Hello
Thanks for taking the time to fill in this form - it’s straightforward
and takes only a few minutes to complete, but it’s important
information that we need so you can enjoy the benefits of working
as an employee of Zeva Umbrella.
•
Read
step 1: What is Zeva Umbrella?
•
Read and fill in step 2: Application form
•
Read and fill in step 3: Assignment details
•
Read step 4: Health and Safety information and checklist
•
Read, fill in and sign
step 5: Employment Contract
•
Read and fill in step 6: Expenses claim form
•
Read and fill in step 7: P46 (if you don’t have a P45)
Return
the form to Zeva in the enclosed envelope. You’ll will also need to send us
your work permit if you are non-UK or EU citizen.
Why do we need to do this?
There are a few reasons, but the main one is that until we’ve processed this form
you can’t get the benefits of working as an employee under an Umbrella Company.
Check you have two copies of the form, one for you to keep and one to send back
to us.
If there is anything you don’t understand then call our helpline
0808 168 2772
(9am - 5pm). If anything changes ie. you change your phone number or address,
then it’s really important you call to let us know.
Sometimes we like to send you information by text messages. Tick the box if
you
do not want us to text you.
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zeva
Umbrella Company Application and Contract
Contract Refenrence : DHOC000082
Mr Mike AnyBody
1 Anywhere Road
Anytown
zeva
What is Zeva Umbrella?
1
Zeva Umbrella is an alternative to being paid PAYE through your agency.
As an employee of Zeva Umbrella, all income is paid as a combination of salary
and legitimate business expenses, meaning you can maximise your take-home
pay while being secure in the knowledge that the necessary deductions for PAYE
tax and NIC are being made.
Key benefits:
•
Full employee status and continuation of employment
•
Robust and flexible employment contracts, designed to protect YOUR
best interests
•
Complete payroll administration ensuring full compliance with current
HMRC legislation
•
The ability to claim relief on legitimate business expenses
•
Prompt weekly payments to you personal bank account, GUARANTEED
•
Weekly wage slips with all payments and deductions explained
•
Statutory benefit entitlements such as SSP and holiday pay
•
Comprehensive Insurance
•
Easy administration - the bulk of your business paperwork will be carried
out by Zeva Umbrella
•
Telephone support from friendly, knowledgeable and helpful staff
•
Our services represent great value for money (£15 per week, minimum
hourly rate £7.75. If salary less than £150 per week, then the administration
fee will be calculated at 10% - minimum charge £6)
•
We provide complete peace of mind
The purpose of Zeva Umbrella is to make life simpler for you while maximising your
earnings, by taking responsibility of all your administrate affairs. If there is anything
you don’t understand within this employee application and cintract then please call
our helpline on
0808 168 2772 (9am - 5pm).
ON TO
STEP 2
We need some personal information about you so we can register you
as an employee of >IZE Umbrella. It’s really important we have all this
information otherwise we can’t register you and you won’t get paid on
time. So please complete your details below.
Title (e.g. Mr) First name
Surname
Address
Postcode
Email address
Home phone Mobile phone
Nationality
Date of Birth
Working away from home? We’ll need another address to contact you. Let
us know if this address changes on 0808 168 2772.
Address
Postcode
If you are working for an agency at the moment, please fill in their details
below and we’ll contact them for you.
Agency name
Address
Postcode
Contact name
Contact number
zeva
Application Form
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2
National Insurance Number
As your employer, we also need your bank details so we can pay you.
Please fill in your details below:
Bank or building society name
Account holder’s name
Sort code
Account number
Building society roll number
(if applicable)
zeva
I authorise the above named agency/company to make payments on my
behalf to a Zeva administered company and agree by signing this form to
opt-out of the Conduct of Employment Agencies and Employment Business
Regulations 2003. I am eligible to work in the United Kingdom by nationality
or work permit, and I have provided proof of this.
Expected first payment date
Friday
Joiners form must be received no later than the
Monday of the week first payment
expected
.
2
SIGN HEREON TO
STEP 3
Application Form
d d m m y y y yzeva
Next we’d like you to tell us about the assignment (project) you are
working on.
Do you understand that the ‘Employer’ for this project will be Zeva.
( Zeva is a trading style of Dhongens Limited )
Tick box for yes
Which Agency will the work will be provided through?
Is there a Project Reference Number and if so what is it?
Your name and address (as employee)
Your trade
Who is the end client?
