While businesses often focus on salaries and bonuses to motivate employees, smaller, well-timed gestures can have an equally powerful impact.
Trivial benefits offer a cost-effective way to reward staff while keeping tax and National Insurance costs firmly under control.
Understanding trivial benefits
A trivial benefit is a non-cash perk exempt from Income Tax and National Insurance contributions (NICs), provided all the following criteria are met:
- The benefit costs £50 or less
- It is not provided as cash or a cash voucher
- It is not connected to work duties or performance
- It is not written into the employee’s contract
Where these conditions are satisfied, no reporting to HM Revenue & Customs (HMRC) is necessary.
However, if provided through a salary sacrifice arrangement, the exemption does not apply, and you must report the higher of the salary given up or the cost of the benefit via a P11D form.
The cultural impact of trivial benefits
Consistent, thoughtful recognition has an outsized effect on employee engagement.
A gift as simple as a coffee voucher or birthday surprise, carefully chosen and well-timed, can reinforce a positive workplace culture and make employees feel genuinely valued.
Trivial benefits cap for directors
Directors of close companies (typically those controlled by five or fewer shareholders), are subject to an annual cap of £300 in trivial benefits, including any provided to members of their household or family.
Incorporating trivial benefits into your strategy
Trivial benefits offer a low-administration, tax-efficient way to improve employee satisfaction.
To maximise the opportunity, make sure you document all gifts carefully, respect cost limits, and avoid linking benefits to contractual obligations.
If you would like expert advice on using trivial benefits as part of a wider employee engagement strategy, speak to our team today.