Best Salary Sacrifice Benefits Platforms for UK Businesses in 2026
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It’s no surprise that we’re discussing how employee expectations have shifted in recent years and how they’ll continue to evolve through 2026. Benefits packages are no longer just a "nice-to-have," instead, they've become essential for attracting talent, keeping your team engaged, and managing costs effectively. As competition for skilled workers intensifies across every sector, you need benefits that genuinely make a difference to people's everyday lives. And with budgets under pressure, HR and finance leaders are looking to options that deliver real value without adding to your bottom line.
Salary sacrifice has emerged as the standout solution. When managed through a modern benefits platform, it reduces your employer National Insurance contributions, helps employees save money immediately, and provides a simple way to offer a range of tax-efficient perks. Among these options, electric car salary sacrifice stands out as the hero benefit for 2026. With the Benefit-in-Kind (BiK) rate holding at just 3% until April 2026 before rising modestly to 4%, EV schemes offer exceptional value right now.
The market is also consolidating. Rather than managing multiple providers, many HR teams now prefer a single platform that handles EV salary sacrifice, cycle to work, technology schemes and more - all integrated with your payroll system and built on solid compliance foundations.
This guide is designed for HR managers, finance directors, and business owners who are evaluating salary sacrifice benefits platforms for 2026. We'll compare leading providers, break down the features that matter most, explain how pricing works, and help you choose the right platform for your organisation's size, priorities, and budget.
What is a Salary Sacrifice Benefits Platform?
A salary sacrifice benefits platform is a centralised system that lets employees exchange part of their gross salary for valuable, tax-efficient benefits. All while giving them the tools to manage everything seamlessly. Instead of juggling spreadsheets and manual processes, you get one place to set up benefits, approve applications, generate payroll files, stay compliant, and track how your schemes are performing.
Core Functions
A high-quality benefits platform should include:
Centralised administration for all employee benefits
Employee self-service portal for browsing and selecting benefits
Automated payroll file generation (FPS/EPS compatible)
Compliance management, including HMRC salary sacrifice rules
Real-time reporting and analytics
Communication tools for launch campaigns and updates
These systems can dramatically reduce your admin workload. Many employers report saving up to 70% of the time they previously spent on manual processes.
Types of Salary Sacrifice Platforms
Not all platforms work the same way. In 2026, you'll typically encounter four main types:
Salary Sacrifice Specialists
Focused on one or two high-value benefits such as:
Bikes
Technology
Image source: Shutterstock
These providers often bring deeper expertise, better pricing, and more comprehensive support in their specialist areas because that's all they do.
Broad Benefits Marketplaces
Large platforms offering dozens of perks, including:
Retail discounts
Recognition tools
Gym memberships
Cycle to work
Tech purchase schemes
They cast a wide net, though they often work with third-party partners for high-value schemes like electric cars rather than managing them directly.
Voluntary Benefits Platforms
Typically focused on:
Insurance
Cashback
Retail perks
Health and well-being bundles
These can work well as a supplement to your core benefits, but they often lack the operational depth needed for proper salary sacrifice schemes.
All-in-One HR Systems
Large HRIS (Human Resources Information Systems) platforms with bolt-on benefits modules that bundle:
HR administration
Absence management
Payroll
Benefits
They're useful if you want everything in one place, though their salary sacrifice features can sometimes be more limited than specialist providers.
Why Do Benefit Platforms Matter?
A modern platform isn't just a way to deliver benefits; it keeps your salary sacrifice schemes compliant whilst making sure they run smoothly and are used by your employees. The right system helps you:
Cut administration time dramatically
Improve employee adoption and engagement
Ensure HMRC compliance across all schemes
Streamline onboarding and offboarding
Generate clear reporting on what's working
Reduce errors with automated payroll deductions
What Are Some Key Features Of a Salary Sacrifice Benefit Platform?
Choosing the best salary sacrifice benefits platform starts with understanding which features actually make a difference day-to-day. With dozens of providers in the UK, the right platform should reduce admin, boost employee engagement, and ensure full compliance with HMRC rules. Here's what to look for in 2026.
Salary Sacrifice Benefits Offered
The most important question for any platform is simple: which benefits can your employees actually access? In 2026, one benefit stands out above all others.
Must-Have: Electric Car Salary Sacrifice
Image source: Shutterstock
The standout benefit for UK businesses in 2026 is electric car salary sacrifice. With the Benefit-in-Kind tax set at 4% from April, it offers great value compared with petrol or diesel cars (which can attract up to 37% BiK).