(if known)Contact name of authorised representative
(if known)What is the project name?
Sometimes called a project specification, what are the details of the work i.e. what
work will you be doing on this assignment?
Assignment Details
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zeva
What is the address of the project? (if known)
What date does your work start?
What date will your work finish?
How are you paid? Please tick one box only:
At what rate?
The assignment details are where the employer offers and the employee accepts
the assignment for works required, based on what is written here. It is subject
to Terms and Conditions previously agreed between the employer and you (the
employee).
If you change projects then you need to let us know immediately so we can
change your details and pay you on time. Call 0808 168 2772.
You need to sign the box below to confirm that the details provded are correct:
Assignment Details
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SIGNHERE
Per hour
Per day
Per week
Per month
Other
£
3
d d m m y y y y d d m m y y y y
4
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Although we are the employer, we do not supervise on site and therefore it
is up to you, the individual, to check out the Heath and Safety on site. We
include this checklist as a guide:
As an employee, you, and the site controller, are responsible for all aspects of
Health and Safety. It’s not just your health and safety, but your colleagues, anyone
working alongside you and the general public. We want you to work in the most
responsible way possible, meeting legal requirements on all projects. As soon as
you start a new project you should assess the situation.
We’ve listed the most important areas of Health and Safety overleaf. You should
read through and consider each point before you start work on site. If you have any
concerns about Health and Safety on site then call us on
0808 168 2772.
If you’d like a more detailed Health and Safety document just ask and we’ll send it
to you or you can download it from our website:
www.zeva.co.uk
Health and Safety
Policy and procedure
There are certain policies and procedures that should be in place for a
safe and healthy working site. You should be able to answer yes to all
these questions:
Has a work place risk assessment been performed where you are working?
Have you read and understood the work place risk assessments, for
example manual handling, hazardous substances, working at heights,
working at premises which may contain asbestos, carrying out asbestos
surveys and lifting equipment in relation to machinery?
If there is no written risk assessment you should call Zeva immediately on
0808 168 2772.
Have you received a safety induction on your current project?
Yes No
Yes No
Yes No
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Have you read and understood the fire evacuation procedures on your current project?
Have you read and understood the Accident and Dangerous Incident Reporting
procedures and the Health and Safety Policy on your current project?
Do you know where to find the first aid centre and nominated first aider on your
current project?
If there is a permit to work scheme, or applicable work procedures, have you been
given a copy which you have read and understood?
Health and Safety
zeva
Yes No
Yes No
Yes No
Yes No
Safe place / system of work
The place you work and the systems used should be as safe and healthy as
far as is practical. You should think about the site you currently work on and
assess if it meets these standards.
Are you satisfied that the system of work is safe, as far as is reasonably practical?
If you have any concerns about your place of work or systems then speak
with your contact on the project or call us on 0808 168 2772.
What kind of environment are you working in?
If you are working in a place that does not fall into one of these categories
then call us on 0808 168 2772.
Yes No
Building site
Non office (e.g. factory)
Occupied office
4
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Dangers
We need to know if you are working in situations that carry certain
dangers - if you answer yes to any of these questions please call Zeva
on 0808 168 2772.
I do not work in the following circumtances :
Offshore on an oil or gas rig, or pipeline?
Above 4 metres from the ground indoors on a regular basis?
Above 4 metres from the ground outdoors on a regular basis?
Do you think you will come into direct contact with asbestos?
Personal Protective Equipment (PPE)
If you are working on site then you must be given and use certain equipment
to protect your health and safety. If you don’t know what PPE you should
have, then call us on 0808 168 2772.
Have you been provided / supplied your own appropriate personal protective
equipment, for example, hard hat, high-vis jacket/vest, ear defenders, gloves, boots?
Is the personal protective equipment suitable for your needs, is it the correct fit
and is it comfortable?
Is the machinery you are working on properly guarded, particularly if there are
moving parts?
Health and Safety
zeva
Yes No
Yes No
Yes No
If you do work in any of the above areas or are unsure.
Please call Zeva on 0808 168 2772
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Terms and Conditions of your Employment
Between:1. (you)
whose address is
and
2.Dhongens Limited whose Registered Office is situated at Hardmans Business
Centre New Hall Hey Road Rawtenstall Lancashire BB4 6HH (the employer).
