FAQ's

Amey has an ongoing commitment to your safety and wellbeing whilst driving on company business. These Health and Safety and Duty of Care obligations require Amey to check that all employees who drive for work are correctly licenced to drive.

ADT specialise in the management of fleet risk compliance across a wide range of industries and on behalf of Amey are responsible for ensuring the full Compliance of our Duty of Care and Health and Safety obligations with regards to driving on company business.

ADT have a dedicated team responsible for supporting the Amey account. If you need to contact them with any further concerns business hours are 0900 – 1700 hrs (Mon – Fri)

• Tel: +44 (0) 1489 663786
• E-mail: ameydriversupport@applied-driving.com

ADT is registered as a Data Controller within the requirements of the Data Protection Act (Reg No.ZA007952). They also hold the following British Standards Institution (BSI) accreditations: ISO 27001 Cert No: GB17/872658. Access to driver information is very tightly regulated and controlled. The database is held electronically on secure dedicated servers (all located within the UK) and access is only available to Amey approved users via secure login. All ADT internal equipment for accessing data is fully encrypted and driver information is never transferred onto removable storage. Information is transferred to and from the DVLA via dedicated encrypted lines. ADT are regularly audited by ISO and the DVLA.

Absolutely not. Under the agreement between ADT, DVLA and Amey, we cannot use any information held for any other purpose than reporting on driving licence matters.

All driving licence data is now only held electronically (paper counterparts are no longer valid documents), therefore the only way to check the status of a licence is directly with the licence issuer.

An ‘at work’ journey is defined as any journey other than to and from your normal and permanent place of work, this includes journeys between Amey locations, attending meetings, conferences or training etc… If you do not hold a driving licence or make journeys of this nature, you do not need to complete a mandate, but you must tell ADT that you are a non-driver by following the process outlined above. It is your responsibility to notify Amey if your circumstances change in the future.

Yes, you have the right to receive (upon written request) the information that ADT currently hold.

This is a DVLA requirement to ensure ADT comply with the Data Protection Act 2018.

Amey will inform ADT and we will delete your information (and details for any additional driver) from our records and all requests for information from DVLA will cease.

The DVLA do not release any personal information relating to medical conditions and ADT will not have access to this at any time.

The easiest way to find out is to check your payslip.  You will either have a deduction called “Smart” directly below your basic pay or an employee contribution shown as a deduction on the right-hand side of your payslip.  Please note: Smart is merely a reference to the method of deduction from pay, it is not the name of your pension provider.

If you are a member of a pension scheme with Amey the pension fund at the time of enrolment will have contacted you providing details of the scheme, your policy number and their contact details.  They will provide you with Annual Benefit Statements, issued around the end of each tax year to show how your fund is performing.  If you don’t currently receive Annual Benefit Statements, the pension provider may not be aware of your current address, or it may be that the provider makes these available online when you login to your account with them.

To find out who your provider is we need to understand how you became an employee of Amey.

As a New Starter - You applied for a role and were accepted for the position.

New Starters are currently enrolled into one of two schemes which is determined by your employee grade and terms and conditions of employment.  If you are a Band A or B, you are most likely to be a member of the People’s Pension Scheme.  If you have not already done so, please login into your personal account with the People’s Pension Scheme.

If you are a Grade C or above, you are likely to be a member of the Amey Group Flexible Retirement Plan with Standard Life.  If you have not already done so, please login to your personal account with Standard Life.

There are exceptions to this rule for legacy employees recruited prior to 2014. 

As a TUPE Transfer - You transferred from another employer to Amey.

Your pension provider could be one of the 30+ schemes currently administered by People Services.  We will be able to provide the contact details you require if you let us know your full name, National Insurance number and date of birth. Please e-mail Peopleservices@amey.co.uk.

Ex-Employees - You no longer work for Amey

Please email Peopleservices@amey.co.uk advising your full name, dates of employment, National Insurance number and date of birth. People Services will search historic records aiming to provide you with the scheme contact details you require.  Please note that in compliance with data protection regulations we only hold information about ex-employees for a limited period. Though we may be able to help it remains your responsibility to manage your pension and ensure your pension provider has your up-to-date contact information.

The best way to find this information is to check your payslip. This will show you in monetary terms what is being deducted from your pay.  If you require further support in this area, please email peopleservices@amey.co.uk.

If you don’t want to continue saving towards your retirement, you can choose to stop your contribution immediately – this is known as opting-out. Information on how to do this is explained under the relevant guidance section for each pension scheme. 