A strong platform should offer:
Full EV range from budget to premium options
Servicing, maintenance, insurance and breakdown cover included
Strong employer protection in case of early termination
Clear real-time savings calculators
Used EV options (an important trend for 2026)
Other Valuable Benefits in 2026
Most organisations now run multiple schemes to widen appeal. Popular options include:
Cycle to Work
Technology schemes (phones, laptops, tablets)
Gym membership contributions
Private medical insurance
Additional pension contributions
Season ticket loans
Childcare vouchers (legacy only; closed to new entrants)
Payroll Integration
Payroll integration is one of the biggest pain points for HR and finance teams, so it's worth checking that your chosen platform supports the systems you already use. Look for direct integration with major UK payroll systems, including:
BrightPay
Xero Payroll
Sage Payroll
Moorepay
IRIS
ADP
What Are Some Key Payroll Capabilities to Prioritise?
We’d advise making sure your payroll system can do the following:
Automatic deduction calculations
FPS/EPS-compatible export files
Automated real-time updates
API access for bespoke integrations
The smoother the integration, the less time you spend on manual spreadsheets and the fewer payroll errors you need to fix later.
Employee Experience
Even the most advanced platform falls flat if employees don't want to use it. A strong user experience increases engagement, boosts adoption by 40-60%, and reduces the number of support queries sent to HR.
Key UX features to Expect For Benefit Platforms in 2026:
Mobile-first design or native app (The Vitality App is a good example of this)
Intuitive benefit selection
Real-time savings calculators
Clear comparison tools
Application tracking
Secure document upload
In-platform chat or support
Personal benefit dashboards
Image source: Shutterstock
If employees can instantly see how much they'll save, they're far more likely to take part.
Employer Administration Tools
Your HR team should be able to manage benefits with minimal effort. Look for platforms that eliminate repetitive tasks and automate communication.
What Do Employers Look For When Choosing a Benefit Platform?
Bulk employee import
Custom approval workflows
Automated communications and reminders
Compliance reporting
Benefit utilisation dashboards
Cost forecasting tools
Budget reporting
Custom branding or white-label options
These tools help you maintain control without increasing your workload.
Compliance & Security
Compliance is non-negotiable. Salary sacrifice interacts with multiple parts of UK employment law, tax rules, and data protection, so your platform must demonstrate strong governance.
Your chosen provider should offer:
Full HMRC salary sacrifice compliance
Minimum wage protection
FCA authorisation if offering regulated products
Auto-enrolment compatibility
Real Time Information (RTI) compliance
If a provider can't clearly explain how they manage compliance, that's a red flag.
Reporting & Analytics
Strong reporting helps you understand what's working and what isn't.
What Data Should Your Benefit Platform Show You?
Benefit uptake rates
Employer NI savings
Employee savings and engagement
Demographic participation trends
Benefit performance over time
Carbon emissions reduction (especially important for EV schemes)
ROI calculations
Benchmarking data across similar businesses
Image source: Shutterstock
Platform Comparison: Top Providers
Below is a clear, up-to-date comparison of the UK's leading salary sacrifice benefits platforms for 2026. The landscape continues to shift, but the top providers fall into three main categories: EV specialists, broad benefits marketplaces, and focused specialists.
| Platform | Best For | EV Scheme | Pricing Model | Key Strength |
|---|---|---|---|---|
| The Electric Car Scheme | Electric car salary sacrifice | ✅ In-house | Zero cost to employers | Complete Employer Protection + The Charge Scheme |
| Perkbox | SMEs wanting variety | ❌ No in-house EV | £5–7 per employee/month | Huge perk variety |
| Ben | Tech-forward companies | ⚠️ Via third party | £3–5 per employee/month | Modern UX |
| Enjoy Benefits | Cycle to work | ⚠️ Limited | Transaction-based | Cycling expertise |
| Sodexo / Reward Gateway | Large enterprises | ⚠️ Via partners | Custom pricing | Global reach |
The Electric Car Scheme (Recommended for EV Focus)
The Electric Car Scheme is the UK's leading specialist EV salary sacrifice provider for 2026. If your priority is offering the highest-value benefit available today - while keeping employer costs at zero - this is worth considering first.
