Employers Guide to Benefit-in-kind


With effect from 1 January 2004, PAYE, PRSI and the Health Contribution must be operated by employers in respect of the taxable value of most benefits-in-kind and other non-cash benefits provided by them for their employees.

This guide provides employers (including persons treated as such) with information on the main benefits-in-kind and other non-cash benefits. The guide assists employers in determining -

  • the amounts to be taken into account in calculating the PAYE, PRSI and Health Contribution liabilities
  • the pay period(s) in which to take such amounts into account

The amounts to be taken into account are referred to as 'taxable benefits' or 'notional pay'.

The guide also identifies (in Overview of System - Small Benefits and relevant paragraphs of Other Benefits) benefits to which the PAYE system does not apply.

Small benefits

Where an employer provides an employee with a small benefit (that is, a benefit with a value not exceeding €500 (€250 up to 21 October 2015), PAYE, USC and PRSI need not be applied to that benefit. This treatment does not apply to cash payments, which are taxable in full. No more than one such benefit given to an employee in a tax year will qualify for such treatment. Where a benefit exceeds €500 (€250 up to 21 October 2015) in value the full value of the benefit is to be subjected to PAYE, USC and PRSI.

Staff availing of this concession may not avail of staff discount concession in the same year of assessment. Other Benefits - Staff Discounts.

Use of terms 'employees' and 'PRSI' in this guide

All references in this guide to 'employees' include references to directors unless otherwise stated. In addition, references to 'PRSI' include references to Employers' PRSI and to the Universal Social Charge.

LoCall number for information or assistance

Should you require any information and assistance in relation to the matters dealt with in this guide please telephone LoCall 1890 25 45 65.

Legal Disclaimer

This guide gives practical guidance and is not intended to provide a legal interpretation of the legislation involved.


Further information

November 2015

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