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SME Benefits Strategy: Cost-Effective Estate Planning Support for Small Businesses

· 19 min

Executive Summary

Small and medium-sized enterprises account for 99.85% of UK private sector businesses and employ 16.9 million people, yet they systematically under-provide financial wellbeing benefits compared to larger organisations. With employer National Insurance contributions rising to 15% from April 2025 and the secondary threshold reduced to GBP 5,000, SMEs face acute cost pressures that narrow the scope for benefits investment. Estate planning support -- spanning will writing facilitation, pension death benefit nomination guidance, and death-in-service coordination -- represents a uniquely cost-effective intervention, deliverable from zero cost through signposting to modest per-employee outlay via salary sacrifice or employer-funded provision. The inclusion of unused pension funds in Inheritance Tax estate valuations from 6 April 2027 creates a time-bounded imperative for SMEs to integrate estate planning into existing pension administration. This article analyses five delivery models, their tax treatment under ITEPA 2003, Employment Allowance interactions, and the SME-specific business case.

1. The SME Benefits Landscape: Scale, Constraints, and Opportunity

The scale of SME employment in the United Kingdom establishes the context for any benefits strategy discussion. At the start of 2025, 5.68 million SMEs -- defined as enterprises with 0 to 249 employees -- accounted for 99.85% of all UK private sector businesses and employed 16.9 million people, representing 60% of total private sector employment.1 Within this population, micro-businesses employing 1 to 9 people numbered 1.15 million, and small businesses employing 10 to 49 people numbered 220,085.2 SME turnover reached GBP 2.8 trillion, constituting 51% of private sector turnover excluding Financial Services. These are not marginal enterprises: SMEs collectively generate over half the value of the UK private sector economy.

These figures establish that any gap in SME benefits provision affects the majority of the UK private sector workforce. The Federation of Small Businesses Small Business Index, which fell to -71 in Q4 2025 -- the lowest reading since the onset of the Covid pandemic -- reflects the severity of the current operating environment.3 Taxation was cited as a major cost pressure by a record 64% of respondents, with confidence among firms employing 1 to 9 people registering -85. The index had already fallen from -58 in Q3 2025, indicating an accelerating deterioration in SME sentiment.

The cost pressures are quantifiable. From 6 April 2025, the employer National Insurance contribution rate increased from 13.8% to 15%, the secondary threshold was reduced from GBP 9,100 to GBP 5,000, and the Employment Allowance was increased from GBP 5,000 to GBP 10,500 per year.4 The FSB estimates that a firm employing nine staff on the national living wage faces an annual employment bill increase of GBP 25,850 -- a 12.9% rise between January 2025 and April 2026 -- with the employer NIC component alone rising GBP 4,400, equivalent to a 46% increase in NIC costs for that firm.5 Approximately 940,000 employers face increased NIC liability under these changes, while the removal of the GBP 100,000 prior-year NIC eligibility cap extends the Employment Allowance to a broader range of businesses.

Against this backdrop, the CIPD's Reward Management Survey 2025 reveals that only 15% of UK organisations maintain a formal financial wellbeing policy or strategy, and only 39% feel responsible for signposting employees to financial information.6 The provision gap between SMEs and larger employers is stark: the CIPD reports that 69% of large organisations offer debt advice compared with 47% of SMEs, and 77% of very large organisations provide workplace pension contributions of 6% or above compared with 44% of SMEs (data originating from CIPD Reward Management Survey research and cited in current CIPD financial wellbeing analysis).7 Pre-retirement courses -- the benefit category closest to estate planning -- are offered by 54% of very large organisations but only 11% of SMEs. The pattern is consistent: as organisational size decreases, financial wellbeing provision diminishes, leaving SME employees with materially less employer support for decisions that carry significant personal and family consequences.