Key Strengths Of The Electric Car Scheme As a Benefit Platform
Zero cost to employers (no setup fees, no monthly fees)
Complete Employer Protection from day one
Wide EV range (£26k–£110k+) including budget, mid-range, premium, and used EVs
Access to The Charge Scheme, giving 20–50% savings on public EV charging
Home charger installation options
Maintenance, insurance, and breakdown are all included in one monthly amount
Award-winning service, including Car Sloth Best Provider 2024 & 2025
Simple payroll integration with major UK systems
B Corp certified, demonstrating environmental commitment
Subscription and used EV salary sacrifice options (a key 2026 trend)
Who is The Electric Car Scheme For?
Companies focused on sustainability and Net Zero
Businesses wanting a zero-cost benefit
Employers competing for talent
Organisations with mobile or field-based teams
Companies offering lifestyle perks but missing a high-value hero benefit
Unique Features of The Electric Car Scheme
EV subscription options
The Charge Scheme (salary sacrifice charging)
Complete Employer Protection with no exclusions
How Does The Electric Car Scheme’s Pricing Work For Companies And Employees?
Employers: £0 setup and £0 ongoing fees
Employees: Save 20–50% compared with traditional leasing
BiK Tax: 4% from April
Broad Benefits Marketplaces
These marketplace platforms offer wide-ranging perks and recognition tools, although high-value salary sacrifice schemes are usually provided via third parties.
Perkbox
| Strengths | Weaknesses |
|---|---|
| Wide variety of lifestyle benefits | No in-house electric car scheme, requires partner integrations |
| Popular with SMEs | Less suited to businesses prioritising salary sacrifice savings |
| Strong employee discount network | |
| Good engagement tools |
Pricing: £5–7 per employee/month
Ben (Formerly Zest)
| Strengths | Weaknesses |
|---|---|
| Modern, flexible, tech-led platform | EV salary sacrifice only available via third parties |
| Strong wellbeing tools | Limited high-value benefits compared with dedicated specialists |
| Good UI and customisation |
Pricing: £3–5 per employee/month
Sodexo / Reward Gateway
| Strengths | Weaknesses |
|---|---|
| Enterprise-level capabilities | Higher cost |
| Global solutions and multi-country support | Complex implementation |
| Rich recognition and reward tools | Salary sacrifice delivered via partners rather than in-house |
Pricing: Custom pricing (typically £6–£10 per employee/month)
Best for employers with 1,000+ staff.
Specialist Providers
Cyclescheme (Halfords)
Focus: Cycle to Work
Strength: Established market leader
Limitation: Single-scheme provider
Techscheme
Focus: Technology salary sacrifice
Strength: Affordable access to gadgets
Limitation: Lower value compared with EV schemes
Best used as a supplementary perk.
How Does Pricing Work For Salary Sacrifice Benefit Platforms?
Salary sacrifice platforms vary widely in cost, from fully funded, zero-cost models to premium enterprise systems charging per employee each month. Understanding these pricing structures will help you budget accurately and make sure the savings outweigh the investment.
In many cases, employer National Insurance savings will cover the entire cost of the platform, making salary sacrifice one of the few HR investments that can pay for itself.
Per-Employee-Per-Month (PEPM)
Many broad benefits platforms use a PEPM model. This is common among perks marketplaces, employee experience platforms and HRIS-style systems.
| Positives | Negatives |
|---|---|
| Predictable costs | Expensive for large headcounts |
| Full access to multiple benefit categories | Adds cost even if employee uptake is low |
| Scales with business growth |
Typical cost: £2–£7 per employee per month
Example:
100 employees × £5 PEPM = £500/month
Annual cost = £6,000
Transaction Fees
Some platforms, particularly those focusing on individual salary sacrifice benefits, charge a fee per transaction.
Typical cost: 5–8% of the benefit value
| Positives | Negatives |
|---|---|
| No ongoing commitment | Very expensive for high-value benefits such as EVs |
| You only pay when benefits are used | Harder to forecast annual costs |
| Works for low-volume schemes |
Example:
Employee orders a £40,000 EV lease
8% transaction fee = £3,200
This is why transaction-fee models are rarely ideal for electric car schemes, where both value and volume are high.
