Archives September 2025

Making redundancies is one of the hardest decisions a business can face. Alongside handling the process fairly, it’s important to meet your legal obligations around redundancy pay. Getting it wrong can lead to costly disputes and tribunal claims.

We’ll walk you through what statutory redundancy pay is, who qualifies, how it’s calculated and what you need to do to stay compliant. It also covers common mistakes, tax considerations and frequently asked questions so you can feel confident managing redundancy payments in line with UK law.

What is statutory redundancy pay?

Statutory redundancy pay is the minimum amount an employer must provide to eligible employees who are made redundant. It is a legal obligation under UK employment law and acts as a financial cushion when a role is no longer required.

Eligibility is based on age and continuous service. Employees must have worked for their employer for at least two years to qualify. The exact amount depends on their age, length of service and weekly pay (up to the government’s set limit).

For personalised calculations, employers and employees can use the UK government’s statutory redundancy pay calculator.

Who qualifies for statutory redundancy pay in the UK?

Not every employee will qualify for statutory redundancy pay. The law sets clear rules on who is entitled and failing to follow them can put employers at risk of non-compliance.

To be eligible, an employee must meet the following criteria:

• Length of service: The employee must have at least two years of continuous service with the same employer. Service includes time spent on statutory leave, such as maternity or parental leave.
• Reason for dismissal: The dismissal must be by reason of redundancy, not misconduct or resignation. If an employee is dismissed for gross misconduct, they are not entitled to redundancy pay.
• Type of contract: Both full-time and part-time employees are covered. Fixed-term employees may qualify if their contract is ended early because of redundancy. If a fixed-term contract ends naturally on its agreed date, redundancy pay is not usually due.
• Working arrangements: Employees on maternity leave, paternity leave, adoption leave or shared parental leave still retain the right to redundancy pay if they qualify by length of service.
• Age: There is no age restriction on entitlement, but age is a factor in how payments are calculated.

Who is not entitled?

Certain workers are not covered by statutory redundancy pay rules. These include:

• Self-employed contractors or agency workers.
• Members of the armed forces.
• Crown servants and police officers (as they have separate arrangements).
• Employees who refuse a suitable alternative role offered by their employer without a valid reason.
• Employees who have worked for less than two continuous years.

It is important for employers to assess eligibility carefully before making redundancy payments. Mistakes in this area are a common cause of disputes and can lead to claims through an employment tribunal.

How is statutory redundancy pay calculated?

Statutory redundancy pay follows a set formula based on age, length of service and weekly pay. Weekly pay is capped at a government-set maximum. For the 2025 tax year, the maximum weekly pay is £719.

The calculation is:

• Half a week’s pay for each full year under the age of 22.
• One week’s pay for each full year between ages 22 and 40.
• One and a half weeks’ pay for each full year over the age of 41.

Worked example

If an employee aged 45 has 10 years of continuous service and earns £600 per week:

• 5 years at one week per year = 5 weeks’ pay.
• 5 years at one and a half weeks per year = 7.5 weeks’ pay.
• Total = 12.5 weeks’ pay at £600 = £7,500.

Employers who are unsure of exact amounts should consider using payroll software or seeking advice from a payroll professional.

Is statutory redundancy pay taxable?

No. Redundancy payments of up to £30,000 are free from tax and National Insurance. This means statutory redundancy pay is not taxable in most cases.

If an employer offers enhanced redundancy pay or other termination payments that take the total over £30,000, the excess will be subject to tax.

How employers can stay compliant

Redundancy payments are a statutory right and employers must handle them correctly to avoid penalties or tribunal claims. Compliance is not just about paying the correct amount, but also about following proper processes, keeping accurate records and communicating clearly with employees.

Here are the key responsibilities for employers:

• Provide written details: Employees must receive a written statement explaining how their redundancy pay has been calculated. This should include their length of service, age band, weekly pay figure and the final amount due. A clear written breakdown helps prevent disputes.
• Pay on time: Redundancy pay should normally be made on or before the employee’s final day of employment. In some cases, employers may agree to pay shortly afterwards, but delaying payment without good reason can lead to claims in an employment tribunal.
• Keep accurate records: Employers should retain copies of redundancy calculations, letters and payment confirmations. Good record keeping supports HR compliance and helps defend the business if challenged later.
• Account for special circumstances: Employees on maternity leave, adoption leave or shared parental leave are still entitled to redundancy pay if they meet the service requirement. Employers must not overlook these cases.
• Communicate clearly: Redundancy is a sensitive process, so clear communication is essential. Written confirmation should outline not only the payment but also notice periods, last working day and any other entitlements. Employers can use our redundancy notice template to make sure they cover the essentials.
• Understand enhanced redundancy pay: Some employers choose to offer more than the statutory minimum, either as part of company policy or as a gesture of goodwill. While this is optional, it must be clearly identified as “enhanced” to avoid confusion with statutory obligations.
• Follow fair redundancy procedures: Even when the payment itself is correct, failing to follow a fair process can lead to unfair dismissal claims. Employers should ensure consultation, fair selection criteria and proper notice are in place. For more information, see our redundancy process guide.

Why compliance matters

Getting redundancy pay wrong can have serious consequences. Employers may face:

• Tribunal claims for unpaid redundancy pay.
• Compensation orders with interest added.
• Reputational damage for mishandling redundancies.
• Higher legal costs if disputes escalate.

Using HR compliance tools and payroll software can make it easier to calculate payments accurately, issue correct documentation and maintain compliance with UK employment law.

How does enhanced redundancy pay differ?

Enhanced redundancy pay is any additional amount an employer chooses to offer beyond the statutory minimum. This may be part of a company policy, a contractual agreement or a goodwill gesture.

It is important for employers to make a clear distinction between statutory redundancy pay (the legal minimum) and enhanced pay (the optional top-up).

Common mistakes employers make with redundancy pay

Errors in redundancy pay can lead to disputes and tribunal claims. Some of the most common mistakes include:

• Miscalculating length of service (for example, excluding part of a notice period).
• Failing to include part-time employees in redundancy pay calculations.
• Not issuing written confirmation of redundancy payments.
• Confusing statutory redundancy pay with enhanced package.

To avoid issues, employers can use our redundancy notice template.

Take the stress out of payroll compliance with Employment Hero

Redundancy is never easy, but handling statutory redundancy pay correctly is essential for staying compliant and supporting your employees through change. By understanding the rules, calculating payments accurately, and keeping clear records, you can reduce the risk of disputes and protect your business.

If you want to simplify payroll, automate calculations, and stay on top of compliance, Employment Hero’s payroll software can help. From managing redundancy pay to everyday payroll tasks, our tools give you accuracy, efficiency, and peace of mind.

Redundancy pay FAQs

Do part-time workers qualify for redundancy payments?

Yes. Part-time employees qualify for statutory redundancy pay as long as they meet the two-year continuous service requirement. Their redundancy pay is calculated in the same way as full-time workers, based on their actual weekly earnings. If an employee’s weekly pay varies, the redundancy pay is based on the average hourly rate over a 12-week period. 

Is redundancy pay the same for part-time employees?

The formula is the same, but the weekly pay figure is lower because it is based on the employee’s contracted hours.

Can we offer more than the statutory minimum?

Yes. Employers may choose to offer enhanced redundancy pay, but this should be made clear in the employee’s redundancy letter and contract terms.

What if an employee refuses an alternative role?

If an employee is offered a suitable alternative role and unreasonably refuses it, they may lose their right to statutory redundancy pay.

Can an employee waive redundancy pay?

Employees cannot usually waive their right to statutory redundancy pay. The exception is if they accept a settlement agreement, which must be signed with independent legal advice.

How soon must redundancy payments be made to employees?

Redundancy pay should be made on or soon after the employee’s final day of employment. If payment is late, employees can take the matter to an employment tribunal.

Hiring temporary staff can give businesses the flexibility they need to adapt quickly, manage seasonal peaks or cover short-term absences. But with this flexibility comes legal responsibility. In the UK, agency workers are protected by the Agency Worker Regulations (AWR), a set of rules designed to ensure they are treated fairly and consistently.

For employers and HR professionals, AWR compliance is non-negotiable. The regulations set out what rights agency workers are entitled to, when those rights apply and which responsibilities sit with the hirer or the agency. Misunderstanding these obligations could expose your business to costly tribunal claims, reputational damage and even fines.

Here, we break down everything you need to know about AWR. From who is covered and how the 12-week rule works, to the key rights agency workers hold and the steps you can take to manage compliance. By the end, you’ll have a clear framework for managing agency staff confidently and legally.

What are the Agency Worker Regulations?