This gap persists despite evident demand for change. Howden's 2025 survey of over 900 SMEs, conducted by YouGov, found that 77% plan to revamp their employee benefits packages, with 47% prioritising flexible benefits, 46% expanding mental health support, and 40% enhancing pension contributions.8 Yet 68% of surveyed SMEs were not using salary exchange for pension contributions, collectively forgoing an estimated GBP 2.7 billion in employer NIC savings. The opportunity for estate planning support lies precisely in this tension: SMEs recognise the strategic value of benefits but lack the budgets and administrative capacity for premium-cost interventions. Financial challenges were identified as the biggest workforce issue by 50% of respondents, with recruitment and retention cited by a further 29%.

2. The Estate Planning Gap in SME Workplaces

The financial wellbeing gap in SME workplaces has a specific and measurable estate planning dimension. The Money and Pensions Service reports that 56% of UK adults aged 18 and over do not have a valid will.9 Among those in their thirties -- the core working-age demographic for many SMEs -- the figure rises to 75%, and among those in their forties it stands at 65%.10 These are not peripheral statistics for benefits professionals; they describe the majority of the working-age population that SMEs employ. The youngest employees are the most exposed: they are the least likely to have made testamentary provision, the most likely to have dependent children, and the most likely to be in non-traditional family arrangements that the intestacy rules do not recognise.

The consequences of intestacy fall disproportionately on non-traditional family structures. The Office for National Statistics records 3.5 million cohabiting couple families in the UK in 2024, representing 17.7% of all families -- up from 3.1 million (16.4%) in 2014.11 Some 6.5 million people aged 16 and over live in a couple but are not married or in a civil partnership, and 4.2% of cohabiting couples are same-sex, up from 2.7% a decade earlier. Under the intestacy rules established by the Administration of Estates Act 1925, s 46, unmarried partners receive nothing from a deceased partner's estate regardless of the duration of cohabitation or the existence of shared children.12 Step-children are similarly excluded.

For SME benefits professionals, this creates a diversity, equity, and inclusion dimension that existing benefits frameworks overlook. Organisations that invest in inclusive benefits policies -- recognising diverse family structures in pension nominations, death-in-service provisions, and bereavement support -- cannot coherently claim to support all employees while ignoring the intestacy gap. Estate planning support is, in this context, an equity intervention: it ensures that employees whose family structures do not align with the intestacy hierarchy can make binding provision for their dependants.

Estate planning occupies the "missing middle" in SME financial wellbeing. Pension provision is mandatory through auto-enrolment. Debt advice and budgeting support represent the lower end of financial wellbeing interventions. Comprehensive protection benefits -- group income protection, private medical insurance -- represent the upper end. Will writing and estate planning coordination sit between these categories, too often overlooked because they fall outside both the pension compliance framework and the insurance-based benefits market. For the 85% of organisations that lack a formal financial wellbeing policy, estate planning represents an accessible and concrete starting point: a defined intervention with a measurable outcome (will completion rates) and a clear connection to existing pension administration.

3. The April 2027 Pension Catalyst

The inclusion of unused pension funds and pension death benefits within Inheritance Tax estate valuations, effective 6 April 2027, transforms estate planning from a discretionary benefit into a compliance-adjacent necessity for employers administering workplace pension schemes.13 The government's policy paper estimates that 10,500 estates will acquire a new IHT liability and a further 38,500 will face increased IHT charges, with an average additional liability of approximately GBP 34,000 per affected estate.14 The projected Exchequer impact rises from GBP 710 million in 2027-28 to GBP 1,665 million by 2030-31.

For SME employers, the change has direct operational relevance. Most SMEs already administer workplace pension auto-enrolment and facilitate expression of wish forms through which employees nominate death benefit recipients. From April 2027, the consequences of misalignment between these nominations and employees' testamentary wishes intensify materially. Where pension assets now contribute to the IHT-liable estate, personal representatives become responsible for reporting and paying IHT on the pension component.15 An employee who nominates an unmarried partner through an expression of wish form but dies without a will creates a compounded disadvantage: the pension assets attract IHT without spousal exemption, and the partner receives nothing under intestacy. Will writing is the mechanism through which employees can coordinate these provisions, ensuring that expression of wish forms and wills operate coherently.