We’re giving you this information in accordance with the provisions of the Employment Rights Act 1996 and the Employment Act 2002. This is so we comply with the law, make clear any arrangements already in place and give you guidance on the rights and obligations of you and Zeva.
1. Your start date
1.1 Your employment starts on
1.2 The first month of your employment with Zeva is probationary. At the end of the probationary
period we’ll review your performance and general attitude.
1.3 If Zeva decides, either during or at the end of your probationary period, not to employ you as a
permanent member of staff it may give you one week's notice in writing to terminate your employment.
1.4 During the probationary period we’ll ask you not to take holiday and only if we authorise it - this is
an important time to get to know each other and when you are working you’ll accrue holiday entitlement which can be used if you become a permanent employee. If your employment is
terminated during or at the end of your probationary period you’ll be paid for that holiday entitlement.
1.5 The disciplinary and grievance procedures set out at section 17 don’t apply during your
probationary period.
1.6 We can extend the probationary period if we think it is necessary.
1.7 When you’ve completed your probationary period successfully, your employment will continue
until you reach retirement age (Section 4) or until it is ended by you or Zeva (Section 5).
2. Continuous employment
2.1 No other previous employment counts towards your period of employment with Zeva (that
includes calculating redundancy payments).
3. Your place of work
3.1 There is no fixed place of work. Zeva will decide your place of work and will let you know the
premises or site where you will work.
3.2 Zeva will try to provide you with work and find work for you at various sites during the course of
your employment.
4. Retirement
4.1 Your employment under these terms and conditions of employment will automatically end on your
60th birthday. If you want to keep working with Zeva after your 60th birthday, we can allow you to continue in your role or offer you an alternative role or duties to perform on the same or reduced hours. This may mean a reduction in your pay.
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5. Ending your contract
5.1 Except in cases of serious or gross misconduct, we’ll give you the following notice to terminate:
• More than one month but less than 2 years: 1 week
• 2 years or more but less than 12 years of service: 1 week for each completed year • 1 week for each completed year, 12 years or more: 12 weeks
5.2 If you decide to leave, you have to give to Zeva a one week written notice period to terminate your
employment, regardless of how long you have worked for Zeva.
5.3 Zeva reserves the right to ask you to take any unused holiday entitlement during your notice
period (whether notice has been given by Zeva or you).
5.4 During your employment, when you are asked by your manager or a director of Zeva and on your
last day of employment, you must return to Zeva all items belonging to Zeva or to any of Zeva's clients or relating to Zeva's business or that of any of its clients including, but not limited to,
documents and any copies of forms, vehicles, tools, phones, correspondence, equipment, computer discs and software, credit cards, keys, passes, lists of clients and books. If you don’t return these items then there may be delays in your final wage/salary or even a deduction.
5.5 When you or Zeva terminate your employment, Zeva can make a payment in lieu of notice. We
may deduct any money we believe you owe Zeva, including holiday pay for days taken in excess of your entitlement or overpaid salary and expenses.
5.6 Zeva may dismiss you without notice or payment in lieu of notice in cases of gross misconduct. 5.7 During your notice period after termination we have no obligation to assign any duties to you and
we are entitled to exclude you from your place of work and prevent you from contacting any of Zeva's clients/customers or suppliers provided that this shall not affect your entitlement to receive your salary/wages and other contractual benefits during that period.
6. Lay off
6.1 In the event that there is a downturn in work and a reduction in the requirements of Zeva for the
kind of work you are employed to do, we reserve the right not to provide you with work (this means laying you off and asking you to remain at home without pay) or reducing your hours of work (i.e. put you on short time and lower pay) for up to 28 days.
7. Appointment
7.1 Your job title is
7.2 You agree from time to time to undertake any additional and/or alternative duties that Zeva may
reasonably require, to help us in the efficient running of our business.
8. Hours of work
8.1 You will normally be required to work 40 hours per week. These weekly working hours may be
varied by Zeva to meet clients' needs and to meet changing business requirements.
8.2 Normal working hours are 09:00 to 17:30, Monday to Friday (this includes an unpaid break of one
hour to be taken between 12:00 and 14:00 or to be taken at a time agreed with your manager.
8.3 You may be required to work outside normal hours or at weekends from time to time but Zeva will
always try and give you reasonable notice of this. You will be paid your normal hourly rate of pay as detailed in section 10.1 for work conducted outside your normal working hours.