The Agency Worker Regulations (AWR) are a set of employment laws that came into effect in the UK in October 2010. They were introduced as a result of the European Union’s Temporary Agency Work Directive (2008/104/EC), which aimed to promote fair treatment for temporary workers across EU member states. Even after Brexit, the AWR remains part of UK law.

The legislation was created to tackle a long-standing issue: agency workers often faced poorer terms and conditions compared to permanent staff, even though they were doing the same job. The AWR helps level the playing field by giving agency workers the right to equal treatment in terms of pay and basic working conditions after a 12-week qualifying period.

In simple terms, the AWR is about fairness. They ensure that temporary staff are not exploited and that businesses treat them in line with their permanent workforce. For HR professionals, the regulations form a critical part of your compliance responsibilities.

Who is covered under AWR?

The Agency Worker Regulations do not apply to every type of worker, which is why it’s important to understand exactly who qualifies. To make this clear, we’ll look at the definition of an agency worker, the roles included and excluded, and the key differences between workers, employees, and contractors.

What is an agency worker?

An agency worker is someone who, has a contract with a recruitment agency (or umbrella company), is supplied by that agency to work temporarily for a hirer and works under the hirer’s supervision and direction

For example, a business may bring in a temporary receptionist through an agency. Even though the agency pays their wages, the receptionist works day-to-day under the direction of the business. In this scenario, the receptionist is an agency worker under AWR.

Roles included under AWR

• Temporary staff recruited through an employment agency.
• Agency workers employed via an umbrella company (where the umbrella is technically the employer).
• Some self-employed contractors if they are under the hirer’s direct control and do not provide their services through a genuine business-to-business contract.

Roles excluded from AWR

• Genuinely self-employed people who decide how, when and where they work (for example, a freelance web designer hired to deliver a project on their own terms).
• Contractors with their own limited companies if they operate outside employment law and fall under other frameworks such as IR35.
• Managed service contractors where an external business is contracted to deliver an outcome rather than supplying specific workers.

Worker vs employee vs contractor

Understanding the difference between these categories is crucial.

Misclassifying someone as self-employed when they should be treated as an agency worker is a common pitfall. It can expose your business to tribunal claims and financial penalties. For a deeper breakdown of misclassification issues, see our guide on disguised employment.

Employer and agency responsibilities under AWR

Both the hirer (the organisation where the worker is placed) and the agency (the business supplying the worker) share responsibility for compliance. The key is understanding who is accountable for what.

What employers need to provide

Hirers are responsible for ensuring that:

• Agency workers can access on-site facilities such as staff canteens, transport services, car parks and childcare from day one of their assignment.
• Internal job vacancies are communicated to agency workers on the same basis as permanent staff.
• Equal treatment in pay and working conditions is applied once the worker completes 12 weeks in the same role.

What recruitment agencies are responsible for

Agencies play a crucial role in ensuring compliance. They are responsible for:

• Paying agency workers correctly, including applying equal pay once the 12-week period is met.
• Providing agency workers with clear written terms and conditions at the start of their assignment.
• Communicating with hirers to gather information about the pay and conditions of permanent staff for comparison purposes.
• Ensuring holiday entitlement is provided and paid.

The AWR 12-week rule explained

The 12-week qualifying period is the most important part of the Agency Worker Regulations. It determines when an agency worker moves beyond basic “day one rights” (like access to facilities) and gains entitlement to equal treatment in pay and working conditions.

How the 12-week qualifying period works

• The rule applies once an agency worker has been in the same role with the same hirer for 12 calendar weeks.
• Weeks do not need to be consecutive. As long as the worker returns to the same role within six weeks, the clock continues from where it left off.
• Both full-time and part-time assignments count equally. A worker doing one day per week for 12 weeks still qualifies.

Example:
A call centre hires an agency worker three days a week. After 12 weeks, they qualify for the same pay and working conditions as a permanent call centre operative working full-time.

What counts towards the 12 weeks?

The qualifying period is more than just weeks physically worked. The law makes clear that certain absences still count:

• Any week where the worker performs at least one day of work.
• Statutory leave such as annual leave, maternity/paternity leave, adoption leave or parental leave.
• Sick leave of up to 28 weeks.
• Public holidays, if the assignment would otherwise have been ongoing.

This ensures workers are not disadvantaged by normal absence.

What pauses or resets the 12-week period?

Not every break in service stops the clock completely. Some pause it, while others reset it back to zero.

Resets the clock (12 weeks starts again):

• A break of more than six weeks between assignments with the same hirer.
• Moving to a substantially different role with the same hirer (different skills, duties or responsibilities).
• Starting an assignment with a completely new hirer.

Pauses the clock (12 weeks picks up where it left off when the worker returns):

• Sickness absence of up to 28 weeks.
• Jury service of up to 28 weeks.
• Annual leave.
• Shutdowns or workplace closures (for example, Christmas shutdown).

Example:

• If a warehouse worker takes two weeks of annual leave after six weeks on assignment, their clock is paused. When they return, they continue at week seven.
• If the same worker leaves the hirer for two months and then comes back, the clock resets. They start again at week one.

What changes after 12 weeks?

Once an agency worker hits the 12-week point, their rights expand significantly. They must be treated the same as a directly employed colleague doing comparable work. This includes:

• Equal pay: Hourly rates, overtime, holiday pay and performance-related bonuses must match permanent staff in the same role
• Annual leave entitlement: Must be at the same rate as permanent colleagues (beyond the statutory minimum if the employer offers more)
• Rest breaks and working hours: The same rules on breaks, shift lengths and maximum weekly hours apply
• Bonuses and commission: Where these are linked to the individual’s performance, they must be applied equally (company-wide profit share schemes may be excluded)

Example:
An agency worker in an admin role is paid £11 per hour for the first 12 weeks. Permanent colleagues doing the same job earn £13 per hour. After 12 weeks, the agency worker must also receive £13 per hour.

Key rights for agency workers

Agency workers are entitled to a set of legal protections from the very first day of their assignment, with additional rights applying once they complete the 12-week qualifying period. These rights are designed to make sure temporary staff are treated fairly and consistently, even when they are not directly employed by the business they are working in.

Day one rights

From their very first day, agency workers must be given access to the same collective facilities as permanent employees in comparable roles. This includes staff canteens, childcare services, parking spaces, transport services such as shuttle buses and workplace amenities like gyms or break rooms. Denying access to these facilities could amount to a breach of the regulations.

Day one rights also cover access to internal job opportunities. Agency staff must be told about vacancies within the business so that they have the same chance to apply as directly employed colleagues. This provision is designed to prevent agencies or hirers from keeping opportunities hidden from temporary staff, which could otherwise limit their career progression.

Rights after 12 weeks

Once an agency worker has completed 12 calendar weeks in the same role with the same hirer, they are entitled to equal treatment in relation to pay and basic working conditions. This means they should be paid the same as permanent colleagues doing the same work, including overtime rates, shift allowances or additional holiday entitlement above the statutory minimum.

Rest breaks and working hours are also covered. If permanent staff in comparable roles enjoy longer rest periods or more favourable working arrangements, agency workers must be treated the same once they meet the 12-week threshold.

Performance-related pay can also fall under equal treatment. If a business rewards staff through productivity bonuses, commission or incentive payments linked to personal output, agency workers must be included once they qualify. Broader benefits such as share options or profit-sharing schemes may not be included under AWR, as these are not directly tied to individual performance.

Rights linked to family and wellbeing

Pregnant agency workers are entitled to paid time off to attend antenatal appointments, provided they can show proof of their appointments when asked. This protection applies regardless of how long they have been in post, ensuring that temporary staff are not placed at a disadvantage when it comes to health and family responsibilities.

The right to be informed

Agencies and hirers have a duty to make sure workers understand their entitlements under AWR. This means explaining how rights change over time and setting out clearly when equal treatment applies. Failing to communicate this can create confusion, grievances and in some cases tribunal claims if workers feel they have been misled about their legal rights.

Why these rights matter

In practice, this means an agency receptionist should be able to use the canteen from their first day and after 12 weeks they must also receive the same pay rate as a directly employed receptionist. The regulations do not take away the flexibility of temporary staffing, but they ensure that flexibility cannot be used as a reason to treat agency workers unfairly.

AWR and other legal frameworks

The Agency Worker Regulations sit alongside other employment laws and overlaps can cause confusion. Understanding how they interact is vital for compliance.

AWR and IR35

IR35 assesses whether contractors working through a limited company are genuinely self-employed. Contractors inside IR35 are not automatically excluded from AWR. If they are supplied by an agency or work through an umbrella company under a hirer’s direction, AWR will likely apply. Each case should be assessed individually to avoid misclassification.

