The concept of unpaid trusteeship has been one of the defining characteristics of the charitable sector, contributing greatly to public confidence in charities. This does not mean that a trustee can never receive any payment or benefit from his or her charity; there are sometimes good reasons why it can be in a charity’s interests to make a payment to a trustee. Trustee boards need, though, to minimise the risks to their charity’s reputation and operation.
Expenses are normally refunds by the charity of costs a trustee has had to meet personally (or which have been met on his or her behalf) in order to carry out trustee duties. In some cases, these expenses may be paid in advance. A refund of properly incurred expenses is not a trustee payment, nor does it count as any kind of personal benefit.
Some types of payment are often confused with expenses, when they are actually trustee benefits which HMRC will consider can be taxed as income. They can only properly be paid out of charity funds if there is suitable authority for doing so.
A charity can pay a trustee for the supply of any services over and above normal trustee duties. The decision to do this must be made by those trustees who will not benefit. They must decide that the service is required by the charity and agree it is in the charity’s best interests to make the payment and must comply with certain other conditions
More detailed information and guidance can be found in this document
You must give your employees and ‘workers’ a payslip on or before their payday.
What to include
Payslips must show:
- pay before any deductions (‘gross’ wages)
- deductions like tax and National Insurance
- pay after deductions (‘net’ wages)
- the number of hours worked, if the pay varies depending on time worked
Payslips can also include information like your employee’s National Insurance number and tax code, their rate of pay, and the total amount of pay and deductions so far in the tax year.
Employers must also explain any deductions fixed in amount, for example repayment of a season ticket loan. This can be shown either on a payslip, or in a separate written statement.
Deductions from your employee’s pay
An employer is not allowed to make deductions unless:
- it’s required or allowed by law, for example National Insurance, income tax or student loan repayments
- the employee has agreed in writing
- their contract says you can
- there’s a statutory payment due to a public authority
- they have not worked due to taking part in a strike or industrial action
- there’s been an earlier overpayment of wages or expenses
- it’s a result of a court order
A deduction cannot normally reduce their pay below the National Minimum Wage even if they agree to it, except if the deduction is for:
- tax or National Insurance
- something they’ve done and their contract says they’re liable for it, for example a shortfall in the till if they work in your shop
- repayment of a loan or advance of wages
- repayment of an accidental overpayment of wages
- buying shares or share options in the business
- accommodation provided by you as their employer
- their own use, for example union subscriptions or pension contributions
By law, if you’re an employer you need to submit an end-of-year report at the end of each tax year to HMRC for each employee you’ve provided with expenses or benefits.
Examples of expenses and benefits include:
- company cars
- health insurance
- travel and entertainment expenses
There are different rules for what you have to report and pay, depending on the type of expense or benefit that you provide.
More details can be found by clicking here
Use form P11D to send the report to HMRC for each employee and director.
You should not complete a P11D if there are no taxable expenses payments or benefits to be returned for an individual, or if the expenses and benefits have been taxed through your payroll