​employers

​how it works

​it's as easy as a,b,c...

​how it works

open to all working parents

Working parents who have children under 16, or under 17 if disabled, in registered and approved childcare can qualify for childcare vouchers. Vouchers are generally issued by employers as part of a salary package and used as full or part payment towards the cost of childcare fees.

​which childcare providers qualify?

  • ​childminders, nurseries and play scheme
  • out-of-hours school club
  • nannies
  • au-pairs

​registration

​Register your details with us, including those of your child, childcare provider and your salary. The tax bracket your basic salary falls into will determine the amount of vouchers you can claim per month.

you pay tax at

​you can claim monthly/annually

​you save annually

​your employer saves annually

20%

​£243/£2916

​£933

​£​402

​40%

​£124/£1484

​£​265

​£​205

​50%

​£97/£1166

​£605

​£​161

salary sacrifice

Once we know your salary details we either run a salary sacrifice or your employer will confirm changes to your pay structure in writing. A salary sacrifice is an amendment to your employment contract and details your salary split between cash and vouchers. It is the post salary sacrifice cash figure that determines the maximum amount of vouchers you can claim per month.

operation

​The childcare voucher scheme runs on an automated basis. You set the amount (up to £243) of vouchers you would like to receive towards childcare costs. This is then taken from your gross pay and paid direct into your childcare provider's bank account every month. No physical vouchers need be exchanged.

Step 1

Step 2

Step 3

Step 4

Step 5

Employees register and set their monthly voucher amounts

​Employer orders and receives annual voucher packs for staff

​Cheshire Childcare Vouchers invoices employer each month

​Employer pays Cheshire Childcare Vouchers

​Cheshire Childcare Vouchers automatically pays childcare provider 

​offering childcare vouchers

​You can introduce childcare vouchers in a number of ways:

  • salary sacrifice - employees elect to substitute part of their salary in return for up to £2,916 per year in vouchers.
  • straight benefit - vouchers can be given in addition to salary—at an additional cost to the employer. This option can be used effectively at annual salary reviews or package structuring for new employees.
  • part of a flexible benefits package - vouchers are an easy add-on to a flexible benefits scheme. Employees can choose to receive childcare vouchers in place of another benefit or additional salary.