Zero-Cost Models
Zero-cost salary sacrifice platforms are growing rapidly - and for good reason. These platforms are fully funded by employee participation, removing financial barriers for employers. The Electric Car Scheme offers this approach, providing:
£0 setup
£0 monthly fees
£0 per-employee cost
| Positives | Negatives |
|---|---|
| No budget approvals required | Typically focused on specific high-value benefits |
| Easy to roll out quickly | May need to be supplemented with a broad benefits platform |
| Works for businesses of all sizes |
Zero-cost models work particularly well for SMEs, cost-conscious employers, and organisations focusing heavily on ESG.
Hidden Costs to Watch Out For
When comparing platforms, watch for additional charges that don't always appear in headline pricing:
Setup fees (£500–£5,000)
Integration development costs
HR team training
Customisation or branding
Annual support or maintenance charges
Exit fees or contract lock-ins
Always request a full pricing breakdown before signing.
ROI Calculation: Realistic Savings for Employers
Salary sacrifice is one of the few benefits that provides a direct, measurable financial return to you through reduced NI contributions.
Example Calculation
50 employees
Average £500/month salary sacrifice
Total sacrificed salary per year: £300,000
Employer NI savings at 13.8%: £41,400 per year
Platform cost: £3,600/year (based on £6 PEPM)
Net annual benefit: £37,800 saved
In many cases, the NI saving alone covers platform costs several times over.
How to Implement a Benefits Platform (Implementation Guide)
A successful salary sacrifice rollout comes down to clear planning, early engagement with payroll, and strong employee communication. Here's a practical framework for a smooth launch.
What Does The Typical Implementation Timeline Look Like?
Typically, implementing a benefits platform will take between six and twelve weeks in total. Here’s a breakdown of what to expect:
Weeks 1-4: Platform Selection
Shortlist providers
Review demos
Assess payroll compatibility
Confirm compliance features
Weeks 2-6: Technical Setup
Payroll configuration
API setup
System customisation
Branding and communications build
Weeks 4-8: Employee Communications
Launch campaigns
Information sessions/webinars
Weeks 8-12: Go Live
Phased launch or full rollout
Monitor early applications
Collect feedback
Change Management Essentials
Successful launches always include:
Strong senior sponsorship
HR and payroll training
Clear employee messaging
Simple application journeys
Ongoing support and education
A good platform will provide ready-made communication packs, branded materials, and savings examples.
Electric Car Schemes: The Standout Benefit in 2026
Image source: Shutterstock
EV salary sacrifice is no longer a niche perk - it's the highest-value employee benefit in the UK and one of the most requested by staff across all sectors. With 86,000 public chargers now available across the UK (as of late 2025), access and reliability have never been stronger. Combined with low BiK rates and rising demand for low-emission transport, EV schemes continue to lead the benefits landscape.
Exceptional Value Proposition
Electric car salary sacrifice offers:
4% BiK rates from April
20–50% savings for employees on new EVs
Employer NI savings (13.8%)
Zero cost to employers (with specialist providers)
Tangible, high-value benefit (typically £30k–£60k vehicles)
No other employee benefit delivers this combination of financial savings, sustainability impact and perceived value.
Employee Demand
EV salary sacrifice is now one of the most-requested benefits in the UK.
Why Do Employees Want Access To EV Salary Sacrifice Schemes?
Helps reduce personal cost of living pressures
Supports environmental values
Provides access to premium vehicles that would otherwise be out of reach
Offers predictable monthly costs with no large upfront payment
Why Should Employers Offer EV Salary Sacrifice As a Benefit?
EV salary sacrifice isn't just a perk, it’s a strategic asset.
Employer advantages include:
Attraction and retention differentiator
Strong ESG credentials
Zero implementation cost with the right provider
Immediate employer NI savings
Positive PR and employer brand impact
This is why thousands of UK businesses, from SMEs to large enterprises, have added electric car schemes in the last two years.
Public Sector and Cost-Focused Providers
Platforms with proven track records in cost-conscious environments offer:
Key Features:
Demonstrated savings in large-scale implementations
Strong compliance and governance capabilities
Cost-effective pricing structures
Proven public sector experience
Best For: Public sector organisations and private companies prioritising demonstrated cost savings.
How to Choose The Right Benefit Platform for Your Business
Every organisation has different needs, budgets, and workforce expectations. Below is a clear decision framework to help you choose the right salary sacrifice benefits platform for 2026.
Small Business (10–50 employees)
Our Recommendation:
The Electric Car Scheme (EV specialist, £0 employer cost)
Why Should Small Businesses Choose an Electric Car Scheme?