AWR and TUPE

TUPE protects employees when a business or service transfers, but agency workers are not covered because they are not employed by the hirer. However, if an agency worker continues in the same role after a transfer, their 12-week qualifying period under AWR usually carries over.

AWR and employment law

Agency workers are also covered by wider protections such as the Equality Act, Working Time Regulations and National Minimum Wage Act. Complaints about unequal treatment may therefore fall under multiple frameworks, so employers must consider AWR alongside broader employment law.

Agency workers and umbrella companies

Umbrella companies add another layer of complexity. The umbrella may employ the worker, but the hirer still has responsibility for ensuring equal treatment under AWR. Clear contracts and communication between the hirer, agency and umbrella company are essential to avoid disputes.

What happens if you don’t comply with AWR?

Ignoring the Agency Worker Regulations can expose both hirers and agencies to serious risks. Workers who believe their rights have been denied can take claims to an employment tribunal, which may result in back pay, compensation for lost benefits and in some cases, awards for distress.

The financial cost is only part of the problem. A breach can damage your reputation, making it harder to attract both temporary staff and clients. Agencies that fail to meet their obligations may also face disputes with hirers over liability, leading to expensive legal battles.

Most breaches happen by accident, often due to poor tracking of the 12-week rule or confusion over responsibilities. The best protection is clear processes, strong record-keeping and close collaboration with compliant agencies.

How to manage AWR compliance

Compliance with the Agency Worker Regulations does not need to be complicated, but it does require structure. Many breaches occur not because of bad intent but because of poor processes or unclear responsibility between the hirer and the agency. Putting the right systems in place can help protect your business, avoid tribunal claims and maintain a strong reputation as a fair employer.

Review contracts with agencies

Start with clear agreements. Contracts should set out exactly which party is responsible for pay, benefits and tracking the 12-week qualifying period. Without written clarity, disputes can arise if a worker challenges their treatment. Work only with recruitment partners who demonstrate a strong understanding of AWR.

Track the 12-week rule accurately

The 12-week qualifying period is the most common area where employers slip up. HR teams must be able to record start dates, breaks, role changes and cumulative service across assignments. Even short-term or irregular work contributes to the total. Using workforce management software is one of the most reliable ways to stay on top of qualifying periods.

Audit worker treatment regularly

Conduct periodic reviews of pay, holiday entitlement, rest breaks and access to facilities for agency workers. Compare them to equivalent permanent staff to ensure parity is being met. Keeping an audit trail also strengthens your defence if a worker ever raises a claim.

Train line managers

Managers are often closest to agency staff and play a key role in day-to-day compliance. Training should cover how to integrate agency workers fairly, when to escalate concerns and what changes are required after 12 weeks. A lack of awareness at management level is a frequent cause of unintentional breaches.

Strengthen HR systems

Manual tracking and paper records make compliance difficult. Digital tools like HR software can automate much of the process, from flagging approaching qualifying periods to ensuring correct pay. Investing in better systems saves time, reduces risk and demonstrates that your organisation takes worker rights seriously.

Proactive compliance is always cheaper than fixing problems after the fact. By working transparently with agencies, training your managers and using the right digital tools, your business can protect itself from costly disputes while building trust with your temporary workforce.

AWR Compliance: Protecting People and Profit

Compliance with the Agency Worker Regulations is not just a legal obligation—it is a smart business strategy. By treating agency workers fairly from day one, businesses build trust, improve morale and attract high-quality temporary talent. Skilled workers are more likely to stay on assignments, reducing recruitment costs and minimising disruption.

Following AWR also protects your reputation. Agencies and hirers who fail to comply risk tribunal claims, financial penalties and negative publicity. Being known as a fair and compliant employer strengthens your brand and makes it easier to secure the best talent in a competitive market.

Equally important is operational efficiency. Clear processes, accurate record-keeping and the right digital tools ensure your business can track 12-week qualifying periods, manage pay parity and avoid accidental breaches. Employment Hero’s HR software and workforce management solutions make this simple, helping HR teams stay on top of compliance while reducing administrative burden.

Ultimately, AWR compliance benefits everyone. Workers feel valued and fairly treated, managers can operate with confidence and your business safeguards itself from legal and reputational risks while improving workforce productivity. With Employment Hero, managing compliance becomes a seamless part of running a modern, people-focused business.

Running a business in the UK is expensive. Between payroll, compliance, and employee support, costs add up quickly. But many employers are unaware that they can legally reduce these costs through government reliefs and tax-deductible expenses.

Two of the most important tools are employment allowances and employee expenses. Both can ease financial pressure on businesses and staff, yet they often cause confusion. This guide explains the differences, what you can claim, how to stay compliant with HMRC and the benefits for your business.

What are employment allowances and employee expenses?

What are employment allowances?

The Employment Allowance is a government scheme that reduces the amount of employer National Insurance (NI) contributions businesses must pay. Every employer who pays Class 1 NI for staff is required to make these contributions, but eligible businesses can cut their annual bill by up to £5,000.

This relief is designed to help small and medium-sized businesses invest more in growth and jobs instead of losing funds to payroll taxes.

What are employee expenses?

Employee expenses are the costs your staff incur while carrying out their role. These might be:

• Travel to temporary workplaces
• Accommodation and meals while away on business
• Tools or equipment needed for the job
• Business use of a personal mobile phone or internet connection
• Costs linked to working from home

Employers can reimburse many of these costs tax-free. If they do not, employees can sometimes claim tax relief for expenses of employment directly from HMRC.

Understanding the key differences

Although the terms sound similar, employment allowances and employee expenses serve very different purposes.

Employment Allowance is a direct saving for the employer. It reduces the amount of employer Class 1 National Insurance (NI) contributions you pay each year. For example, if your business pays £7,000 in NI contributions for staff, the Employment Allowance could reduce this bill by £5,000, leaving only £2,000 to pay. The benefit here goes straight to the business by lowering payroll costs.

Employee Expenses, on the other hand, are costs that employees personally incur while doing their job. These might include train fares to a temporary workplace, hotel stays for overnight business trips, or mileage if they drive their own car for work. Employers can reimburse these costs, usually tax-free, so staff are not left out of pocket. If an employer does not reimburse, employees can claim tax relief for expenses of employment directly from HMRC. The benefit here goes to the employee by reducing their personal tax burden or ensuring they are reimbursed fairly.

A simple way to think about it is:

• Employment Allowance = saving for the employer
• Employee Expenses = relief or reimbursement for the employee

Both mechanisms improve business finances in different ways. Employment Allowance reduces your fixed payroll costs, while reimbursing employee expenses keeps staff motivated, prevents disputes and avoids non-compliance with HMRC rules.

Employers who understand the distinction can benefit twice. By lowering their NI bill through the Employment Allowance and by building goodwill with staff through tax-efficient expense reimbursement.

Why this matters for employers

Getting employment allowances and expenses right brings three key benefits:

1. Lower business costs – The Employment Allowance can save up to £5,000 a year and reimbursed expenses can reduce corporation tax. Together, these savings ease financial pressure.
2. Better employee satisfaction – Covering costs like travel or uniforms shows fairness. Staff who feel supported are more engaged and less likely to leave.
3. Stronger compliance – HMRC has strict rules. Clear processes protect your business from penalties and reduce audit risk.

In short, these claims help businesses save money, retain staff and stay compliant.

Employment Allowance – what it is and how to claim

Who is eligible?

Not every employer can claim. The allowance is designed to support smaller businesses, so eligibility is based on the size of your NI bill. You can usually claim if your Class 1 NI liability was less than £100,000 in the previous tax year. Charities also qualify, but many public sector organisations do not unless they are charities themselves. If your business is part of a group of companies, only one company within the group can benefit from the allowance.

Generally, you can claim if:

• You are a business or charity paying Class 1 NI on employee wages.
• Your NI liability is below £100,000 in the previous tax year.
• You are not a public sector body (unless you are a charity).
• You are not already receiving state aid that restricts the allowance.

How much can employers save?

As of the 2025/26 tax year, eligible employers can claim up to £5,000 per year off their NI bill. This means that a small business with a modest payroll could completely remove its NI liability for the year.

A small employer with an annual NI liability of £3,800 would see their entire bill wiped out for the year. Larger businesses will not see the whole amount disappear, but the £5,000 reduction still provides meaningful relief. Over time, this can free up funds to reinvest in staff training, recruitment, or other areas of growth.

How to claim through payroll software or HMRC

Employers can claim the Employment Allowance through their payroll software or by using HMRC’s Basic PAYE Tools. All you need to do is submit the claim as part of your regular RTI (Real Time Information) submission. Once approved, the savings apply automatically against your NI bill.