If you wish to change from using SMART Pension deductions to not using SMART or wish to amend your contribution rate, please complete and return the Request to Change Contribution form to PeopleServices@amey.co.uk. You can find it here: Pensions Landing Page (amey.co.uk)

Amey informs its pension providers of leavers when all elements of pay have been processed and your final pay has been sent to your bank. Amey has until the 19^th of the following month to ensure contributions deducted from that pay are paid over to the scheme.  It is at this point the provider is notified that you have left service.

This means that there may be a short delay after leaving before your provider can finalise your benefits.

Statutory training relates to skills training that is required by law – for example, specific safety training.

For new starters or employees transferring into Amey where a role requires a statutory skill (example: Electrician) evidence must be provided that the statutory skill has been obtained to carry out this role safely and in accordance with the law.

Essential/mandatory training relates to any training that Amey considers essential to the company’s and the employee’s ability to provide our services safely and effectively.

Essential/mandatory training required by an employee should be completed during their induction or probation period, or within six months following a transfer of employment into Amey (TUPE).

If you are unsure whether a training requirement is statutory or essential/mandatory, please speak to your people manager or your local Learning and Development People Partner, HSEQ representative, or Business Unit Compliance Team.

All employee training records are maintained in SAP and the Skills Compliance Report. If you think you or your team already hold a qualification, please check these records.

If you or your employee require training, but you are not sure which type of training you require, please refer to Amey’s skills matrix.

If you can not find the role(s) you are looking for on this matrix, please speak with a member of your management team to discuss and/or agree the training or development for your role.

You may also need to reach out to your local HSEQ representative, People Partner, or Learning and Development People Partner to discuss this further.

HINT – Please also remember to remove all filters from the spreadsheet if you are struggling to locate information you are expecting to find. 

In the first instance, you should contact your HSEQ representative and People Partner. If you are unsure who these people are immediately request this information from your people manager or contact People Services to obtain this information. It is your responsibility as people manager to ensure the safety of your employees, members of the public they may come in contact with, and the business.

Statutory training is in place to ensure safety and competency, and if you find out that an employee does not hold statutory training it is likely they are not safe to carry out their role.

If it is found that the individual does not hold the relevant safety critical training (statutory or otherwise) to carry out their role, you must immediately raise a case with Croner (formerly HR Manager Advice) to ensure that the appropriate capability process is followed. This will likely include arranging the required training for the employee, and in some instances the completion of risk assessments to assess whether it is appropriate for the employee to continue to work in the interim.

Our course catalogue is located on MyGateway. Here you will find our full list of standard courses offered.

Bespoke courses may be arranged but are non-standard so will come with additional administration time from People Services. 

Yes, but these qualifications must be approved for specific roles and align to Amey’s Learning and Development Policy, a copy of which can be found on ADIS. For specific information about what qualifications are available to you and your team please contact your local Learning and Development People Partner.

A Learning Agreement is signed agreement between an individual learner (an Amey employee) and Amey (the Business) outlining the stipulations required of the individual learner to achieve funded learning from Amey.

For full details on Learning Agreements please refer to Amey’s Learning and Development Policy.

You can request training for yourself, or the training can be requested by a member of your management team on your behalf.

Refer to the Amey Skills Matrix and/or your management team to ensure that any training you are requesting is relevant to you or your team member.

Standard training requests:

1. Log into MyGateway
   • Visit the Amey homepage
   • From Quick Link tiles on the right of the screen, select: MyGateway
2. Request training via MyGateway
   • Under the ‘My Options’ heading select: ‘Log a Request’
   • Select: ‘People Services’
   • Select: ‘Training Course Application – Order’
3. Complete the training request application by filling in the required information. Mandatory information is highlighted with an Asterix. Support for completing the application is provided within the form.
   • For standard training requests, please refer to the Standard Course Catalogue
4. Select: Submit

The title of course may have changed, so please be thorough in your review of the course catalogue. If you are unable to locate the course, please reach out to your people manager to understand whether the training you are looking for is relevant to your role or development with Amey.

If they agree that it is relevant, they will need to reach out to your Learning and Development People Partner to alert them of the requirement. It is then the Learning and Development People Partner’s responsible to facilitate this for you.

Your Learning and Development People Partner will contact you once they have agreed how the training will occur. This will be in one of three ways:

In-House training

This refers to training that will be completed by an Amey Trainer. They will liaise with you or your people manager to arrange training In-House at a time that suits you.