Several features of the April 2027 framework merit attention. Death-in-service benefits payable from registered pension schemes remain excluded from IHT, as do dependants' scheme pensions from defined benefit and collective money purchase arrangements.16 The spousal and civil partner exemptions are preserved. The coordination challenge is therefore most acute for employees with defined contribution pension savings, unmarried partners, and those whose family structures fall outside the IHT exemption hierarchy.

A balanced assessment is necessary regarding the impact on typical SME employees. Auto-enrolled employees in the earlier stages of pension saving will generally hold modest pension pots that, combined with other estate assets, may not exceed the available IHT nil-rate bands. The GBP 34,000 average additional liability figure applies across the wider population and should not be extrapolated uncritically to the SME workforce. The relevance for SME employers lies not in the quantum of individual IHT exposure but in the principle: pension death benefit nominations and estate planning must operate coherently, and employers who facilitate one without supporting the other create an incomplete benefits framework.

Concurrently, the business property relief reforms effective from 6 April 2026 introduce a cap of 100% relief on the first GBP 2.5 million per individual, with 50% relief above that threshold.17 Unused allowance is transferable between spouses and civil partners, enabling couples to shelter up to GBP 5 million of qualifying business assets. For SME owner-managers -- whose personal estate planning intersects with business succession -- these changes add a further dimension. An owner-manager whose qualifying business assets exceed GBP 2.5 million faces an effective IHT rate of up to 20% on the excess, creating a direct link between personal estate planning, business succession planning, and the benefits strategy through which the business supports its wider workforce. Benefits strategies that encompass estate planning support therefore serve not only employees but the business owners themselves.

4. Cost-Effective Delivery Models for SMEs

Five delivery models, arranged in ascending order of cost and administrative complexity, enable SMEs to match estate planning support to available budgets and internal capability.

4.1 Zero-Cost Signposting and Education

The lowest-cost intervention requires no benefits expenditure. SME employers can integrate estate planning awareness into existing pension communications by prompting employees to review expression of wish forms, directing them to the Money and Pensions Service resources on will writing, and incorporating estate planning into financial wellbeing communications.18 This model generates no benefit in kind, requires no NIC reporting, and is suitable for all SME sizes. The limitation is that signposting alone depends on employees acting independently, and evidence suggests that without facilitated access, take-up of will writing remains low -- as reflected in the 56% of adults who currently lack a will despite widespread awareness of its importance.

4.2 Digital Will Writing via Salary Sacrifice

Digital will writing platforms typically cost GBP 30 to GBP 90 per will. Where delivered through salary sacrifice, the Optional Remuneration Arrangements rules under ITEPA 2003, ss 69A-69C (as inserted by Finance Act 2017, Schedule 2) require careful analysis.19 Under OpRA, the taxable value of a benefit provided through salary sacrifice is the higher of the benefit's cash equivalent and the amount of salary foregone. Will writing is not an exempt benefit under OpRA -- it does not fall within the categories of pension contributions, employer-provided cars, cycling equipment, or childcare that retain pre-2017 salary sacrifice advantages. For will writing at GBP 90 via salary sacrifice, the taxable benefit is GBP 90 (the salary foregone, assuming the cash equivalent does not exceed this). The employee saves employee NICs at 8% on the sacrificed salary (GBP 7.20), while the employer saves employer NICs at 15% (GBP 13.50) but incurs Class 1A NICs at 15% on the benefit value (GBP 13.50), yielding a broadly neutral employer NIC position. The employee retains a modest NIC saving, but the primary advantage is administrative convenience and pre-tax payment rather than significant tax efficiency.