For smaller businesses, there are also free payroll options that can help you manage the claim without extra costs.

Changes to employment allowance (April 2025)

From April 2025, HMRC is tightening the process to make sure only eligible employers are claiming. This will involve providing more detailed declarations and confirming that your NI liability falls below the threshold. Employers should check their payroll systems are updated to meet these requirements and ensure any state aid restrictions are considered before making the claim.

Handled correctly, the Employment Allowance is a quick win. It requires minimal administration and can create thousands of pounds in savings that directly reduce the cost of employment.

Tax-deductible employee expenses employers should know about

Understanding which expenses can be reimbursed tax-free or claimed for tax relief is vital for both employers and employees. These costs can quickly add up and handling them correctly ensures staff are not left out of pocket while keeping your business compliant with HMRC rules. Below are the most common categories of allowable expenses.

Flat rate expenses for employees

Certain professions qualify for flat rate expenses for employees, meaning staff do not need to keep receipts for every cost. HMRC sets industry-specific amounts to cover items like uniforms, specialist clothing, or tools.

For example, mechanics can claim a flat rate to cover the cost of buying and maintaining their tools, while nurses can claim a set amount for cleaning their uniforms. Employers can either reimburse these directly or guide employees to claim tax relief themselves. Flat rates simplify the process for both sides and ensure employees are fairly compensated for unavoidable work-related costs.

Mobile phone allowance

Mobile phone use is a common area of confusion. If an employer provides a company-owned mobile phone that is primarily for business use, this is not treated as a taxable benefit. If employees use their personal phones for work, employers can reimburse business-related calls or data charges. However, only the business portion of the bill qualifies for tax exemption.

Because personal and work use can blur, it is advisable for businesses to put a clear telephone, mobile and internet policy in place. This reduces the risk of overclaiming and ensures both employer and employee understand what is covered.

Meal and accommodation allowances

When employees travel for work, employers can cover the cost of meals and accommodation without creating a tax liability. This typically includes:

• Hotel costs for overnight stays.
• Daily meal allowances (sometimes called per diems).
• Subsistence expenses during long business trips.

These costs must be “reasonable” and directly linked to business travel. For instance, paying for dinner during a work trip qualifies, but covering the cost of an employee’s family meals would not.

Homeworking expenses

Remote and hybrid working have made homeworking expenses more relevant than ever. Employers can pay a fixed weekly amount of £6 tax-free to staff working from home to cover increased utility bills. Alternatively, they can reimburse actual additional costs, such as electricity or broadband charges, if backed by receipts.

If employers do not reimburse, employees may be able to claim tax relief directly from HMRC. This has been particularly valuable since COVID-19, when many employees moved to permanent homeworking arrangements.

Travel and mileage expenses

Business travel is one of the most frequently claimed expenses. Employees who use their personal vehicle for work can be reimbursed using HMRC’s Approved Mileage Allowance Payments (AMAP):

• 45p per mile for the first 10,000 miles.
• 25p per mile for every mile thereafter.

These rates cover fuel, wear and tear and general vehicle costs. Journeys to and from a permanent workplace are not allowable, but trips to temporary worksites, client meetings, or training events usually qualify. Public transport fares, parking fees and tolls for business travel can also be reimbursed tax-free.

Reimbursing employee expenses

Employers must handle expense reimbursement carefully to stay compliant. If a payment is not handled correctly, it can become taxable as a Benefit in Kind. To prevent this, reimbursements should always be:

• Directly linked to business activity.
• Supported by receipts or mileage logs.
• Processed through compliant payroll systems.

Using digital payroll software makes it easier to manage expenses accurately, cut down on admin errors and ensure HMRC rules are followed.

HMRC rules and compliance essentials

Getting employment allowances and employee expenses right is not just about saving money, it’s also about staying on the right side of HMRC. The rules are strict and mistakes can lead to penalties or repayments. Employers need to understand what HMRC considers allowable, the risks of mismanagement and when expenses cross the line into taxable benefits.

Allowable expenses for employees: HMRC guidance

For an expense to be allowable, HMRC requires it to be “wholly, exclusively and necessarily” incurred in the performance of the employee’s duties. This means:

• Wholly – the expense must be entirely for work, with no personal benefit. For example, a train ticket to a client meeting is allowable, but a season ticket that also covers personal travel is not.
• Exclusively – the cost must only relate to the job. A business suit does not qualify because it could be worn outside of work, but specialist safety clothing does.
• Necessarily – the expense must be essential to carry out the role, not just convenient. An employee choosing to stay in a luxury hotel instead of a standard business hotel may not qualify for full reimbursement without creating a taxable element.

Employers should keep detailed records of all reimbursed expenses and refer to HMRC employee expenses guidance when in doubt.

Avoiding common pitfalls

Many businesses fall into traps when it comes to expenses and allowances. Some of the most frequent issues include:

• Overclaiming – reimbursing costs that are partly personal, such as paying for a family meal during a business trip.
• Incorrect classifications – treating something as a tax-free expense when it should be reported as a Benefit in Kind. For example, reimbursing home broadband when the employee already had it for personal use.
• Poor record keeping – failing to keep receipts, mileage logs, or written policies can cause HMRC to challenge claims. Even if the expense itself was valid, a lack of evidence can lead to penalties.
• Not updating payroll processes – failing to apply the Employment Allowance correctly, or missing HMRC updates (like the April 2025 changes), can result in underpayments or non-compliance.

When do expenses become reportable benefits?

A key compliance challenge is knowing when an expense tips over into a Benefit in Kind (BIK). A BIK is anything provided to employees that gives them a personal benefit beyond their job role. These must be declared to HMRC, usually via a P11D form or through payrolling benefits in kind.

Examples include:

• A company phone used mainly for personal calls (BIK) versus one used primarily for business (allowable).
• A hotel bill for a work trip (allowable) versus adding spa treatments or family accommodation (partly a BIK).
• Paying a flat-rate homeworking allowance (allowable) versus covering the cost of an entire broadband package already in use for personal reasons (likely a BIK).

If an employer misclassifies expenses, HMRC can demand backdated tax and National Insurance contributions, along with fines and interest. This makes it critical to set clear policies, educate employees about what qualifies and use accurate payroll compliance systems.

Handled properly, expenses and allowances reduce costs and support staff. Handled poorly, they can trigger penalties, strain cash flow and damage employee trust.

How claiming expenses and allowances benefits your business

Employment allowances and employee expenses aren’t just about staying compliant, they can deliver measurable financial and people-focused benefits to your organisation. Businesses that use these reliefs well often find they save money, retain talent and avoid unnecessary HMRC challenges.

Cost savings through NIC and tax relief

The most immediate benefit is cost reduction. The Employment Allowance alone can save up to £5,000 per year on Class 1 National Insurance (NI) contributions. For small businesses, this can wipe out the entire NI bill. For example, a company with an annual NI liability of £3,800 would pay nothing after applying the allowance.

Expense reimbursements also have financial benefits. When handled correctly, many reimbursed expenses are tax-deductible for corporation tax, reducing the amount of profit subject to tax. For instance, reimbursing £10,000 in genuine travel expenses could save a company up to £2,500 in corporation tax (based on a 25% rate). Over time, these savings can fund growth, training, or even salary increases.

Boosting employee satisfaction and retention

Employees who are supported with fair reimbursement are more likely to feel valued and stay with the business. Covering costs like uniforms, meals during travel, or homeworking allowances prevents staff from dipping into their own pocket for work-related expenses.

This fairness builds trust. Staff see the company as transparent and supportive, which has a direct impact on morale. Happier employees are also more engaged, more productive and less likely to seek other opportunities. In industries with high staff turnover, even small gestures like covering mileage or reimbursing subsistence costs can make a noticeable difference.

Staying compliant and audit-ready

Another benefit is risk reduction. HMRC frequently checks businesses for errors in expense reimbursement or Benefit in Kind reporting. Employers with strong systems in place — supported by digital payroll compliance tools — can demonstrate that their claims are accurate and legitimate.

Good compliance practices mean:

• You can provide receipts, mileage logs and policies instantly if HMRC requests them.
• You avoid penalties, backdated tax, or reputational damage.
• You spend less time resolving disputes and more time focusing on growth.

Ultimately, effective use of expenses and allowances protects your finances, strengthens employee relationships and keeps your business running smoothly.