E-Learning

An E-Learning course may already be available, or one may be created bespoke for the training you require. Your training can then be delivered via a Learn Upon course at your discretion.

External Supplier

If your training is required to be provided by an external provider your Learning and Development People Partner will be responsible for identifying a suitable supplier and liaising with People Services to have a qualification code created for them. Once this has occurred they will notify you or your people manager and you will be able to book the training via MyGateway.

Requests for training must be approved by two levels of people management. If you are requesting training for yourself, this means that your people manager and their people manager will both have to approve this request. If you are a people manager requesting training for your team, you will require your people manager and their people manager’s approval.

Approvals are arranged automatically within the MyGateway system. Approvers will receive notification that they are required to visit their MyGateway portal to approve a request for training. The second approver will not be notified of their duty until the first approver has completed their action.

For standard training requests, each approver has 28 calendar days to approve the request. In extreme instances this does mean that it can take 56 days for a request to be approved. The initial approval timeline is dictated by how quickly the approvers complete their action – the quicker this is done, the quicker it will reach People Services for transacting.  

Once received by People Services, the team will begin working on your request within 10 working days – this is our maximum SLA, so we always endeavour to beat this. During this first 10 working day period People Services will review the request to ensure they have been provided with the information required to book the training. Where this has not been received, or the training has been requested incorrectly, they will reject the request.

If you are concerned about the status of your request, you can check this via your MyGateway portal. The status of your training request will be updated automatically on the portal.

For non-standard training requests the timelines are not as clear. People Services remain committed to responding to any request within 10 working days of receiving this, but we cannot confirm that training will be booked within this period.

Non-standard requests have alternative approvers, and their SLAs are not shared with People Services. For this reason, we are unable to provide clear timelines for these requests so you are encouraged to reach out to these approvers for update.

People Services’ standard SLAs apply for all communication received in relation to training. Training related requests (not booking requests) will be responded to within 5 working days, and queries will be responded to within 3 working days.

This is dependent upon a number of factors.

Once received by People Services the team are required to review the request meaning that follow up information may be required of you or your people manager in order to progress.

Following this, the team must then liaise with our Preferred Supplier List (PSL) to arrange the training requested. The PSL and its members are external and operate their own SLAs so we are unable to confirm their timelines. Where the PSL are unable to confirm that they have satisfied your booking immediately, the People Services team will check in on the progress weekly and will provide you with any updates they receive. This means that you do not need to chase us or the PSL for an update as we are committed to resolving your request as quickly as possible.

As the PSL are external providers, People Services are unable to influence the speed with which they confirm your booking.

Once People Services have received booking confirmation from the PSL you will receive confirmation of this within 5 working days.

There are two main reasons for a training request to be cancelled – it has either been rejected or the request has timed out.

If a request is not approved within the time frame it will be cancelled and you will receive notification via MyGateway of this.

Any time a request is rejected, notes are required to be included to explain why this has happened. If you have further questions about why a request has been rejected please follow up with the person responsible directly.

In any instance where a request has been cancelled but the training is still required you will need to raise a new request in MyGateway. To prevent the request being cancelled again please ensure you make any necessary corrections as noted.

Each course booked has a different cost associated – for that reason we are unable to provide you with a clear cost ahead of time for all training types. Any known costs of training are listed on the Standard Course Catalogue. Some course costs will vary dependant upon suppliers and their availability.

The final cost of training will be confirmed within your course confirmation email issued by People Services.

Statutory, mandatory/essential, and training relevant to your role will be funded by Amey.

Where there is a significant cost associated with the training, Amey may require you to sign a Learning Agreement. Leaning Agreements are individual to each person so each one may differ. Full guidance can be found on the People Services Pages under the ‘Learning Agreement’ title. Further to this, please contact the Learning and Development Team for support or visit their SharePoint site.

Amey use a PSL to book training to ensure that we are being provided with appropriate training. This may mean that you find alternative suppliers that are not included on our PSL, who are offering a cheaper service. In most instances, Amey will opt to use the PSL.

In instances where you do find a cheaper supplier, please contact your Learning and Development People Partner and supply them with the details of the course, provider, and associated costs. They will complete their own assessment of the course, decide whether the supplier should be added to the PSL, and inform you of whether you can proceed with the booking.

No. All training bookings must be completed via a MyGateway request or via your Learning and Development People Partner. Failure to comply with this process will be recorded as non-compliant, and any additional transaction service required of People Services to resolve the non-compliance will result in a £250 administration fee to the account.