Critically, salary sacrifice disqualifies the arrangement from the trivial benefits exemption: Condition C of ITEPA 2003, s 323A requires that the benefit not be provided through salary sacrifice or contractual obligation.20

4.3 Digital Will Writing as a Trivial Benefit

Where the cost of a digital will writing tool falls below GBP 50, the trivial benefits exemption under ITEPA 2003, s 323A may apply if all four conditions are satisfied: the benefit is not cash or a cash voucher (Condition A); the cost does not exceed GBP 50 (Condition B); the benefit is not provided through salary sacrifice or contractual entitlement (Condition C); and the benefit is not provided in recognition of particular services performed (Condition D).21

This model has particular relevance for SMEs structured as close companies. Under ITEPA 2003, s 323B, directors and office holders of close companies face a cumulative GBP 300 cap on trivial benefits per tax year -- a constraint directly applicable to director-owned SMEs where the director is both employer and potential beneficiary.22 HMRC has not issued specific guidance on will writing under s 323A, and individual assessment against all four conditions remains necessary. Condition D is typically satisfied where the benefit is offered universally to all employees rather than in recognition of specific performance.

Worked example: A micro-business with eight employees (including two director-shareholders) provides a GBP 45 online will writing service. Total cost: GBP 360. If all four trivial benefits conditions are met, no BIK arises, no P11D reporting is required, and no NIC liability accrues. For the two director-shareholders, the GBP 45 falls within the GBP 300 annual trivial benefits cap. Total employer outlay: GBP 360, with zero additional tax or NIC cost. The business deducts the GBP 360 as a business expense against corporation tax.

4.4 Employer-Funded Will Writing as Taxable Benefit in Kind

Where will writing costs exceed the GBP 50 trivial benefits threshold -- as is typical for solicitor-reviewed or comprehensive services at GBP 100 to GBP 300 per will -- the benefit constitutes a taxable BIK under the benefits code.23 The employer must report the cash equivalent, and from April 2027, mandatory payrolling requires taxable benefits to be reported via Full Payment Submission rather than P11D.24

Worked example: A 15-employee firm provides a GBP 200 solicitor-reviewed will writing service. Total benefit cost: GBP 3,000. Class 1A NIC at 15%: GBP 450. Total employer outlay: GBP 3,450. The Employment Allowance of GBP 10,500 absorbs the Class 1A NIC liability for employers whose total employer NIC bill (including Class 1 and Class 1A) falls within the allowance.25 For a micro-employer already within the Employment Allowance threshold, the GBP 450 Class 1A cost is effectively absorbed, reducing the net employer cost to GBP 3,000. Each employee bears income tax on the GBP 200 benefit at their marginal rate: GBP 40 for a basic-rate taxpayer or GBP 80 for a higher-rate taxpayer.

By comparison, private medical insurance for 15 employees at an indicative GBP 1,200 per employee costs GBP 18,000 in premiums plus GBP 2,700 in Class 1A NIC -- a total outlay of GBP 20,700. Estate planning support at GBP 200 per employee totals GBP 3,450 including NIC, representing approximately 17% of the PMI cost. This comparison positions estate planning as a high-differentiation, low-cost addition to the benefits portfolio rather than a competing budget line.

4.5 Death-in-Service and Relevant Life Integration

Relevant life policies offer micro-businesses access to death-in-service cover without the minimum membership numbers typically required by group life assurance schemes. Premiums are treated as an allowable business expense, with no income tax or NIC charge on the premiums, and benefits are paid outside the estate for IHT purposes.26 For micro-businesses that cannot access group life schemes, relevant life policies provide a tax-efficient death-in-service benefit that complements will writing provision.

Integrating relevant life policies with estate planning communications ensures employees understand that death-in-service benefits from registered pension schemes remain excluded from IHT post-April 2027, while other pension death benefits enter the IHT estate. This distinction is operationally important for employees making expression of wish and beneficiary nominations. Coordinated communications -- covering pension nominations, relevant life policy trusts, and will provisions -- enable employees to treat these elements as a coherent framework rather than isolated administrative tasks.

5. Tax Treatment Framework and Compliance Considerations

5.1 The Welfare Counselling Boundary

The welfare counselling exemption under regulations pursuant to ITEPA 2003, s 210 does not extend to legal advice. HMRC's Employment Income Manual at EIM21845 is explicit: will writing constitutes specific legal advice and falls outside the exemption.27 The EAPA/HMRC agreed guidelines distinguish between general legal information -- which may be incidental to welfare counselling -- and specific legal advice, which is excluded. SMEs that provide Employee Assistance Programmes should ensure that will writing provision is not bundled within EAP contracts, as doing so risks jeopardising the tax exemption for the entire EAP package. The exemption provides no basis for apportionment between exempt and non-exempt services; bundling will writing within an EAP therefore creates all-or-nothing risk. Where EAPs include estate planning signposting -- directing employees to external resources without providing legal advice -- the welfare counselling exemption is not endangered.

