Chapter EIM12815
| Published date | 22 May 2014 |
| Record Number | EIM12815 |
| Court | HM Revenue & Customs |
| Issuer | HM Revenue & Customs |
The resulting interactions between the benefits code (see EIM21001) and Section 401 ITEPA 2003 can be complex, but as a matter of practice benefits that straddle the termination should be apportioned on a time basis, those falling after termination being taxed under Section 401 ITEPA 2003 and calculated following EIM13270. There are examples of this at [## Sections 401 and 63 ITEPA 2003 It is common for benefits provided to employees during employment to continue beyond the date of termination, usually by a specific agreement made at the time. For example, an employee provided with private use of a car may, as part of the termination package, continue to use it for a specified period following the termination.
The resulting interactions between the benefits code (see EIM21001) and Section 401 ITEPA 2003 can be complex, but as a matter of practice benefits that straddle the termination should be apportioned on a time basis, those falling after termination being taxed under Section 401 ITEPA 2003 and calculated following EIM13270. There are examples of this at](https://www.gov.uk/hmrc-internal-manuals/employment-income-manual/eim13905) and EIM13906.
For living accommodation, calculate the charge following [## Sections 401 and 63 ITEPA 2003 It is common for benefits provided to employees during employment to continue beyond the date of termination, usually by a specific agreement made at the time. For example, an employee provided with private use of a car may, as part of the termination package, continue to use it for a specified period following the termination.
The resulting interactions between the benefits code (see EIM21001) and Section 401 ITEPA 2003 can be complex, but as a matter of practice benefits that straddle the termination should be apportioned on a time basis, those falling after termination being taxed under Section 401 ITEPA 2003 and...
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