I've got to attend weekly medical appointments at the moment and I've asked three Umbrella companies if they would process the expenses of attending them as a reasonable adjustment given that the additional costs arise due to disability.
According to HMRC, there are applicable exclusions in tax law e.g. for disability related travel expenses under Section 246 ITEPA 2003. The trouble is that the employer would normally pay and process the expenses as non taxable income.
But it begs the question, if I have to foot the cost of Employer's NI then why not other expenses? Is there any way an Umbrella can deduct expenses from my Gross to pay me back outside of taxable income?
So far the question has been pinged from the Umbrella expenses departments to compliance and HR. It hadn't occurred to me that Umbrellas have a HR department that would have to deal with these kind of requests.
I also suggested that they deduct my accomodation expenses from gross pre-tax income on the grounds of health and safety but they knocked that one back straight away.
I get the feeling I'm on a hiding to nothing but if you don't ask...it's all very well marketing an Umbrella as a good for contractor employment rights but the proof of the pudding is in the eating and so far they're not making the right noises.
What reasonable adjustments can an Umbrella provide other than payroll type stuff?
According to HMRC, there are applicable exclusions in tax law e.g. for disability related travel expenses under Section 246 ITEPA 2003. The trouble is that the employer would normally pay and process the expenses as non taxable income.
But it begs the question, if I have to foot the cost of Employer's NI then why not other expenses? Is there any way an Umbrella can deduct expenses from my Gross to pay me back outside of taxable income?
So far the question has been pinged from the Umbrella expenses departments to compliance and HR. It hadn't occurred to me that Umbrellas have a HR department that would have to deal with these kind of requests.
I also suggested that they deduct my accomodation expenses from gross pre-tax income on the grounds of health and safety but they knocked that one back straight away.
I get the feeling I'm on a hiding to nothing but if you don't ask...it's all very well marketing an Umbrella as a good for contractor employment rights but the proof of the pudding is in the eating and so far they're not making the right noises.
What reasonable adjustments can an Umbrella provide other than payroll type stuff?
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