5.2 Mandatory Payrolling from April 2027

From 6 April 2027, mandatory payrolling of benefits in kind requires employers to report most taxable benefits via Full Payment Submission for both Income Tax and Class 1A NICs.28 The coincidence of this date with the pension death benefit IHT changes creates a dual compliance event that SME HR managers and business owners should plan for concurrently. SMEs providing will writing as a taxable BIK must prepare payroll systems for real-time reporting. Voluntary payrolling is available from April 2026 for employers wishing to transition early, and early adoption allows firms to resolve administrative issues before mandatory compliance begins. HMRC has indicated that no penalties will apply for inaccuracies in 2027-28 real-time information returns absent deliberate non-compliance -- a transitional concession of particular relevance to SMEs with limited payroll resource.

5.3 Implementation by SME Size Band

The optimal delivery model varies by organisational scale, and benefits professionals should calibrate recommendations to the employer's specific capacity and workforce profile.

Micro-businesses (1-9 employees): These 1.15 million firms typically lack dedicated HR functions. Zero-cost signposting integrated with pension communications represents the lowest-friction intervention. Where budget permits, a GBP 45 digital will writing tool delivered as a trivial benefit provides a tax-free benefit at a total cost of GBP 360 or less. Relevant life policies address the death-in-service gap where group life schemes are unavailable.

Small businesses (10-49 employees): These firms may adopt employer-funded models at GBP 100 to GBP 200 per employee, leveraging the Employment Allowance to absorb Class 1A NIC costs. Salary sacrifice is administratively viable for firms with established payroll processes. The GBP 2,000 to GBP 3,000 total outlay for a 15-employee firm compares favourably against the cost of most insurance-based benefits.

Medium enterprises (50-249 employees): These organisations more frequently maintain dedicated HR capability and can implement salary sacrifice or employer-funded models integrated with broader financial wellbeing programmes. The pension IHT changes provide a natural integration point with existing pension governance and communication frameworks.

Across all size bands, the April 2027 pension IHT changes provide a specific trigger for action: the next pension communication cycle should incorporate estate planning awareness, pension nomination review prompts, and -- where budget permits -- facilitated access to will writing services.

Conclusion

Estate planning support occupies a distinctive position in the SME benefits landscape: it is low cost, scalable from zero-cost signposting to employer-funded provision, and directly connected to existing pension administration through the April 2027 IHT changes. For SMEs operating under the tightest cost pressures in years -- with employer NIC at 15%, SME business confidence at its lowest since the pandemic, and 77% of SMEs seeking to revamp benefits despite constrained budgets -- estate planning represents a high-differentiation benefit that enhances the value of existing provisions rather than competing with them. The five delivery models analysed in this article enable SME HR managers and business owners to match intervention to budget, from GBP 0 signposting to GBP 300 solicitor-reviewed wills, while navigating the trivial benefits exemption, OpRA rules, and mandatory payrolling obligations that define the tax treatment framework. The April 2027 deadline is not aspirational: it is a fixed date after which pension death benefits enter IHT scope, and SMEs that facilitate pension nominations without supporting employees' estate planning leave a structural gap in their benefits provision.