Types of employee expenses and allowances

The following table summarises the most common types of employee expenses and allowances, how HMRC treats them and the benefits for employers.: 

Make payroll work harder for your business with Employment Hero

Employment allowances and employee expenses can seem complex, but the savings and compliance benefits are worth the effort. By understanding what you can claim and making sure your processes are HMRC-compliant, you can reduce your NI bill, lower corporation tax and support your employees more effectively.

The easiest way to manage this is with the right tools. With Employment Hero’s payroll software, you can automate claims, process reimbursements correctly and stay compliant without adding to your admin load. If you’re not ready to commit, you can even try our free payroll option to see how simple it can be.

Don’t leave money on the table. Review your current approach to expenses and allowances today and make sure your business is taking advantage of every relief available.

Call me John ‘geek’ Robins, but I love doing my tax return.

Stand-up comedy’s small gain may well have been accountancy’s great loss. It appeals to the part of my brain that likes neatness and order.

I love making everything add up, I love its rules and quirks.

In a job where success or failure hangs in the balance, I’m safe in the knowledge that I can claim 45p per mile for petrol whether the audience laugh or not.

But I also understand that many people find tax confusing. 

The good news is there’s plenty of help available. All you need are the right tools for the job, and your neighbourhood tax enthusiast John Robins to translate troublesome tax terms into plain English.

Here’s what I cover in this article:

Making Tax Digital (MTD)

My VAT return used to take me weeks to sort. I had spreadsheets and notebooks all over the place.

Tracing steps back to a mistake, or finding out why two numbers didn’t add up was a nightmare. If I lost a receipt, well, I could kiss that night’s sleep goodbye.

Making Tax Digital is a government initiative to make the process of maintaining and submitting your tax information easier, and crucially, quicker.

Since 1 April 2022, all VAT registered businesses have been required to maintain digital records that update and store all the relevant VAT tax data in one place.

And if the idea of a ‘digital record’ sounds vague and complicated, that’s what accounting software is there for: just enter your transactions and let the tech do the rest for you.

Making Tax Digital for Income Tax

The best way to relieve that tax stress is to keep up to date with your records and be plugged in to how your business is doing in real time.

If you’re a self-employed business owner or landlord with a total income of over £50,000 a year, from April 2026, you’ll need to submit quarterly updates about your business income and expenses as part of Making Tax Digital (MTD) for Income Tax.

The same goes for those earning over £30,000 from April 2027, and then those earning over £20,000 as of April 2028.

“What?” I hear you cry, “Four returns a year?”

Fear not.

When you’re set up with the right accounting software, that entire process boils down to just a few clicks of a button every quarter, rather than one heavy, stressful lift at the end of the year.

Phew!

It may also mean one quick email to your accountant every quarter, as opposed to one big email and bags full of receipts at the end of the year.

My accountant is well used to getting daily emails from me about the latest trends in taxation—it’s his cross, and he bares it with quiet dignity.

Agent authorisation

As part of MTD for Income Tax, you can authorise someone else, such as an accountant and/or bookkeeper, friend or relative to deal with HMRC for you.

It’s quick and easy to do—just send them a link via the HMRC website and once they’ve completed the authorisation steps, they can act on your behalf.

Think of it as an online handshake, a bit of digital delegation.

Tax return 

What is a present without a fancy bow? Well, it wouldn’t be a satisfying year of online accounting without being able to sign off the whole thing, punching the air.

And that’s what you can do when you submit your digital tax return, which is also part of MTD for Income Tax. This used to be called the Final Declaration, but HMRC has dropped that terminology now. (For what it’s worth, it’s also dropped entirely the concept of End of Period Statements (EOPS), so you can forget about ever having heard of that.) 

As with Self Assessment, the digital tax return brings together all the information about your income, expenses, and reliefs into one final hurrah. If that sounds a little intimidating, don’t worry.

That accounting software we talked about earlier does all that.

So, if you’re already set up, it’s just another click of a button and a job well done. All you have left to do is party like it’s 6th April.

Some tax terms and what they mean (in plain English)

Value Added Tax (VAT)

VAT is a tax added to most products and services sold by VAT registered businesses.

It is literally a tax on value. But the rates and things it applies to vary, so your lunchtime meal deal has no VAT, but your tank of petrol does (20%).

Your train ticket has no VAT, but the gas you use to heat your home does (5%). Believe it or not, the pasty you buy from your local deli has been through five tests to see if it meets the criteria for VAT, so that’ll vary depending on how it’s cooked, stored, advertised and served.

You don’t need to know the intimate history of every pasty you buy, but the receipt must tell you how much VAT has been charged.

Once that info is in your accounting software, it’ll help you do the rest. 

Pay As You Earn (PAYE)

This is the bit of your monthly payslip that puts a grimace on your face.

Six months into being self-employed, I would yearn for those calculations to be made by some accounting whizz.

PAYE is basically an automatic deduction made from your wages before they get to you. It stands for Pay As You Earn, and means the money you earn that is owed for income tax, National Insurance, and student loan repayments.

In other words, the money that doesn’t make it into your pocket before it’s passed on.

And while this may seem annoying, it saves you doing a tax return every year and, crucially, protects you from the awful realisation you’ve spent all that money when the bill comes—a lesson hard learned in my case.

People who don’t have tax deducted through PAYE tend to be self-employed and are responsible for calculating what they owe themselves.

But this doesn’t have to be stressful with the help of good software and a trusted accountant by your side.

Tax year

Why does the UK tax year run from 6 April?

It’s actually quite interesting—if you find tax years interesting. For that, I’m guilty as charged.

In the Middle Ages, our tax year used to run from Lady Day, a religious festival that takes place on 25 March. In 1752, it moved to 5 April when we changed from the Julian to the Gregorian calendar. But it had to be moved to the 6^th in 1800 because the leap years didn’t quite add up.

That said, the UK is a bit of an exception having the tax year start on 6 April. In fact, we’re the only country in the world that uses these dates.

So, if you find it frustrating or unusual, you’re not alone.

Most countries’ tax years follow the calendar year, which seems simpler. But I’m not sure the ‘New Year’s Eve Tax Return Party’ would really catch on here. 

Gross and net income

Let’s say you’re making some delicious jam tarts for your family because if you’re being honest, they’re easy and you’ve run out of ideas. But not every grain of flour and bit of raspberry will end up on their dessert plates.

When you came back from the supermarket with all the shopping, you had the gross ingredients. But when you made the jam tarts, some flour might have spilled out of the bowl.

You didn’t use all the jam. And there was some leftover dough. What comes out of the oven is the net profit of those gross ingredients. 

It’s the same with your earnings and income.

Your business might have lots of income streams, invoices paid, products sold, interest, capital gains, even tips. These are the ingredients. When you add all these up, it’s your gross income, or turnover.

But if you were taxed just on that, it wouldn’t be fair, because providing those products and services costs you money. Things like petrol, packaging, utilities, and the subscription to your accounting software.

Working out what costs can and can’t be claimed back is something an accountant can help you with. The figure left over when you’ve removed all the costs from your gross income is your net income, and that’s the figure you pay tax on.

Final thoughts

Your taxes don’t have to be taxing. Using a few expert tips and some slick accounting software, you can save time and more importantly, cut some stress out of your life.

And that’s my kind of punchline.

Editor’s note: This article was first published in December 2022 and has been updated for relevance.

Making Tax Digital (MTD) is the UK government’s flagship programme to make it easier for businesses and individuals such as sole traders to get their tax right.

As you might guess from the name, it does this by legislating the digitalisation of tax data and submission.

The next legislation to come into effect will be MTD for Income Tax in April 2026.

In this article, we answer questions that you, as a sole trader, may have around this, and what it means for your business finances.

What is Making Tax Digital for Income Tax?

Making Tax Digital (MTD) is part of HMRC’s digital transformation of the tax system, and it comes into effect from April 2026 for businesses such as sole traders and landlords that have gross income over £50,000.

As of April 2027, it affects those with gross income over £30,000, and as of April 2028, it affects those with gross income over £20,000.

It will become a legal requirement for those within scope and changes how they inform HMRC about their business income and expenditure for income tax purposes. As its name suggests, the main concept is that you must digitalise your taxes.

What are the benefits of MTD for Income Tax?

As a sole trader, you’ll find that MTD for Income Tax will make it much easier to keep on top of your tax obligations.

By using MTD-compatible software, you’ll get benefits beyond simplifying basic accounting tasks.

Leading solutions give you:

• The ability to keep digital records and submit tax returns digitally, reducing human error.
• More visibility of cash flow.
• Improved awareness of your estimated tax liability throughout the year, helping you set aside the appropriate amount and avoid unexpected bills.
• Access to technologies such as artificial intelligence (AI) to automate tasks, which means less time on admin and more doing what you love.
• An understanding of your financial position and performance any time, so you can make smarter decisions faster.
• The ability to spot accounting mistakes sooner with more regular checking of data.
• Better collaboration by connecting software to your accountant’s system.
• The ability to easily capture and digitise receipts using mobile apps.

