Salary Sacrifice Explained – And What the Recent Changes Mean (2025)

The forthcoming changes to salary sacrifice pension schemes in 2025 necessitate a thorough examination of their implications for retirement planning. Employers and employees alike must stay informed about these adjustments to optimise their pension contributions and benefits. Proactive engagement with these changes will facilitate more informed decision-making, ultimately enhancing financial security in retirement. It is imperative to assess the potential advantages and drawbacks of these alterations to ensure effective pension strategies.

What is a Salary Sacrifice Scheme?

A Salary Sacrifice Scheme is an arrangement in which employees agree to forgo a portion of their salary in exchange for enhanced pension contributions made by their employer. This system not only provides immediate tax advantages for employees but also increases the overall pension fund, enabling better retirement planning. As we approach 2025, understanding the implications of these changes is crucial for making informed decisions regarding one’s pension scheme. Employers and employees alike must consider the potential benefits and drawbacks to optimise their financial strategies.

With salary sacrifice pension changes 2025 coming into effect one needs to understand what a salary sacrifice scheme for pension  (also called salary exchange) is about? Well this lets an employee agree to give up part of their gross salary in return for a non-cash benefit, most commonly pension contributions.

That means:

• The “sacrificed” amount is taken before tax and National Insurance (NI) are applied.

• The employer then pays that amount directly into the pension (plus often their own employer contribution).

• Because the employee’s official salary is lower, they pay less Income Tax and NI, which can actually increase take-home pay compared to paying into a pension from net salary.

• Employers benefit too, since their employer-NI bill on the reduced salary is lower, sometimes they share part of those savings back into employee pension contributions, boosting the overall pension value.

For many, this makes it one of the most efficient ways to build retirement savings without significantly reducing current take-home pay.

Why Salary Sacrifice Has Been Popular

• For those auto-enrolled into workplace pensions (employees earning above the threshold), the minimum pension contribution is 8% of qualifying earnings (5% employee + 3% employer).

• Salary sacrifice lets employees add extra voluntary contributions, above the minimum but in a tax-efficient way.

• Given tax and NI savings, it has been particularly attractive for middle and higher earners planning for retirement or aiming to exceed the basic pension contribution levels.

What’s Changing And Why

Following the recent Budget, the government has proposed major changes to the pension-salary sacrifice system under Rachel Reeves. The headline move:

• From April 2029, salary-sacrificed pension contributions will get NI relief only up to £2,000 per year. Any sacrifice above that threshold will become liable to standard NI on both employer and employee contributions.

The reason given: the tax relief from salary sacrifice has grown substantially over the years and disproportionately benefits higher earners. The government hopes to raise several billion pounds a year by capping the benefit.

What This Means for Workers and Employers

For Employees

• If you sacrifice more than £2,000 a year, the excess will be subject to NI, reducing the tax-efficiency of that extra pension contribution.

• For some high earners who rely on salary sacrifice to build large pension pots, this may significantly reduce long-term retirement savings.

• For employees contributing modest amounts (e.g. standard auto-enrolment levels), the change may not make a big difference immediately.

For Employers

• Employers lose a chunk of their NI savings on the sacrificed portion, which could make generous pension contributions less cost-effective.

• Some employers may respond by limiting salary sacrifice schemes or reducing their own pension contributions. Industry bodies, including the Confederation of British Industry (CBI), have already cautioned that many businesses may struggle to absorb extra NI costs and could cut back employer contributions or benefits.

• Smaller employers or businesses with tight payroll budgets may decide the scheme is no longer viable, affecting staff pension benefits and long-term savings.

What Should You Do Now? A Practical Checklist

If you’re a director, business owner, or employee considering pension contributions, now is a good time to:

1. Review your current pension contributions: check how much you sacrifice via salary sacrifice now.

2. Forecast the impact of the £2,000 cap: calculate how much extra NI you’ll pay if you sacrifice over the cap.

3. Consider other contribution methods: for example, traditional pension contributions (post-tax) may still offer tax relief, just less NI benefit.

4. Plan gradually: perhaps restructure contributions over time or seek alternative retirement-saving vehicles (ISAs, personal pensions, etc.).

5. Consult a tax adviser: especially if you’re a higher earner, company director, or employer. A tailored strategy can help you optimise pension savings under the new rules.

Why the Change Matters And What It Signals

This reform marks a shift in government policy: what was once incentivised as a tool to boost pension savings is now being scaled back to raise revenue. While the cap may protect lower and average earners (who contribute less), it risks reducing long-term pension savings for those who’ve used salary sacrifice as a major retirement-building tool.

For employers, it increases the cost of offering generous pension benefits, which may affect staff retention and business planning.

For individuals, especially business owners, directors, and high earners, it underscores the need to review pension strategy and consider alternatives before 2029.

At KSM Consulting Ltd, we’re watching these developments closely and we’re ready to help clients adapt. Whether you need to reassess pension contributions, restructure compensation, or model long-term retirement savings under the new system, we can provide guidance suited to your circumstances.