What are home technology schemes?
Home technology schemes enable employees to purchase new technology and home items, spreading the cost through payroll over a fixed term. This is usually set at 12, 18 or 36 months, often with no interest fees, deposits or credit checks. This can help employees effectively budget and, ultimately, help to engage, motivate and retain individuals.
Schemes are typically run by employee benefits providers via either a salary sacrifice arrangement or a net pay deduction model. Items can include laptops, tablets, televisions, smart home devices and white goods from a variety of brands.
The scheme provides a cost-effective and convenient way for employees to fund essential or high-value technology purchases, particularly in circumstances involving unexpected or urgent replacements.
Blackhawk Network’s (BHN) Extras Home and Technology salary sacrifice scheme offers discounts on technology and home items. Employers can tailor it by setting maximum spend levels or funding parameters to suit their workforce. It is free for employers to set up and run, and requires basic approval of employee applications. Once approved, employees receive a redemption code to use with retail partners, such as Currys and Ikea, either in-store or online.
Perkbox’s Home and Electronics salary sacrifice scheme enables employees to choose from more than 70,000 items, with payments spread over 12 or 24 months. It partners with Currys and John Lewis and Partners, and items can be delivered directly to employees.
Meanwhile, The Access Group’s net pay scheme is run in partnership with Currys through its employee benefits platform, allowing employers to manage applications, adjust scheme application limits and repayment periods. Employees can redeem a voucher for the value of their choice, including in-store or online offers, and pay it back through net salary deductions over an agreed period.
What are the cost implications?
There are minimal cost implications for employers, because there are typically no setup or running costs. Organisations can choose from a range of funding options to deliver the scheme to employees, and as part of a wider platform, it can cost a few pounds per month per employee.
Employers approve applications and facilitate salary deductions, often through an online portal. In most cases, they pay the supplier upfront for the employee’s chosen products and recoup the cost through salary deductions. Employers can set a limit for the retail voucher.
Some providers, such as BHN, manage the process end-to-end, while Perkbox provides management information and reporting tools for payroll processing and tax compliance.
Are there any tax or legal issues?
The scheme can be run on a net pay deduction model basis, where there are no tax savings or tax implications. In this case, it functions effectively as an employer-provided loan.
If operated on a salary sacrifice basis, then it is treated as a taxable benefit-in-kind and must be reported via payroll or on a P11D at the end of the tax year. Employers are responsible for paying the corresponding Class 1A national insurance (NI) contributions.
They must ensure salary sacrifice participation does not take employees below the national minimum wage threshold. If an employee leaves, the terms of the scheme will outline how outstanding payments are handled. Typically, the remaining balance is paid off either by final salary deduction or through private arrangements.
All technology schemes must comply with HM Revenue and Customs’ (HMRC) guidance and employment legislation. Employers are responsible for adhering to statutory obligations and maintaining appropriate tax and NI liabilities documentation in terms of calculating, reporting and remitting. This ensures the scheme remains compliant, transparent and defensible for both employers and employees.
What are the current market trends or developments?
Schemes that make large technology purchases more manageable are becoming a key part of competitive employee benefits packages by offering staff financial wellbeing support. Additionally, today’s workforce is looking for more personalised, flexible and relevant benefits that support their financial wellbeing, according to BHN’s May 2025 research, with 63% of employees wanting a wider and more tailored range of workplace benefits, such as a home technology scheme, reflecting a desire for choice and support during challenging economic times.
According to The Access Group’s August 2025 research, meanwhile, the average technology scheme application value increased by 10% from 2023 to 2024, from £747 to £824. The transportation and storage sector also saw an 83% above-average engagement with the scheme, followed by manufacturing (69%), IT (46%), and health and social care (44%).
Who are the main providers?
Providers include BHN Extras, Enjoy Benefits, Perkbox, Personal Group, TechBenefits and The Access Group
