle to work schemes, cars, laptops or wider benefits.
  2. Find a benefits platform to administrate your scheme. This part will cost you but don’t worry their fees will normally come out of the money you’ve saved in National Insurance and tax.
  3. Offer your employees the chance to voluntarily reduce their salary by the value of the benefits they want. These are then paid directly by the employer.

The recent changes to Child Benefit for higher earners means that some of your affected employees could end up getting some of their Child Benefit back if they use salary sacrifice.

As with any benefit, salary sacrifice needs careful explanation and communication to your employees. They will need to think about the impact of giving up salary in favour of benefits. In some instances they’ll need to get financial advice.

Sounds a good deal doesn’t it. Now if only you could find a company that’s interested in your business, can help you deal with all this, select a provider, source the benefits, communicate with your staff and give financial advice to your employees. The great news, if your reading this, is that you already have. 44 Financial have many years of experience of working with businesses like yours to install salary sacrifice schemes.

If you want one of our consultants to contact you simply click here.

Steve Clark

It’s all about You!

Every now and then I come across something that strikes a chord. You know it’s that feeling that makes you stop reading a newspaper article; pause and think.


I saw this drawing by Carl Richards and just thought– that’s it. That is what 44 Financial is all about! We always keep you – our clients – at the heart of everything we do and we are always grateful that you have chosen to work with us.

Our business is built on our Win2  philosophy. Read more about Win2 by clicking here.

As 2012 begins to draw to a close I wanted to take the time to thank you all for allowing us to be your trusted adviser. We really do appreciate your continued support and, as our business continues to grow, I wanted to reassure you that you will stay at the centre of everything that we do.

Thanks again. We look forward to continuing to work with you in 2013 and beyond.

Steve Clark

If you would like to find out more about Carl Richards and his great book -the Behavior Gap: Simple Ways to Stop Doing Dumb Things with Money (yes he is American!) you can click here.

Hutton report on public sector pensions – final date set

The Treasury has confirmed Lord Hutton will publish the final report of the Independent Public Services Pensions Commission  on Thursday 10 March.

The report will lay out Hutton’s recommendations to government on “sustainable and affordable” pension arrangements, the Treasury said.

There is some talk about the relaxation of the rules on pension promises when employees are transferred out of the public sector. This is known as the “Fair Deal” regulations. If the combined political aim of The Big Society and Public Sector Deficit Reduction are to stand any chance of success these regulations need to be reviewed.

Those in the private and third sectors are not in a position to fund final salary benefit promises for employees who are transferred to them. Without some relaxation there will be less interest from organisations that the government needs to run these services in the future.

If, as rumoured, trades union pressure has led to the postponement of an increase in member contributions this will be disappointing. There clearly is a need to address the sustainability of public sector pension promises.  In the last week the CWU union brokered a deal at O2 where employees voted to increase their contributions from 6% to 10% of salary in order to keep a final salary scheme. If it’s possible in the private sector surely the public sector should follow suit.

It looks like it’ll be an interesting week next week. Watch this space!