Do you want to start a business? Here are some key points to consider
There are many reasons people go into business, including having a new bright idea, wanting to change...
Are New Zealand business owners using perks and benefits to maximum effect? We look at some you could consider to “catch and keep” staff and become an employer of choice.
Time to read: 5 mins
As the job market has become more competitive employers have, by need, become smarter around attainment and retention, says Baker Tilly Staples Rodway Taranaki People and Culture associate Trish Baylis.
However, many still take a conservative approach rather than risk attracting unintended liabilities due to grey areas around tax and how employee benefits are treated, especially if they don’t have easy access to the right advice.
Below, we consider a range of options and things to consider.
When providing employee perks and benefits that attract Fringe Benefit Tax (FBT), it’s important to understand your liability and the true cost once FBT is added, bearing in mind that in the top rate in the current tax year is 63.93%. The reason it is so high is that the company providing the benefit gets a tax deduction for FBT paid, so providing a benefit at the top FBT rate has the same after-tax cost as paying the same employee cash.
“The moment you provide benefits in kind, these potentially attract tax in the form of FBT. You do need advice around how these things are treated because it can cost more than you intended, especially when it comes to motor vehicles,” says Trish.
A number of factors influence what benefits staff prefer including age and personal circumstances. If you’re a large employer with the scope to set up and maintain an employee benefits programme, you could offer a suite of benefits to choose from – an à la carte menu, if you like.
However, if you have a smaller business with fewer resources, the important thing is to find out what matters to your staff then, where viable, offer options in line with that.
“Your main goal is to keep your employees engaged and have them value the deal that they get from you versus someone down the road that might pay them an extra $50 in the hand – and ensure they are aware of the true personal benefit of those things to them,” says Trish.
Generally speaking, those nearing retirement are likely to value security, preferring the likes of superannuation schemes, life insurance and medical insurance – with the latter meaning staff can afford to be proactive in taking care of their health and wellbeing.
Conversely, later generations might be drawn to a having a more defined pathway of learning and development (which you won’t be taxed on if it’s aligned with your business), the latest tech devices or extra cash to help them get ahead.
Farmers are onto a sure winner for meat-loving employees – some offer a beast (or part of it) as part of their contracts. But what can your business offer and can you think of any creative offerings that set your workplace apart? For example, you might provide a work tool or product that staff get to buy at an attractive rate at the end of a set period, which is also an incentive to look after it, says Trish.
Look at capitalising on what makes you different and packaging that in an enjoyable way. Outside of tangible pay and benefits, some of the biggest factors in employee retention are flexibility and workplace connection.
“It's about finding things people can engage in beyond what they do professionally every day. What was important to me when I came into this role was knowing that I was going be happy coming to work and that I’d enjoy what I do,” says Trish.
No tax consequences |
Work-specific |
Mentoring, training, conferences, work-related travel, work-related magazine and digital subscriptions, parental leave top-up, purchased leave. |
Wellbeing and culture |
Team jigsaw, board games, a bookshelf for readers, a Team TV for popular events like the Olympics, entertainment area, counselling services such as OCP or EAP, theme days, office sweepstakes. |
Miscellaneous |
A pet-friendly office (although watch out for Rover’s teeth!), child-friendly workplace (may require toys, earplugs and the Team TV). |
Actual or potential tax consequences – call us! |
Straight cash |
Wage or salary increases, superannuation scheme, performance or long-service bonuses, emergency / hardship loans for employees. |
Transport |
Company cars, employee-subsidised public transport fares for commutes (bus or rail service, ferry or cable car); carpark, provision of self-powered or low-powered transport for commutes (bikes, e-bikes, scooters, e-scooters, mobility devices and devices that aren’t a vehicle. |
Wellbeing and culture |
Health insurance, life insurance, offsite fitness membership or activities, physio subsidies. |
Work-specific |
Tech devices, subsidised work clothing, team-building exercises, tool allowance. |
Miscellaneous |
Club memberships, gift cards or vouchers, performance-based recognition, free or discounted company products or services, long-service leave or gifts, extended sick leave, onsite or offsite food, beverages and entertainment; discounted products or services with other businesses but facilitated by your business, company-branded gifts, holiday gifts such as Easter Eggs; Volunteer Day, paid day off for birthdays, remote working policy. |
These are just a few ideas that will help you build a thriving workforce of engaged and happy employees, but really you’re only limited by your own creativity and the rules – and our human resources, business advisory and taxation specialists are here to help!
DISCLAIMER No liability is assumed by Baker Tilly Staples Rodway for any losses suffered by any person relying directly or indirectly upon any article within this website. It is recommended that you consult your advisor before acting on this information.
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