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Market Update Salary Sacrifice Changes

The Government announced in Autumn Statement 2016 that the Income Tax advantages for many benefits funded through salary sacrifice will be removed from 6 April 2017. This is defined as any benefit in kind with a cash alternative available to the employee.

Please note that this is our current understanding and may be subject to change. The Finance Bill 2017 is only in a draft stage and we are actively exploring what may be done, particularly with Group Income Protection.


This will affect two common methods of providing flexible benefits:

  • Flex up – the employee sacrifices salary to obtain the benefit
  • Flex down – the benefit is given to the employee but can be given up for extra salary.

In many cases there is a minimum (“core”) benefit provided by the employer that cannot be reduced. The premiums for this element would not fall under the new rules.
The new rules are effective from the earliest of:

  • The start, end, variation, renewal or auto-renewal of the contract, or,
  • 6 April 2018

These changes come into effect immediately for new members after 6 April 2017.
This means that advisers and employers may not have the luxury of time to consider their options. To avoid running a scheme with groups being taxed differently, a review should be conducted sooner rather than later.


Will any Group Insurance policies be affected?

Yes, any policy funded through salary sacrifice could lose some of its tax advantages. Realistically, this is only likely to impact flexible benefit arrangements where there is a cash option available to the employee.


Group Life Assurance

Registered policies are governed by pension legislation and are exempt from this change.

Excepted cover for employees sits outside the standard pension legislation. It will be treated as a P11d benefit and also be subject to employer’s National Insurance if funded through salary sacrifice.

Excepted Spouse or Partner Life Assurance is already treated as a P11d benefit and is likely to be broadly unaffected beyond a possible increase in employers’ National Insurance contributions.


Group Income Protection

Group Income Protection funded through salary sacrifice is caught. The salary sacrificed by the employee is a P11d benefit, and thus subject to taxation, and will be subject to employers’
National Insurance.

Typical Group Income Protection benefits are subject to Income Tax, and HMRC has advised this will continue to be true. Employees receiving Group Income Protection benefits will effectively find themselves taxed both on the premium and the benefit.

We would urge advisers to fully explore the value of this type of arrangement in light of the new legislation.


Group Critical Illness

Group Critical Illness is already treated as a P11d benefit and is likely to be broadly unaffected beyond a possible increase in employers’ National Insurance contributions.


Benefit in kind revaluation

A consultation on reviewing the value of taxable benefits will be announced in the Budget 2017. We will advise of any impact on Group Insurance products when the results of the consultation become clear.


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Canada Life Limited is authorised by the Prudential Regulation Authority and regulated by the Financial Conduct Authority and the Prudential Regulation Authority.

Canada Life International Limited and CLI Institutional Limited are Isle of Man registered companies authorised and regulated by the Isle of Man Financial Services Authority.

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