What are the latest developments around MTD for Income Tax?

HMRC is now gearing up its resources for the initial launch of MTD for Income Tax in April 2026 and it’s unlikely there will be any major changes from this point onwards.

The most recent change to its requirements came with the Spring Budget in March 2025, when the government announced the MTD for Income Tax threshold for inclusion would drop to £20,000 as of April 2028. This means anybody who’s using Self Assessment that reveals gross income of over £20,000 will need to follow the MTD for Income Tax rules.

There have been a number of delays and changes to MTD for Income Tax over the years since its announcement.

Some requirements that had previously been part of MTD for Income Tax – such as the End of Period Statements (EOPS) – have been dropped entirely. Requirements for partnerships have also been removed from the current requirements.

What is the MTD for Income Tax timeline?

MTD for Income Tax will be introduced from April 2026, for sole traders and landlords with gross income over £50,000. From April 2027, the threshold lowers to those earning over £30,000. Then from April 2028, the threshold lowers to £20,000.

In other words, and assuming you’re registered for Self Assessment as a sole trader or landlord, you will have to follow the MTD for Income Tax rules as of the following dates:

• April 2026: If you have gross income over £50,000 in the 2024/25 tax year and subsequent tax years.
• April 2027: If you have gross income over £30,000 in the 2025/26 tax year and subsequent tax years.
• April 2028: If you have gross income over £20,000 in the 2026 /27 tax year and subsequent tax years.

When does MTD for Income Tax start for sole traders?

In general terms, sole traders with gross income over £50,000 will have a start date of 6 April 2026, and those with gross income over £30,000 will start in April the following year (2027).

Those with gross income over £20,000 will start as of 6 April 2028.

The government has said it’s consulting about introducing MTD for Income Tax for gross incomes lower that £20,000 but it has not yet made any announcements.

Who will be affected by MTD for Income Tax?

MTD for Income Tax will change how millions of sole traders and landlords handle their income tax.

However, it’ll only apply those who have income above £50,000 (then later, £30,000 and £20,000) across their businesses or properties.

If your income from these sources is below the thresholds, you will continue using the existing Self Assessment system until such time as you reach the thresholds. You’ll then have to use MTD for Income Tax when HMRC tells you to, based on your existing Self Assessment tax return.

This threshold applies to gross income or turnover, not profit, and applies to the total gross income if you have more than one trade or property business.

Am I excluded from the MTD for Income Tax requirements? Or can I opt out?

It’s not possible to opt out of MTD for Income Tax if it applies to you.

However, you won’t be required to follow the MTD for Income Tax rules if any of the following apply:

• It’s not reasonably practicable for you to use digital tools to keep business records or submit quarterly returns due to age, disability, remoteness of location or any other reason (often referred to as ‘digital exclusion’).
• You are subject to an insolvency procedure.
• Your business is run entirely by practising members of a religious society or order whose beliefs are incompatible with using electronic communications or keeping electronic records.

If any of the above apply, you’ll need to apply to HMRC to claim an exemption, with HMRC having 28 days to either grant or deny the application.

Other exemptions from MTD for Income Tax include these groups:

• Trusts
• Estates
• Trustees of registered pension schemes
• Non-resident companies.

Furthermore, you are automatically excluded if any of the following applies to you:

• You don’t have a National Insurance (NI) number as of 31 Januaary before the tax year begins. As soon as you get an NI number, however, you will be expected to follow the rules if they apply to you.
• Your only income is qualifying care income from your work as a foster/shared lives carer.

If either of the above applies then you should not need to apply to HMRC for exclusion.

I am already exempt from MTD for VAT. Am I exempt from MTD for Income Tax?

Yes, if HMRC has granted you exemption from the MTD for VAT requirements for reasons of digital exclusion then this should be automatically carried across to any MTD for Income Tax requirements.

What is a sole trader, and am I one of them?

If you run your own business as an individual (not through a company) and work for yourself, you are a sole trader.

If you make more than the trading allowance of £1,000 this way, you’ll need to pay taxes and National Insurance to HMRC each tax year on the gross income.

You might be a full-time sole trader, such as a tradesperson. You might be a freelancer, or even somebody who’s otherwise employed but has a side hustle that generates an income.

However, the rule is simple: if your income is above the £1,000 trading allowance then you need to register with HMRC and are considered a sole trader.

Furthermore, you must register with HMRC to use the Self Assessment tax system and file an annual Self Assessment tax return, which shows how much you’ve earned, and how much you’re claiming as allowable expenses, and what tax is therefore payable on what’s left over (that is, the profits).

Making Tax Digital for Income Tax replaces Self Assessment for any sole traders and landlords who fall within its scope.

However, there is one exception: if you’re just starting out as a sole trader or landlord, you need to register for Self Assessment first, and will not go straight to following the MTD for Income Tax rules. HMRC will subsequently write to you if you need to register for MTD for Income Tax. They will base this decision on your gross income details provided via your Self Assessment tax returns.

What is MTD ITSA?

MTD ITSA is just another name for MTD for Income Tax. In full, the acronym refers to Making Tax Digital for Income Tax Self Assessment.

MTD ITSA is an older way of referring to MTD for Income Tax, and is no longer used.

Simlarly, you may see sources referring to MTD IT, or MTD for IT. Again, this is not a widely used or an official term.

What are the MTD for Income Tax rules for self-employed sole traders?

Here’s what MTD for Income Tax requires of you.

MTD for Income Tax scope

For the first phase, the majority of self-employed sole traders whose business gross income is above £50,000 will be required to use compatible software for their income tax accounting starting on 6 April 2026.

It’s important to note that it’s the gross income that counts.

For example, if you were to make £45,000 income from your sole trader business and £6,000 from rental income on property you own, you’d need to follow the MTD for Income Tax rules as of April 2026 because your total gross income of £51,000 is above the £50,000 threshold.

Digital record keeping requirements

Eligible businesses and landlords will be required by law to keep digital records of all income and expenses using MTD-compatible software.

Those that aren’t doing this already will need to purchase or acquire a free version of software in order to comply.

Sage Accounting Individual Free is ideal for non-VAT registered sole traders with basic tax requirements, who want to simplify manual record keeping and taxes.

If you’re already using a cloud accounting software subscription there’s a good chance it will be updated in time for MTD for Income Tax, if it hasn’t already. If you’re using older desktop software then you should enquire with the software vendor about compatibility well ahead of time, and potentially allow sufficient time to switch to different software.

Quarterly updates

Under the MTD for Income Tax rules, an update for each business you own must be sent to HMRC via software every three months (or more frequently if you choose to).

In other words, you will need to send HMRC updates by 7 August, 7 November, 7 February and 7 May each for each business, as well as for property income.

If you run a sole trade business and also let a property, as an example, you will need to provide two updates every three months – one for your sole trade business, and one for your property income.

Software will take care of this for you, however, turning it into a one-click or one-tap procedure once you’ve reviewed the details. This is why it’s vital to not just get good quality accounting software but also ensure you use it regularly to manage your business income and expenses (e.g. issuing invoices via email complete with a Pay Now button, as is possible within Sage Accounting).

Quarterly updates means HMRC can provide a more up-to-date estimate of how much tax you owe.

But this will only be based on the information you provide, so won’t take into account any adjustments that you make at the year-end for assets or reliefs.

Since the updates don’t include a declaration from you, there aren’t any penalties for inaccuracy.

Yearly tax return

By 31 January following the end of the tax year, you need to use software to view the final income tax estimate calculated by HMRC, which includes details of the income, expenses and allowances you’ve told it about.

This was formerly called the Final Declaration, but that title is no longer used.

Your accountant might make corrections or adjustments at this point too.

You’ll then need to legally declare – via the tax return in the software – that you’ve provided HMRC with all the information it requested and that you agree with its income tax calculation.

This tax return brings together all information on your sole trader businesses and properties provided via the quarterly updates, as well as information on other sources of income that fall outside of MTD, such as dividends and interest.

The tax return applies to individuals, and not to individual businesses and/or property income, so you’ll only submit one each tax year.

Of course, you should also pay any outstanding tax liability by 31 January each year.

How to prepare for MTD for Income Tax with 3 simple tips

Getting prepared early will bring you the benefits of digitalising your tax sooner.

Here are three tips to help you get started:

1. Work out if MTD for Income Tax will apply to you

You’ll need to be already registered for Self Assessment for MTD to apply to you.