CPD Declaration

Estimated Reading Time: 18 minutes Technical Level: Advanced Practice Areas: Employee Benefits, Financial Wellbeing, Tax Treatment of Benefits, SME HR Strategy

Learning Objectives

Upon completing this article, practitioners will be able to:

  1. Evaluate the five estate planning delivery models against SME-specific cost constraints, tax treatment under ITEPA 2003, and Employment Allowance interactions
  2. Distinguish between the trivial benefits exemption (s 323A), the welfare counselling exclusion (EIM21845), and taxable benefit-in-kind treatment for employer-provided will writing
  3. Analyse the implications of the April 2027 pension death benefit IHT changes for SME workplace pension administration and employee estate planning coordination
  4. Apply the close company trivial benefits cap (s 323B, GBP 300 per tax year) to director-owned SME benefit provision scenarios

Competency Mapping

  • CIPD: Reward and Benefits Management -- design and delivery of cost-effective benefits packages
  • CIPD: Financial Wellbeing -- employer responsibilities for signposting and supporting employees' financial resilience
  • CIPD: Employment Law -- tax treatment of employee benefits and compliance with HMRC reporting obligations

Reflective Questions

  1. How would the April 2027 pension death benefit IHT changes affect the pension communications strategy currently in place within an SME employer?
  2. Which delivery model for estate planning support is most appropriate for an organisation's size, budget, and existing benefits infrastructure?
  3. How might the inclusion of estate planning support address diversity, equity, and inclusion objectives related to employees in non-traditional family structures?

Professional Disclaimer

The information presented reflects the regulatory and legislative position as of 2026-02-26. Regulations, tax rules, and professional guidance are subject to change. Readers should independently verify all information before acting and seek advice from appropriately qualified solicitors, financial advisors, or other professionals for their specific circumstances.

Neither WUHLD nor the author accepts liability for any actions taken or decisions made based on the content of this article. Professional readers are reminded of their own regulatory obligations and duty of care to their clients.

Footnotes

Footnotes

  1. GOV.UK -- Business Population Estimates for the UK and Regions 2025 (October 2025). https://www.gov.uk/government/statistics/business-population-estimates-2025/business-population-estimates-for-the-uk-and-regions-2025-statistical-release ↩

  2. FSB -- UK Small Business Statistics (2025). https://www.fsb.org.uk/media-centre/uk-small-business-statistics ↩

  3. FSB -- Small Business Index, Q4 2025 (January 2026). https://www.fsb.org.uk/resources/reports/small-business-index/ ↩

  4. GOV.UK -- Changes to Class 1 NIC Secondary Threshold, Rate, and Employment Allowance from 6 April 2025 (November 2024). https://www.gov.uk/government/publications/changes-to-the-class-1-national-insurance-contributions-secondary-threshold-the-secondary-class-1-national-insurance-contributions-rate-and-the-empl/changes-to-the-class-1-national-insurance-contributions-secondary-threshold-the-secondary-class-1-national-insurance-contributions-rate-and-the-empl ↩

  5. People Management -- "Increased labour costs pushing small businesses to the brink, FSB warns" (March 2025). https://www.peoplemanagement.co.uk/article/1949065/increased-labour-costs-pushing-small-businesses-brink-fsb-warns ↩

  6. CIPD -- Reward Management Survey: Focus on Employee Benefits (December 2025). https://www.cipd.org/uk/knowledge/reports/reward-survey-employee-benefits/ ↩

  7. CIPD -- "Why should employers take action on employee financial wellbeing?" (June 2025). https://www.cipd.org/uk/views-and-insights/thought-leadership/insight/action-employee-financial-wellbeing/ ↩

  8. Howden -- Exploring Employee Benefits Trends in UK SMEs (January 2025). https://www.howdengroup.com/uk-en/employee-benefits-trends-yougov-report ↩

  9. Money and Pensions Service -- "Over half of UK adults don't have a will" (2025). https://maps.org.uk/en/media-centre/press-releases/2025/over-half-of-uk-adults-dont-have-a-will ↩

  10. Dutton Gregory -- Will Making Statistics UK 2025 (2025). https://www.duttongregory.co.uk/site/blog/personalnews/will-making-statistics-uk ↩

  11. ONS -- Families and Households in the UK: 2024 (July 2025). https://www.ons.gov.uk/peoplepopulationandcommunity/birthsdeathsandmarriages/families/bulletins/familiesandhouseholds/2024 ↩