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9. The 48 hour week
9.1 You have agreed that the limit of an average working time of 48 hours including overtime for each 7
day period as set out in Regulation 4 of the Working Time Regulations shall not apply to your employment and by signing this document you confirm your agreement. You may, however, give 3 months written notice to Zeva to end this agreement.
10. Your pay
10.1 Your pay will be agreed between you and Zeva and calculated according to fees Zeva charges for
providing your services. You will always receive at least the National minimum wage for the hours you work.
10.2 You will be paid on the Friday following the end of the week you have worked (a week in hand) by
bank transfer directly into your account.
10.3 Zeva will review your rate of pay regularly and let you know in writing of any changes.
10.4 You must immediately tell us about any errors with your salary/wages. If there is an overpayment
you must agree that Zeva can recover this money by deduction from future payments to you. If the error means you have been underpaid, Zeva will ensure that the amount of any underpayment will be added to your next payment of wages/salary.
10.5 You will be paid any allowable legitimate expenses you incur in performing your duties including
mileage on you completing and submitting expense/mileage claim forms to your manager or a director of Zeva and by providing any evidence of the expense incurred as might be requested by Zeva.
10.6 You will receive a weekly remittance (pay advice) detailing your gross pay and deductions from this
including tax, National Insurance Contributions, any other statutory deductions in force from time to time. You will receive information about how you’ll be paid when you start work.
11. Pay deductions
11.1 You agree that Zeva may deduct from your wages any money we believe that you owe Zeva. This
includes the cost of:
• a. any damage caused by you to Zeva's property, • b. property belonging to Zeva which you lose,
• c. paid holidays taken in excess of your entitlement at the termination of your
contract of employment, and
• d. any overpayments of wages or expenses to you.
By signing these terms and conditions of employment you consent to such a deduction being made from any outstanding wages or expenses owed to you.
12. Holidays
12.1 Zeva's holiday year runs from 1st January to 31st December.
12.2 In each holiday year, your holiday entitlement will be 24 days. You must take your full holiday
entitlement; and take it at times convenient to Zeva.
12.3 Your holiday pay is calculated in addition to your weekly wage, and is paid each week with your
wages. This means that you will receive payment in advance for the time you eventually take off as holiday each week and you will not receive payment when you are on holiday. This is what is known as 'rolled-up' holiday pay and ensures that you receive 52 weeks' pay for working 48 weeks.
12.4 Holiday requests must be approved by Zeva and the client at least 1 week in advance of the
holiday being taken. When you want to book holidays speak with your manager. Once holidays have been approved by your manager you can only change the booking by agreement with your manager.
12.5 You will not normally be required to work on UK Bank or Public Holidays and you will not be paid
for such holidays. If you are required to work on a bank holiday you will be paid your normal hourly rate of pay as detailed in section 10.1.
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12.6 Zeva always has to ensure that there are sufficient employees available to work and cover for
your absence. Unfortunately Zeva may have to refuse your holiday request if your absence would mean there are not sufficient employees to cover for you. A first come first served arrangement exists, so book early with your manager to avoid disappointment.
12.7 Zeva will notify you of the days on which Zeva and the client will be closed for compulsory
holiday (for example Christmas) and you have make sure that you have enough of your 24 days to cover these closure periods.
12.8 You cannot take more than 10 consecutive working days as holiday at any one time in each
holiday year.
12.9 To comply with the law, holidays must be taken in the holiday year to which they relate. No
carry-over or payment in lieu of holiday not taken will be permitted.
12.10 Zeva may require you to take holiday at times appointed by Zeva if we consider that if you
continue working you may pose a danger to the health and safety of others and/or yourself.
13. Your health
13.1 Wherever practically possible, you, or if you are not well enough, someone on your behalf, must
telephone your manager or a director, as early as possible, to report that you will not be able to attend work that day, and give a reason (i.e. sickness). If possible you, or the person phoning on your behalf, should try to give an idea of how long you will be off sick. If you are not able to return the next day, or after the period you anticipated, you must keep Zeva regularly informed.
13.2 Immediately following your return to work (if you have been off for less than 7 days including
non-working days such as weekends and Bank Holidays) you must write to your manager and confirm the reason for your absence, including details of sickness on non-working days. We need this information to calculate Statutory Sick Pay (SSP) entitlement.
13.3 If you are absent from work due to sickness or injury for more than 7 days (including non
working days) you must provide Zeva with a medical certificate (i.e. a sick note from your doctor) on the eighth day of sickness or injury. After that medical certificates must be provided to Zeva to cover all time away from work until your return.