No budget required
Highest-value benefit with lowest admin
Simple, guided onboarding
Ideal for businesses without HRIS or benefits teams
Avoid:
Complex enterprise platforms with PEPM charges
Systems requiring long-term contracts
Medium Business (51–250 employees)
Our Recommendation:
The Electric Car Scheme for EV salary sacrifice
Optional: A supplementary lifestyle benefits platform if budget permits
Why Medium Businesses Should Consider a Blended Benefit Plan
EV salary sacrifice delivers the strongest ROI
Lifestyle perks can top up your benefits package
Balanced cost vs value
Typical Budget:
£0–£3,000 per year (depending on add-on platforms)
Large Enterprise (251+ employees)
Our Recommendation:
The Electric Car Scheme for electric vehicles
Enterprise benefits marketplace for broader perks
Why:
Scale justifies platform investment
Multi-benefit offering suits diverse workforces
EV scheme enhances ESG reporting and NI savings
Budget:
Custom, depending on features and global reach.
Industry-Specific Recommendations
Field Sales / Service Teams
EV salary sacrifice is essential
Reduces fuel and maintenance costs
Supports sustainability and brand positioning
Office-Based Tech Companies
Broad benefits platform + EV scheme
Appeals to high-demand talent markets
Healthcare Organisations
EV scheme adds significant value without cost
Professional Services Firms
Premium EV schemes suit client-facing roles
Supports mobility, branding, and CSR
Benefits Platform Evolution: 2026 and Beyond
The benefits landscape is becoming more personalised, more digital, and more sustainability-led. Here are the trends shaping 2026 and future years.
AI-Driven Personalisation
Platforms are beginning to use AI to recommend benefits based on life stage, behaviour, and preferences - turning traditional menus into personalised benefit journeys.
Greater Flexibility and Choice
Employees want choice. Expect to see:
Flexible benefit allowances
Modular benefit menus
Auto-adjusting plans aligned with salary changes
Sustainability Takes Centre Stage
Sustainable benefits continue to dominate:
EV salary sacrifice (new and used)
EV subscription models
Cycle to work uptake growth
Salary sacrifice for EV charging
Whatever it is, the way you tell your story online can make all the difference.
These support companies’ Net Zero strategies and align with employee expectations.
The Charge Scheme
2026 sees rapid adoption of salary sacrifice for EV charging through The Charge Scheme - an industry first, offering 20–50% savings on public charging. This complements EV salary sacrifice and removes one of the final barriers to switching.
Enhanced Mobile Experience
As mentioned earlier, platforms with strong mobile apps or fully responsive portals will see much higher adoption.
What is The Best Salary Sacrifice Platform in 2026?
Choosing the right salary sacrifice benefits platform is one of the most impactful decisions you can make for engagement, retention, and cost savings in 2026. With employer budgets tighter than ever and employee expectations higher than ever, the platform you select should offer real value - not just a long list of perks.
For Electric Car Focus (Highly Recommended)
Winner: The Electric Car Scheme
Because it delivers:
Zero employer cost
The highest-value benefit on the market
3% BiK (rising to only 4% in April 2026)
Complete Employer Protection
Award-winning service and support
Powerful ESG impact
Full payroll integration
For many businesses, this scheme alone becomes the foundation of their entire benefits strategy.
For Broad Benefits
Pair your EV scheme with a lifestyle benefits platform if you want:
Perks and discounts
Recognition tools
Broader wellbeing coverage
But EV salary sacrifice should remain the anchor benefit due to:
Exceptional ROI
High employee demand
Zero cost to implement
Frequently Asked Questions: Salary Sacrifice Benefit Platforms
Choosing and Comparing Salary Sacrifice Platforms
What should I look for when comparing salary sacrifice benefits platforms?
Focus on core essentials: payroll integration, compliance, employer protection, reporting tools, user experience, and the benefits on offer. If electric cars are a priority, check whether the provider runs the scheme in-house or through a partner - this can impact pricing, service quality, and employee experience.
What’s the difference between specialist providers and broad benefits platforms?
Specialist providers focus on one high-value benefit, typically offering better pricing, deeper expertise, and stronger employer protection. Broad benefits platforms provide a wider range of perks but often outsource EV schemes, which can increase costs and reduce control.
How do I work out whether a platform delivers good value?
Look at the full picture: expected employee uptake, employer NI savings, platform fees, implementation effort, and the long-term value of the benefits themselves. EV salary sacrifice typically offers the strongest ROI.