  12. Administration of Estates Act 1925, s 46. https://www.legislation.gov.uk/ukpga/Geo5/15-16/23/section/46 ↩

  13. GOV.UK -- Inheritance Tax: Unused Pension Funds and Death Benefits (October 2024, updated July 2025). https://www.gov.uk/government/publications/inheritance-tax-unused-pension-funds-and-death-benefits/inheritance-tax-unused-pension-funds-and-death-benefits ↩

  14. Royal London -- IHT on Pension Death Benefits from April 2027 (2025). https://adviser.royallondon.com/technical-central/pensions/death-benefits/inheritance-tax-on-pension-death-benefits-from-april-2027/ ↩

  15. GOV.UK -- Inheritance Tax: Unused Pension Funds and Death Benefits (October 2024, updated July 2025). https://www.gov.uk/government/publications/inheritance-tax-unused-pension-funds-and-death-benefits/inheritance-tax-unused-pension-funds-and-death-benefits ↩

  16. Royal London -- IHT on Pension Death Benefits from April 2027 (2025). https://adviser.royallondon.com/technical-central/pensions/death-benefits/inheritance-tax-on-pension-death-benefits-from-april-2027/ ↩

  17. GOV.UK -- Inheritance Tax Reliefs Threshold to Rise to GBP 2.5m for Farmers and Businesses (December 2025). https://www.gov.uk/government/news/inheritance-tax-reliefs-threshold-to-rise-to-25m-for-farmers-and-businesses ↩

  18. Money and Pensions Service -- "Over half of UK adults don't have a will" (2025). https://maps.org.uk/en/media-centre/press-releases/2025/over-half-of-uk-adults-dont-have-a-will ↩

  19. HMRC Employment Income Manual EIM44030 -- Optional Remuneration Arrangements (2025). https://www.gov.uk/hmrc-internal-manuals/employment-income-manual/eim44030 ↩

  20. ITEPA 2003, s 323A. https://www.legislation.gov.uk/ukpga/2003/1/section/323A ↩

  21. HMRC Employment Income Manual EIM21864 (December 2024). https://www.gov.uk/hmrc-internal-manuals/employment-income-manual/eim21864 ↩

  22. ITEPA 2003, s 323B. https://www.legislation.gov.uk/ukpga/2003/1/section/323B ↩

  23. HMRC Employment Income Manual EIM20505 -- The Benefits Code (December 2024). https://www.gov.uk/hmrc-internal-manuals/employment-income-manual/eim20505 ↩

  24. GOV.UK -- Technical Note: Mandating the Reporting of Benefits in Kind (April 2025). https://www.gov.uk/government/publications/reporting-and-paying-income-tax-and-class-1a-national-insurance-contributions-on-benefits-in-kind-in-real-time-an-update/technical-note-mandating-the-reporting-of-benefits-in-kind-and-expenses-through-payroll-software-an-update ↩

  25. GOV.UK -- Changes to Class 1 NIC Secondary Threshold, Rate, and Employment Allowance from 6 April 2025 (November 2024). https://www.gov.uk/government/publications/changes-to-the-class-1-national-insurance-contributions-secondary-threshold-the-secondary-class-1-national-insurance-contributions-rate-and-the-empl/changes-to-the-class-1-national-insurance-contributions-secondary-threshold-the-secondary-class-1-national-insurance-contributions-rate-and-the-empl ↩

  26. HMRC Employment Income Manual EIM15045 (2024). https://www.gov.uk/hmrc-internal-manuals/employment-income-manual/eim15045 ↩

  27. HMRC Employment Income Manual EIM21845 (December 2024). https://www.gov.uk/hmrc-internal-manuals/employment-income-manual/eim21845 ↩

  28. GOV.UK -- Technical Note: Mandating the Reporting of Benefits in Kind (April 2025). https://www.gov.uk/government/publications/reporting-and-paying-income-tax-and-class-1a-national-insurance-contributions-on-benefits-in-kind-in-real-time-an-update/technical-note-mandating-the-reporting-of-benefits-in-kind-and-expenses-through-payroll-software-an-update ↩

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