13.4 You will receive no pay during the first 3 days of your sickness absence from work. After this time
and as long as you comply with the sickness reporting arrangements set out above, you shall be entitled to SSP for the 4th qualifying day (such days being those you are normally required to work but have been unable to so due to your illness/injury) onwards until you become well again, your contract is terminated or the maximum payment period has been reached as set out in the Social Security Contributions and Benefits Act 1992 and Regulations made under this legislation. Any additional or alternative payment of your wages/salary is at Zeva's discretion.
13.5 If you are away from work for a period of time exceeding 4 weeks (or if records show that you
have been frequently away for a day or two at a time) Zeva will have to obtain further information about your medical condition (i.e. more than the limited information contained on your medical certificate). You agree that, if required by Zeva, you will attend a medical or other appropriate examination by a doctor or other medical specialist, so that a report on your condition can be obtained. You also agree that you will consent to that doctor or medical specialist, who may or may not be your own doctor, obtaining access to your medical records from your own doctor. Zeva will pay any expenses incurred in obtaining the report. We may also need to obtain a further updated report from the same doctor or medical specialist, or another, and you agree to cooperate again. This medical information will only be obtained with your consent and for good reason, and you will be shown any letters written by Zeva to the doctor or medical specialist, and their responses/reports. A director of Zeva will then discuss the content of the report with you
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14. Other time off
14.1 This is time off work required for reasons other than holidays, sickness/injury or in exercise of any
of your leave rights under the law. You can only take other time off work with Zeva's permission. Any requests for other time off work will only be granted at Zeva's discretion and will be unpaid.
14.2 Zeva will comply with the law at all times in respect of statutory maternity, paternity and adoption
leave rights and other parental rights. Details of such rights can be obtained from your manager or a director of Zeva.
15. What we expect from you
15.1 You must comply with all reasonable and lawful instructions and requests of your manager or a
director of Zeva and follow the rules and procedures that Zeva has in place and may be issued from time to time.
15.2 You must devote your whole time, attention and abilities to your duties during your working hours
and take all reasonable steps to preserve and protect Zeva's (and the client’s) property, goodwill and reputation.
15.3 You must report to any director or manager when required.
15.4 You are asked to inform a director if you undertake any other work outside your contracted hours
of work. It is important that Zeva is aware of any other work you do, so that Zeva can be satisfied that you are complying with section 15.2 above, and from a health and safety point of view to ensure that you are not working excessive hours and putting yourself and/or other employees at risk.
15.5 During your employment with Zeva and for a period of 12 months immediately after the
termination of your employment, you shall not independently or on behalf of any third party as principal, director, agent or representative directly or indirectly, approach, accept work from or promote any company or organisation to any customer of Zeva (or the client) with whom you have had material dealings with in the last 12 months of your employment.
15.6 You are required to inform Zeva if at any time you have been convicted of a criminal offence of
any nature (unless the conviction has been spent as defined under the Rehabilitation of Offenders Act 1974). In signing these terms and conditions of employment, you agree that you have told the truth about your criminal record. You must inform Zeva if, at any time during your employment, you are arrested, charged with, summonsed for, or convicted of a criminal offence of any nature and you must truthfully and fully answer any questions Zeva has in this regard.
16. Confidentiality
16.1 Confidential Information includes, but is not limited to, Zeva's customer/client identities and lists,
information about Zeva's customers/clients, other employees, suppliers and prices or any other information which is retained on Zeva's database or which relates to Zeva's business, including business plans, or Zeva's customer's/client's businesses which is not freely available to the public.
16.2 You agree that during and after your employment you will not disclose to any person for any
purpose whatsoever confidential information which has come to your attention during the course of your employment. You will at all times protect and maintain the confidentiality of Zeva's information and that of its clients and may only disclose such information as required by law or as is necessary during the course of your duties with Zeva. You understand that this obligation will continue at all times both during and after termination of your employment unless or until the information has come into the public domain.
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17. Disciplinary and Grievance procedures
17.1 The Disciplinary and Grievance Procedures set out in the employee handbook apply to your
employment but do not constitute any contractual rights and obligations between Zeva and you.
17.2 Certain features of the Disciplinary and Grievance Procedures are very important and they are
highlighted below, they do form part of your contract.