Whether it does or not is simple to work out: take your gross income from any sole trader business(es), plus any rental income from property you own.

If this, when combined, is above £50,000 for the 2024/25 tax year, you’ll need to register for and comply with MTD for Income Tax from April 2026.

If this gross income is below £50,000 but above £30,000 as of the 2025/26 tax year, you’ll need to comply from April 2027.

And if it’s below both £50,000 and £30,000, but above £20,000 as of the 2026/27 tax year, you’ll need to comply as of April 2028.

If you’re just starting out as a sole trader or landlord then will not go straight to MTD for Income Tax, even if you’re sure your gross income will mean you should. You should register for Self Assessment and follow its rules. HMRC will inform you if you need to register for MTD for Income Tax.

2. Look at your business admin. How much of it is compatible with MTD for Income Tax’s requirements?

For example, how much paperwork do you continue to rely upon?

Even spreadsheets might present issues when it comes to MTD for Income Tax – think deleting entries accidentally, mistyping, overwriting the contents of a cell, plus the need to be able to make those quarterly updates and final tax return.

3. Start your digitalisation process as soon as possible

To avoid admin overload, aim to be up and running with your new accounting solution well ahead of MTD for Income Tax coming into force.

Doing so will put you in the best position to firmly establish new working practices.

In addition, speak to your accountant, if you have one, to get advice and see what changes they’re planning and implementing.

If you use cloud accounting software, you almost certainly already meet the required criteria for digital record-keeping – and feature updates for quarterly updates and the digital tax return may already be present (such as with Sage Accounting).

If so, it’s possible all you’ll need to do for the 2026/27 tax year is to register for MTD for Income Tax, then activate it within your accounting software as directed by HMRC and your software vendor.

However, if you use spreadsheets, paper or a desktop accounting software package for your accounting, you’ll need to start making preparations earlier.

MTD for Income Tax: Self-employed and sole trader FAQs

Will a sole trader still be able to file paper Self Assessment returns under MTD for Income Tax?

MTD for Income Tax is entirely digital, so it is not possible to send HMRC a paper tax return.

If your income is below £20,000, MTD for Income Tax won’t apply to you and you’ll be able to continue filing your Self Assessment return in the same way as usual, following the same rules. This includes n option to send HMRC a paper Self Assessment tax return, so it’s received by 31 October each year.

Similarly, if you’re just starting out as a sole trader or landlord then you’ll need to register for Self Assessment and only register for MTD for Income Tax when HMRC writes to you to say you must. Therefore, you will be able to use a paper tax return.

Can a sole trader still handwrite or print invoices under MTD for Income Tax?

Yes, you can still create paperwork.

But the data will either have to already be in your digital accounting records (e.g. you’re printing an invoice for posting out from within your accounting software), or you should transfer the details to your digital accounting records as soon as you can.

Any relevant tax data that only exists on paper is legally required to be digitised ahead of each quarterly update.

Using a modern accounting software solution will ensure your accounting records are being kept digitally in any event, even if you or your clients/customers still have a need for paperwork.

Can a sole trader use spreadsheets for MTD for Income Tax?

MTD for Income Tax requires you to make quarterly updates and submit a tax return digitally. It’s hard to see how this can be achieved in a user-friendly way with a spreadsheet.

Spreadsheets are handy tools but they have limitations.

For example, you must keep your accounting records for at least five years, and it’s easy to accidentally delete a spreadsheet file or overwrite its contents.

If you do this with a spreadsheet containing your historic MTD for Income Tax accounting, you could be liable for a fine.

There are also issues around what HMRC calls digital linking, which is where your accounting data is digitally linked so the information is automatically transferred between systems.

As was the case with MTD for VAT, it’s expected that manually copying and pasting tax accounting data from one place to another will not be allowed and could result in a penalty.

What software does a sole trader need for MTD for Income Tax?

You’ll need to use MTD for Income Tax-compatible software to store digital records, send the required information to HMRC, view HMRC’s estimate of the final tax bill, and send a tax return.

According to TechRadar: “The best route to take for making the whole tax filing process even easier is to select a comprehensive accounting solution” – and it’s chosen Sage Accounting as the ideal choice.

Most cloud-based small business accounting software will be updated in time for MTD for Income Tax. If you use desktop software, you’ll need to ensure it’s updated in time, or investigate how to integrate it with bridging software.

You may find some older software simply won’t be updated, so you might need to change to a newer package or software provider.

Allow time for this to take place well ahead of the April 2026 implementation date.

If you use a spreadsheet for your accounting, see “Can a sole trader use spreadsheets for MTD for Income Tax?” above.

If a sole trader has already registered for MTD for VAT, do they need to register for MTD for Income Tax?

Yes. Even though both schemes require you to send information digitally to HMRC, they are still separate, requiring their own sign ups and different approaches.

Can my accountant sign my sole trader business up for MTD for Income Tax?

Yes. You should speak to them about this well ahead of time.

An accountant will be able to prepare and submit quarterly updates on your behalf, and prepare the tax return for you to sign.

Even though the accountant handles these for you, you must use software for your accounting, and keep your accounting relating to sole trader or landlord income digitally.

Can a sole trader opt-out of MTD for Income Tax?

No, MTD for Income Tax is not optional if you fall within its scope (that is, you’re a sole trader and/or landlord with an income over £50,000 in 2026, over £30,000 in 2027, or over £20,000 in 2028).

But it’s possible to apply to be digitally excluded if you have a good reason – see “Will a sole trader still be able to file paper Self Assessment returns under MTD for Income Tax?” above.

Can a sole trader deregister from MTD for Income Tax?

Yes. If a taxpayer’s turnover/gross income falls below the two thresholds, they can stop complying with requirements.

To avoid having to exit and re-join if their turnover fluctuates, the requirements only stop applying after three consecutive years of income dropping below the threshold. Taxpayers can also stop complying if their business permanently ceases.

Editor’s note: This article was first published in August 2021 and has been updated for relevance.

AI is everywhere.

Chances are, you’ve already used a generative AI tool such as OpenAI’s ChatGPT, Anthropic Claude, Google Gemini, or Microsoft Copilot.

Even if you haven’t, you probably talked to a techie who’s raved about it as the best thing since sliced bread.

And yay! You can write nice-sounding poems in seconds, generate a holiday itinerary, or even dream up recipes based on what you have in your fridge.

But let’s be perfectly honest here.

• If you run a café, a plumbing business, or even a small accountancy firm, how much does that help you?  

• You don’t need generative AI to write you a sonnet, and it won’t help you serve customers, so what use is it?

Here’s the truth.

The real value for your small business lies away from prompts—it’s in the ways AI can free up time, help you get paid faster, and keep customers happy.

That means moving away from chatting about your day with your enthusiastic electronic friend. You want tools that watch your workflow, highlight what matters, and act fast—with your sign-off.

That’s where the next wave of AI comes in: agentic AI.

Unlike tools that only respond when you ask, agentic AI can plan, act, and adapt. Think of it less as a clever toy and more as a digital teammate that takes work off your plate.

For small businesses, this shift matters.

• You’ve got limited staff, stretched budgets, and countless demands on your time.
• Imagine if some of that admin and decision-making disappeared?

That’s the promise of agentic AI.

This article is the final part of our three-part series on agentic AI.

If you missed the earlier pieces, start with Agentic AI explained: A smarter future for high-performing finance teams and Authentic intelligence in action: How agentic AI will shape the accountant’s future.

Here’s what we’ll cover:

What is agentic AI (and why should your small business care)?

Think of agentic AI as AI that doesn’t just sit around waiting for you to ask it something.

It’ll get up off the sofa and do jobs for you.

• Old-school generative AI = “Ask me a question and I’ll answer.”
• Agentic AI = “I noticed your invoices are overdue, I’ve drafted polite reminders, and I’ll send them if you say yes.”

How would this work in practice?

• For a café, that might mean automatically spotting when stock is running low and nudging you to reorder.

• For a plumbing business, it might mean scheduling jobs and sending reminders to customers.

• For an accountancy firm, it could be auto-flagging clients who are late with their records.

In short, it’s less about poems and prompts and more about digging out time for the important things.

3 ways agentic AI could transform your small business

1. Better calls without the guesswork

Running a small business often means making calls based on gut feel. Sometimes it works, sometimes it’s a gamble.

Agentic AI can crunch your numbers in the background and suggest practical next steps—the sort of insights you would have needed a data team and a bundle of cash for.

Picture your AI tool proactively reviewing your finances and coming back with insights like:

• “Sales dipped 10% this week. Here are three low-cost ideas to win customers back.”

• “Your overheads are creeping up. Shall I suggest where to cut back?”