If you have already booked training outside of process, please contact your Learning and Development People Partner or People Services to resolve this.

People Services will contact you via email with a confirmation of your booking details. This will usually be a forwarded message from the supplier so you may need to scroll down in the email to view these details.

People Services always aim to forward you this email the same day it is received but this could take up to 5 working days to be sent..

In some instances, you may also receive confirmation and Join Instructions from the supplier directly.

You should accept the training offered. In 2021 Amey moved to a PSL to book training, this means that some of our suppliers have changed since this date. If you have not booked training recently you may receive a supplier you are not familiar with. Rest assured, any supplier you are offered will be suitable and will be capable of providing the training you have requested at the standard expected of an Amey partner.

You are required to contact People Services as soon as possible if you need to amend or cancel a training course. You will be required to provide the reference number of the ASM case for the team to locate your request, along with any of the amendments you wish to make.

Please note, significant amendments may be rejected by People Services if they are unable to meet your demand, and this may result in your training booking being cancelled. This includes instances of requests for large changes to the population requiring training (requesting to add or remove large numbers of employees), or changes to dates. People Services will always do our best to accommodate your changes, but we are restricted by our suppliers.

Any amendment or cancellation will be confirmed with you via email from People Services.

The supplier my impose charges when amending or cancelling a course – this will vary dependant upon supplier. Any changes incurred due to amending or cancelling a course will be recharged back to your account.

We request that you provide People Services with as much notice as possible to allow us to amend or confirm the cancellation of your course. Typically, cancellations requested within 7 working days of the course start, or failure to attend, will result in the account still be charged for 100% of the course.

People Services will be notified of the outcome of your training and feed this back to you or your people manager. A record of your training will be recorded in SAP which will feed through to Skills Compliance Report.

You will receive proof of your training via certificate – this will be sent either directly from the training provider or from People Services. Where possible, an electronic version of your certificate will be issued. A copy of your certificate will be securely stored in your electronic personnel file.

This will vary and is dependent upon the training provider and whether verification of the training is required by an Industry Body. For this reason, you could receive your certificate on the day of your training, or this could take up to 6 months.

This information is stored within SAP and the Skills Compliance Report. All account leads and Learning and Development People Partners have access to this information directly, and people managers can request this information from them directly, or send a query to People Services.

Requesting a refresher is completed in the same way as a standard training request – via MyGateway.

Those who hold a Network Rail Sentinel Scheme qualification will be contacted by People Services when they require this renewing. Communication of this will be sent to your people manager who will arrange the refresher course with People Services.

Amey will cover the cost of one additional retake. Following this, you will need to have a discussion with your management team and the employee to agree how to progress.

• Your employee ID number can be located in the cover letter provided with your offer of employment; this is the first document in your offer pack.  
• This letter will also provide your case reference, used in all correspondence we have issued you. Your case reference can also be quoted if you need to contact us for assistance.

• You can access your payslips via People Portal. Your username is your employee ID number, and your password will be issued by Amey IT
• You can contact IT on 0800521660, option 3, if you need to confirm your password.

• You must formally book annual leave with your People Manager via People Portal and/ or Kronos. Additional guidance can be found here Annual Leave (amey.co.uk)
• If you are a part time employee your holidays and bank holidays must be booked via these systems in hours not days.

Your sickness pay is contractual and as such, something which is as per your terms and conditions – these will always be set out in your contract of employment. Whatever your sickness entitlement is contractually, it operated on a rolling 12-month basis.

Your sickness entitlement will determine how sickness pay is reflected on your payslip. You will notice a reduction in the basic pay element for the period of sick leave.

If you are entitled to full / half pay – Statutory Sick Pay (SSP) will be paid.

On a separate line it will detail Occupational Sick Pay (OSP) which will top up the SSP element to your entitlement of full / half sickness pay.

You will receive a letter when you drop onto half pay sickness / nil pay sickness from People Services to make you aware of this.

Prior to your SSP being expired you will receive an SSP1 form with details of when your SSP has run out and the reason it is no longer payable, this should then be taken to the DWP.

Please email PeopleServices@amey.co.uk with details of your request.

We will contact Amey Insurance Team on your behalf to obtain confirmation and then issue your confirmation letter.

Complete a VRF (Vehicle Request Form) and email to PeopleServices@amey.co.uk.

