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The Autumn Budget sets the tone for the next few years – and for employers, it’s a mix of planning and pressure. While the changes aren’t all immediate, they will shape pay, benefits, and compliance in ways that businesses need to start thinking about now.
TAX THRESHOLDS STAY FROZEN
Income tax and National Insurance thresholds will remain unchanged until 2031. On the surface, nothing changes, but as wages rise, more employees will slip into higher tax bands. That means take-home pay feels tighter, and employers may face growing expectations for salary increases or enhanced benefits.
MINIMUM WAGE ON THE RISE
From April 2026, the National Living Wage for those aged 21+ jumps to £12.71 per hour, with proportionally bigger increases for younger workers. For sectors like retail and hospitality, this could mean a significant uplift in payroll costs. Even if you already pay above the minimum, expect pressure to maintain pay gaps.
SALARY SACRIFICE PENSIONS
From April 2029, only the first £2,000 of salary-sacrificed pension contributions will stay free of National Insurance Contributions (NICs). Anything above that will attract both employer and employee NICs. This change could make current pension arrangements less attractive and more expensive, although these changes are a long way off yet.
CAR OWNERSHIP SCHEMES
The move to bring Employee Car Ownership schemes into Benefit-in-Kind taxation has been pushed back to 2030, giving employers breathing space to plan.
WHAT THIS MEANS FOR EMPLOYERS
These changes add up to even higher employment costs and more complexity over time, on top of the changes to NIC and National Minimum Wage (NMW) announced in 2024’s budget. The best approach is to start modelling the impact, review pay and benefits, and keep employees informed. Early planning will help you stay competitive – and compliant.
Need help making sense of these changes? Our expert team are here to guide you through the details and help you plan with confidence.