The payoff

Less guesswork and more clarity, and you won’t have to stay up till midnight wrestling with spreadsheets.

2. Cut the admin, stay in control

If there’s one thing every small business owner hates, it’s paperwork. Invoices, expenses, scheduling, chasing clients—your list never ends.

Agentic AI can take over repetitive tasks, working in the background to keep your business running smoothly.

Let’s see how an agentic AI tool could work for you:

• Receipts → cash flow: you snap a receipt, the AI tool logs it, updates your budget, and feeds your cash flow forecast.
• Cash flow → marketing: if revenue looks tight, your AI drafts a quick promo post and schedules it at the best time.
• Sales → invoices: the AI issues invoices for jobs, then chases late payments with friendly reminders.
• Learning: next time, it already knows which posts worked best and which customers usually need a nudge.

That’s one joined-up loop: less admin, faster payments, and more focus on your customers—with you in control at every step.

Think of it as a digital assistant who does the legwork but always checks in before making big decisions.

Why it matters

A few hours a week freed up can be spent winning new customers, building relationships, or simply taking a well-deserved break.

3. Advice that fits your business

Your small business is unique, but tech tools often treat you like just another user.

Agentic AI can learn from your habits and adapt to your work style. It could:

• Spot that stock on a bestselling product is running low and suggest a reorder before you sell out.
• Notice that you tend to forget tax deadlines and sends you nudges well in advance.
• Understand your preferred tone when responding to customers and drafting replies that sound like you.

Why it matters

Instead of a one-size-fits-all app, agentic AI gives you personalised support— like having a business advisor who “gets” you.

Start small: Simple ways to try agentic AI now

The good news is you don’t need to wait for the “future” to benefit from agentic AI.

Many small-business-friendly tools already include agentic features.

• Accounting and bookkeeping software automatically categorises expenses, flags anomalies, and reminds you about deadlines.
• CRM systems: score leads, suggest follow-ups, and schedule outreach.
• Marketing platforms: draft posts, recommend campaigns, and track performance in real time.

The best way to start is small:

1. Pick one process that eats up your time (such as chasing invoices or expense tracking).
2. Try an AI-powered tool that tackles just that problem.
3. See how it works for you—then expand gradually.

Building trust in AI is like hiring a new staff member.

Start with small tasks and grow the relationship from there.

What agentic AI could mean for tax and compliance

Agentic AI could reshape the next phase of Making Tax Digital (MTD) for Income Tax with quarterly updates and stricter compliance checks.

Traditionally, your accountant spends hours chasing records, checking eligibility, and drafting service proposals. With agentic AI, much of that could be automated.

For example, tools could:

• Monitor client submissions and flag missing or late data.
• Draft tailored MTD service proposals automatically.
• Handle client Q&A inside a portal, storing everything for compliance.

Why it matters

Less admin on your side, faster proposals from your accountant, and more time for them to focus on the advice that really helps your business grow.

The future: Authentic intelligence for small businesses

There is a catch: your small business needs AI you can trust.

You don’t want a black box making decisions behind your back.

You want tools that are transparent, explain their reasoning, and fit the messy, real-life reality of running a small business.

That’s where the idea of authentic intelligence comes in—combining AI’s power with the common sense, empathy, and insight only humans bring.

AI done well works alongside you as a dependable digital teammate—making your day easier, decisions sharper, and customers happier.

Want to know more? Read the Practical ways to use AI in your small business

Agentic AI might sound like a weird, futuristic, far-off thing, but it’s already here in small ways.

The sooner you try it, the faster you’ll see what it can do for you.

Want to see practical AI tools and strategies in action?

Read our Practical ways to use AI in your small business ebook.

You surely put a lot of effort into hiring well-qualified, trustworthy staff.

But that doesn’t mean you should neglect tasks like tracking attendance or ensuring compliance with labour laws.

Optimising your staffing resources of course plays a role in boosting productivity, but it can also be the key to enhancing employee satisfaction.

Today, we’ll see how the right workforce management (WFM) system can streamline your operations, reduce administrative burdens, and keep teams engaged.

Here’s what we’ll cover:

What is the meaning of workforce management?

Workforce management, or WFM, refers to the systems and strategies you use to organise your people.

It covers day-to-day operations and processes like scheduling, tracking time, and managing workload.

But it also supports longer-term goals like improving team productivity and staying compliant with employment laws.

With WFM, you ensure the right people are working at the right time, in the right place, and doing the right tasks.

The aim is to maximise efficiency without overloading your team.

WFM practices do this by aligning staffing levels with demand, automating routine admin tasks, and giving managers real-time visibility into team performance.

It’s worth noting that workforce management and workforce planning are not the same thing.

Workforce planning focuses on preparing for future needs—things like forecasting staff levels or identifying skills gaps.

Workforce management is what puts those plans into action. It’s more a case of using real-time tools to manage your staff today.

WFM solutions can help you streamline tasks like rota creation, shift swapping, and holiday tracking, making life easier for both you and your team.

What does a workforce management system do?

Let’s expand on the above explanation of how a WFM system maximises team efficiency.

There are many everyday staff operations where these tools make life easier.

A workforce management system automates tasks that usually take hours—like creating rotas, tracking absences, approving holiday requests, and processing payroll data.

With less manual work, there’s more time to focus on leading your team and growing the business.

Automation also means fewer errors, because your WFM system connects smoothly to your HR and payroll software.

It shares pre-approved data—like attendance records and approved leave—so employee records stay up to date across systems.

This is especially helpful when it comes to timesheets and pay, where small mistakes in recorded hours can lead to overpayments, disputes, or compliance issues.

Accurate time tracking is one of the system’s most useful features.

Whether your staff are paid hourly or salaried, the software reliably logs hours worked, breaks taken, and overtime undertaken.

This helps you stay compliant with employment laws, such as limits on working hours or required rest periods.

Many systems also provide dashboards that give real-time insights into staffing costs, attendance patterns, and team performance.

These reports are invaluable for managers who need to make decisions on shift cover, budgeting, or performance improvement.

What does a WFM solution include?

A workforce management system brings together a range of tools that help you stay organised, reduce admin time, and make better use of your team’s time and skills.

Here are the key features that WFM systems use to give you full visibility and control over task assignment and tracking:

• Scheduling and shift planning. Create accurate rotas based on availability, skills, and business needs. Good software can also help you manage last-minute changes or shift swaps without causing confusion.
• Absence and holiday tracking. Keep tabs on who’s in, who’s off, and how leave balances are changing over time. This helps avoid understaffing and ensures correct allocation of time off.
• Time and attendance. Record when employees clock in and out, monitor breaks, and check attendance patterns. This is especially useful for shift-based teams or those with flexible hours.
• Forecasting and resource allocation. Predict future staffing needs based on historical data or upcoming events. This makes it easier to plan ahead and avoid being short-staffed.
• Compliance with labour laws. Set rules in the system to make sure schedules follow legal limits around rest breaks, overtime, and working hours.
• Employee self-service and communications. Let your team view their schedules, request time off, and update availability through a mobile app or portal. This reduces back-and-forth and empowers staff to manage their time.

Benefits of workforce management software

We’ve already touched on how WFM tools help you simplify scheduling, cut the amount of time spent on admin, and give staff more control over their own shifts.

But there are other subtle ways in which the above features bring important efficiency gains.

Here are some extra benefits you’ll notice when using workforce management software:

• Better visibility for managers. Dashboards offer real-time insights into team activity, absence trends, and labour costs, helping you spot issues early.
• Improved budgeting accuracy. With up-to-date data on staff hours and pay rates, you can track spend against budgets in real time. You can spot overspending and adjust before it becomes a problem.
• Greater flexibility for growing teams. As your business scales, the software makes it easy to adapt rotas, locations, or contract types without starting from scratch.
• Supports remote or hybrid work setups. Track hours and manage workloads across multiple locations or remote teams, all from one system.

Who uses WFM systems?

Workforce management systems are widely used across many industries, but they’re especially valuable where shift work, hourly pay, or variable staffing levels are the norm.

Sectors like retail, hospitality, healthcare, logistics and manufacturing are well-known for suffering frequent scheduling changes and fluctuating demand.

So here in particular WFM tools prove their worth in keeping things running smoothly.

Let’s take a closer look at how these sectors can make the most of real-time data and automation for optimal staff management.

Retail and hospitality

These are instances where managers need to balance customer footfall with staff availability—often at short notice because demand can change by the hour.

A WFM system helps build rotas based on predicted busy periods and employee preferences.

This ensures the shop floor or front desk is always properly staffed, without overspending on labour.

Healthcare