We will provide the VRF Amey Company Car Team and Novuna who will provide your access to the online portal.

From 6^th August 2022 rehome incentives are no longer available; they were a non-contractual agreement and are no longer processed.

Employees who are eligible for car allowance are:

• All employees with car entitlement can now opt for car allowance

As of January 2024, in line with Amey's commitment to minimising our impact on the environment, the following emissions criteria will apply to all car changes and any cars coming on to the car allowance scheme.

• 1st January 2024 – 50g/Km CO2 cap*
• 1st January 2026 – Zero tailpipe emissions*

To meet the criteria for car allowance your vehicle must be under 9 years old, fall in the Co2 limit of your banding and be insured for business use.

You will need to provide a completed VRF (Vehicle Request Form), insurance document and your V5 into People Services for processing

Individuals receive change of tax code notices for many reasons.

These reasons may not always be known by the employer, making advice and guidance difficult to offer.

These reasons can be:

• The individual starts to get income from an additional job or pension
• The individual’s employer tells us they have started or stopped getting benefits from their job
• The individual gets taxable state benefits
• The individual claims marriage allowance
• The individual claims expenses they get tax relief on.

Legally we need to operate any tax code notifications that HMRC issue and we are unable to make changes to your tax code without further instruction from them.

To assist individuals in accessing the correct information, based on their needs and situation, HM Revenue and Customs (HMRC) has released an interactive tool. The ‘get help understanding your tax code tool’ will help the user understand the reasons for the change and what next steps can be taken.

If you still need further assistance or think your tax code is incorrect, you can also contact HMRC on the employee helpline on 0300 200 3300 – our tax office refence number is 948/N906. If necessary HMRC will correct your record and then send us electronic notifications to update their record

If HMRC update your Tax code, they will submit this change directly to Amey via the online portal; we will then correct your record and operate the advised tax code within the next available pay period.

Advance or out of cycle payments are provided to employees either when there has been late notification or an error within a particular process within People Services. An example of this is late new starter paperwork or incorrect processing of variable pay.

Once we have committed to BACS processing in any pay period and an error has occurred or payment missed, we are unable to apply the correction to that pay period and an advance payment may be required.

The value provided will represent the net value (after taxes) of the money due to you until the correction can be made in the following pay period and will be paid directly into your nominated bank account.

Depending on the value that is due and if we have the necessary approvals from the account and people partner, we will issue any money due to you as soon as possible. If the value is deemed too small, it may be decided that it will be included in the following pay period and therefore no advance will be issued. Ordinarily if the missing money relates to Basic pay, a payment will be raised if it has been requested and approved

No, the advance payment will be paid to you in lieu of any corrections being processed within your next payslip.

The following pay period any missing gross payments will be detailed and included in your reportable taxable earnings to HMRC. The necessary taxes will be deducted from the payment, and we will then deduct the net advance payment against this under description advances reclaim on your payslip.

As you will have already received the net value of the correction direct into your account, any adjustments made in the following payslip are purely for recording and reporting purposes. Any gross corrections made on the following payslip, you will not be due to be paid, therefore the advance reclaim is put in place to ensure the net value is not received by you twice.

• Your line manager needs to request this, a How To Guide can be requested from People Services.

• A full training guide is available on LearnUpon search for a course called Fiori Times,

• Password resets for Fiori can be requested by the SAP Self service portal, select the SAP Netweaver Gateway – Timesheets and CPM option.

• If this is your first time logging in, it will be blank, to start a new timesheet the plus button needs to be selected from the bottom corner of the master pane, this will prompt which week you need to complete. Please refer to training in Learnupon for further details.

• This error refers to an issue with your cost centre or hourly rate, this is allocated by your Finance Team when the Fiori account is setup. You will need to liaise with your local Finance Team. Names can be found on the Finance Timesheet Representative document by contacting People Services.

• If this is the first time of using that code, you’ll need to input the code to validate it. Once the code has been input and the timesheet submitted, it will be remembered as a favourite for future use.
• Note that you need to enter this in the Network Box on the initial job screen and not the search screen. The search box is to locate codes you may have already used in prior timesheets, not new codes.
• If the code has been input and a message is received that the code has not been recognised or is closed, please contact the person who gave you the code to check it is correct.

• The system runs an unlock program every hour, please try again later.

• Email PeopleServices@amey.co.uk and request that they input your username into SAP Infotype 105.

• Please email Adam.Tansey@amey.co.uk with this error, along with the name of person you’re trying to submit or reject your timesheet to.