17.2.1 Zeva has the right to suspend you for any period during which time an investigation under the
Disciplinary Procedure will be undertaken. If you are suspended, you will be informed of this by a director and it will be confirmed in writing. During the period of suspension you must stay away from work. You will be paid your normal wages/salary during any period of suspension.
17.2.2 Serious misconduct may result in any of the following:
• a Immediate dismissal without notice or pay in lieu of notice,
• b demotion, with resulting changes in remuneration,
• c suspension for a specified period without pay, or
• d warnings as outlined in the disciplinary procedure even if no previous warning has
been given.
18. Pension
18.1 You will be eligible after 3 months employment to join our stakeholder pension scheme. There is
no contracting out certificate in relation to your employment.
19. Data protection
19.1 The Data Protection Act 1998 provides information, obligations and rights to you and Zeva in
respect of Zeva obtaining, holding, recording or using any information about you. By obtaining, holding, recording and using information about you, Zeva will be processing your personal data. You accept that your personal data will be held by Zeva in its manual and automated filing systems.
19.2 You consent to Zeva processing your personal data, including your 'sensitive personal data'
which consists of information about your racial or ethnic origin, your political beliefs or beliefs of a similar nature, whether you are a trade union member, your physical or mental health condition, your sexual life or the commission or alleged commission by you of any criminal offence, for the following purposes:
• a To keep adequate records relating to your recruitment, employment, work performance,
disciplinary record, sickness record, pension details, wages/salary and other benefits, appraisals and all other information arising out of and in connection with the performance of your contract of employment,
• b To properly administer your employment, Zeva's business and any payments made to
you during your employment in order to comply with any legal obligations on Zeva (for example administering sick pay, tax and national insurance contributions),
• c To determine your fitness to carry out your duties,
• d To monitor employees in order to ensure equality of opportunity, and
• e In order to deal with any emergency that arises in respect of you or any other person. 19.3 The probable recipients of your personal data are Zeva, those authorised by you or Zeva to
receive your personal data and all others to whom Zeva is legally obliged to disclose the data to or those to whom Zeva deems it necessary or desirable to disclose your personal data for the purposes set out above.
19.4 Zeva is not aware of any countries outside the European Economic Area to which your personal
data will or may be transmitted.
19.5 You will try your best to keep Zeva informed of any changes to your personal data.
19.6 zeva will comply with the Data Protection Act 1998 in the way it processes and manages both
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20. Changes to terms of employment
20.1 From time to time either the law will change or the way Zeva organises itself/does business will
change, and it will mean some changes to these terms of employment. Zeva reserves the right to make reasonable changes to any of your terms and conditions of employment by giving you not less than one month's written notice of any such change. Such changes will be deemed to be accepted by you unless you notify Zeva of any objection in writing, within 2 weeks of receipt of notification of the change.
21. Non enforcement does not waive Zeva’s rights to enforce this contract
21.1 Zeva's failure to enforce its rights under these terms and conditions of employment immediately
following a breach of these terms and conditions by you becoming known to Zeva does not amount to an acceptance of your breach by Zeva or waiver of Zeva's right to enforce its rights so that action against you by Zeva for your breach can be taken at a later date.
22. Whole agreement
22.1 This contract is the whole agreement between you and Zeva and supersedes all previous
contracts, agreements, arrangements or understandings whether oral or written between the parties. No amendment to this contract will be legally binding unless made in writing and signed by Zeva.
23. The English Courts
23.1 These terms and conditions of employment are governed by English law and any dispute that
arises out of your employment will be determined by the Courts and Employment Tribunals of England.
Do you agree to these terms and conditions? Sign both copies and keep
one for your records. This is a legally binding contract so make sure you
are sure about everything before you sign.
I,
have read and understood this contract and agree to employment with
(LSRKIRWLimited based on these terms and conditions.
SIGN HERE
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Expenses
It's important to state at this point, that your expenses must be legitimate.
To help protect you we require original receipts for all expense claims, including fuel
receipts for mileage. Any expenses that arrive without original receipts will be rejected
as well any expenses that do not meet the HMRC guidelines.
Tax deductible expenses may be claimed, for travel to and from site and costs for
accommodation/subsistence whilst there, when incurred wholly, exclusively and
necessarily in the performance of your duties provided.
You must ensure that all receipts relating to the expenses accompany the completed
expense claim form.