Which platform is best for companies without a large HR team?
A specialist, zero-cost provider like The Electric Car Scheme works particularly well. Setup is simple, payroll files are generated for you, and admin is minimal. Broader platforms may require more configuration and ongoing management.
Can we use a broad benefits platform and a separate EV specialist?
Yes - and it’s common. Pairing a benefits marketplace with a dedicated EV provider avoids partner markups, improves employer protection, and delivers stronger value for employees.
What’s the biggest mistake companies make when choosing a platform?
Focusing on the number of perks instead of the value they deliver. Small discounts rarely drive behaviour, whereas EV salary sacrifice does. Choosing a platform without a strong EV solution often limits uptake and reduces ROI.
Are salary sacrifice benefits suitable for small businesses?
Absolutely. Even businesses with fewer than 10 employees can implement effective schemes, especially through zero-cost EV platforms. Payroll integration keeps admin simple, and NI savings still apply.
Electric Car Salary Sacrifice
Why do electric car schemes matter so much when choosing a platform for 2026?
EV salary sacrifice is the highest-value benefit available in 2026. With BiK at 3% until April 2026 (4% afterwards), platforms with a strong EV solution deliver significantly higher employee savings, higher uptake, and better employer ROI than those offering only lifestyle perks.
Are all electric car salary sacrifice schemes HMRC-compliant?
Only if set up correctly. Your platform must manage minimum wage checks, contract variations, BiK calculations, and Real Time Information. Choose a provider that automates compliance to avoid risk.
Do salary sacrifice platforms support used electric cars?
Some platforms now offer used EVs - an important trend for 2026. Used options reduce monthly costs and broaden employee access. Check whether your chosen provider supports both new and used electric cars.
Will the rise in BiK to 4% in April 2026 reduce employee savings?
Savings remain very strong. The difference between 3% and 4% BiK is minimal, often only a few pounds each month. EV salary sacrifice remains significantly cheaper than a personal lease.
How does offering an EV scheme support sustainability goals?
EV salary sacrifice allows employees to switch from petrol and diesel to low-emission vehicles, reducing fleet emissions and supporting Net Zero goals. Many platforms provide carbon reporting to support ESG disclosures.
Payroll Integration, Compliance, and Employer Protection
How important is payroll integration when choosing a provider?
It’s very important. Choose a platform that integrates with your payroll system - such as Xero, Sage, BrightPay, ADP, IRIS, or Moorepay. Integration reduces admin, prevents errors, and ensures deductions feed correctly into FPS/EPS submissions.
Do all platforms offer the same level of employer protection?
No. Protection levels vary widely. Some offer partial cover with exclusions, while others (like The Electric Car Scheme) provide Complete Employer Protection from day one, covering resignation, sickness, redundancy, and more.
What reporting should a modern benefits platform provide?
Look for reporting on employee uptake, NI savings, payroll deductions, benefit utilisation, engagement metrics, and carbon savings for EVs. These insights help HR and finance teams measure performance and demonstrate ROI.
Will a salary sacrifice platform add a lot of admin for HR teams?
Not with the right provider. Modern systems automate payroll files, approvals, communications, and compliance. Many organisations experience up to 70% less admin compared with manual processes.
Next Steps for HR & Finance Leaders
Here’s how to move forward:
Review your current benefits offering
Survey employees to identify what they truly want
Calculate potential employer NI savings
Book demos with the shortlisted platforms
Plan your 2026 implementation timeline
Ready to get started?
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Last updated: 04/12/2025
Our pricing is based on data collected from The Electric Car Scheme quote tool. All final pricing is inclusive of VAT. All prices above are based on the following lease terms; 10,000 miles pa, 36 months, and are inclusive of Maintenance and Breakdown Cover. The Electric Car Scheme’s terms and conditions apply. All deals are subject to credit approval and availability. All deals are subject to excess mileage and damage charges. Prices are calculated based on the following tax saving assumptions; England & Wales, 40% tax rate. The above prices were calculated using a flat payment profile. The Electric Car Scheme Limited provides services for the administration of your salary sacrifice employee benefits. The Electric Car Scheme Holdings Limited is a member of the BVRLA (10608), is authorised and regulated by the FCA under FRN 968270, is an Appointed Representative of Marshall Management Services Ltd under FRN 667174, and is a credit broker and not a lender or insurance provider.
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