Travel Expenses
You will only get tax relief where travel expenses are necessarily incurred on
travelling in the performance of your duties of employment.
You can not claim travel between your home and a place that is not your workplace.
You can not claim travel between two places, neither of which is a workplace.
There is no tax relief for a private journey between home and the shopping centre
or between the shopping centre and the pub.
You may only claim your travel expenses where:
• You are at a site for less than 24 months.
• During your time spent at that site you expect that you will go on to work at
another site after finishing at the current site.
You may not claim your travel expenses:
• Where you are working your notice period or it is reasonable to assume that you
are going to terminate your employment at the completion of work on site.
• From the date you are told or you know that the last day on one site has been
extended, and consequently, the total time you spend on that site will be more
than 24 months.
For example: If it is agreed from the start that you will work on site for 18 months,
and you are told at the end of the 18th month that the work will take another 9
months to complete you will only be able to claim your travel expenses for the
first 18 months.
• Where you go on to work at another site which is located within the vicinity of
your previous site and there is no significant change in the costs of travel between
home to site 1 and home to site 2; and the total time spent on the two sites is
more than 24 months.
If you are, at any time, unsure of what you can and can not claim you must notify
(LSRKIRWLimited immediately.
NEXT
Please complete and return this form to the above address to arrive no
later than Tuesday of each pay week. DO NOT fax your completed expense
forms as they will not be accepted.
• Expense claims will not be processed if the claim form us incorrectly completed
or the declaration is not signed.
• All original receipts must be attached where applicable.
• Travel expenses incured when travelling to site are allowed provided you do not
expect to be at a site for more than 24 months.
Personal Details
Name Ref. No.
Site name/ Ref. No. Start date at site
Vehicle Details
Make Model
Engine cc Registration No.
Details of Business Mileage Other Business Expenses
zeva
Expenses Claim Form
zeva
Date
From
To
Daily MilesTotal miles claimed this week
d d
m m
y
y
y
y
Date
Description
Total
Total claimed
£
Declaration of Expenses
I declare that these expenses claimed have
P46: Employee without a Form P45
Section one
To be completed by the employeePlease complete section one and then hand the form back to your present employer. If you later receive a form P45 from your previous employer, hand it to your present employer.
Use capital letters when completing this form.
Your details
National Insurance number
This is very important in getting your tax and benefits right
Title – enter MR, MRS, MISS, MS or other title
Surname or family name
First or given name(s)
Gender. Enter 'X' in the appropriate box
Male Female
Date of birth DD MM YYYY
Address
House or flat number
Rest of address including house name or flat name
Postcode
Your present circumstances
Read all the following statements carefully and enter 'X' in the one box that applies to you.
A – This is my first job since last 6 April and I have not been receiving taxable Jobseeker's
Allowance or taxable Incapacity Benefit or a state or occupational pension. OR
B – This is now my only job, but since last 6 April I have had another job, or have received
taxable Jobseeker's Allowance or Incapacity Benefit. I do not receive a state or
occupational pension. OR
C – I have another job or receive a state or
occupational pension. C B A
Student Loans
If you left a course of Higher Education before last 6 April and received your first Student Loan instalment on or after 1 September 1998 and you have not fully repaid your Student Loan, enter 'X' in box D. (If you are required to repay your
Student Loan through your bank or building society account do not enter an 'X' in box D.) D
Signature and date
I can confirm that this information is correct
Signature
Tax code used
If you do not know the tax code to use or the current National Insurance contributions (NICs) lower earnings limit, go to www.hmrc.gov.uk/employers/rates_and_limits.htm
Section two
To be completed by the employerFile your employee's P46 online at www.hmrc.gov.uk/employers/doitonline
Use capital letters when completing this form. Guidance on how to fill it in, including what to do if your employee has not entered their National Insurance number on page 1, is at www.hmrc.gov.uk/employers/working_out.htm and in the E13 Employer Helpbook Day-to-day payroll.
Employee's details
Date employment started DD MM YYYY
Job title
Works/payroll number and department or branch (if any)
Employer's details
Employer PAYE reference
Office number Reference number
Employer name Address Building number Rest of address Postcode
/
Enter 'X' in the appropriate box
Box A
Emergency code on a cumulative basis
Box B
Emergency code on a non-cumulative Week 1/Month 1 basis
Box C
Code BR
Tax code used
If week 1 or month 1 applies, enter 'X' in this box
C B A