• Since submitting the timesheet to you, a project code within it has been closed, this is a glitch of the system which we are looking to fix, in the meantime please email Adam.Tansey@amey.co.uk with the form ID (500 number at the top of the sheet) and who it needs rejecting to, this will then be completed manually.

• This is a glitch in the system, it thinks the timesheet ID in question has already been used in the system. Sadly, there is no way to salvage the form so unfortunately it will need to be started again from scratch.

• Whilst on annual leave, employees are entitled to be paid AHP if in the previous 52 weeks, or 12 weeks if they are term time employees they:
  • Have been paid for additional hours or
  • Received additional elements of pay above their contractual pay 
• Included in this calculation are aspects of:
  • Variable Pay - Shift Allowance, On Call
  • Contractual Overtime
  • Non Contractual Overtime
• AHP is paid for the first 20 days of annual leave, this is an employee's statutory leave entitlement.

• Each week the total of all allowances and overtime payments are calculated.
• This is divided by the planned working hours in that week to give the weekly rate of AHP.
• This is completed each week over a rolling 52 week period, or 12 week period for term time employees.
• The value of all the weekly rates is then added together.
• The total value is then divided by 52, or 12 for term time employees to provide the AHP rate payable.

• This information can be viewed in the miscellaneous section of your payslip.
• 'Ave Hol Pay Per Hour' confirms your current AHP rate.

• The calculation will be based on the previous 52 weeks or 12 weeks from the month prior to when the annual leave was taken.

• You will receive the AHP payment in the month following when the annual leave was taken.

• Yes, the same calculation is applied. Your part time status impacts the number of days you are eligible to receive AHP:
  • A full time employee is entitled to receive AHP for 20 days per annum.
  • After 6 months they reduce their employment from 5 days a week, full time, to 2.5 days a week part time.
  • For the first 6 months they are entitled to AHP on 10 days annual leave.
  • For the second 6 months they are entitled to AHP on 5 days annual leave.
  • The calculation remains the same but will only be applied to 15 days annual leave within the year.

• If you are absent for a complete week during the calculation period, that week(s) will be removed from the calculation period and an earlier week added.
• For example, if you are absent one week, your AHP rate on week 53 will be used.
• This substitution can be used for a maximum of 104 weeks.

• This will show on the left hand side of your payslip as 'Ave Hol Pay'
• The AHP amount is listed separately as it is a top up payment, made in addition to your basic salary for days whilst on annual leave.

• The definition of pensionable pay depends on the rules of your individual Pension Scheme.
• The payment will be treated consistently with the terms that apply to your regular pension contributions.
• For example, if you normally pay a pension contribution on your basic pay only, then the payment will not be pensionable because the earnings used to calculate the allowance are not usually pensionable.
• But, if you are enrolled in a pension scheme that treats additional allowances and overtime as pensionable, AHP will also be pensionable and a member contribution will be deducted accordingly.

• Ensure all your annual leave is booked through People Portal and Kronos, dependent on the mechanism used by your account.

• Your leave will be pre entered for you based on your school's term dates, you do not need to do anything differently.

• A salary sacrifice arrangement is an agreement to reduce your entitlement to cash pay, usually in return for a non-cash benefit.
• In entering a salary sacrifice agreement, you adjust your contract to reflect cash and non-cash entitlements.
• Salary sacrifice arrangements are made in agreement between you and Amey.
• Salary sacrifice arrangements must not reduce your cash earning below the National Minimum Wage (NMW) rates. Amey must put procedures in place to cap salary sacrifice deduction and ensure NMW rates are maintained, so a request for a salary sacrifice may not always be agreed.

• We use salary sacrifice to reduce your gross salary so that you don’t have to pay Tax or National Insurance on your non-cash benefits.

• We use salary sacrifice to deduct money from your pay when you have opted to enrol in any of the Annual Choices or Anytime Choices benefits in the Amey ‘Your Choices Benefit Scheme’, as long as this doesn’t reduce your salary below the NMW.
• The annual benefits can include; Extra Annual Leave, Annual Medical Care, Critical Illness Cover, Personal Accident Cover, Dental Insurance, Travel Insurance and Tatstecard.
• The anytime benefits can include; Cycle to Work Scheme, Health Cash Plan and Gym Membership.
• We also use salary sacrifice when making deductions from your pay for your Pension Scheme. This is also known as ‘SMART’ Pensions.

• SMART pensions is when we reduce your qualifying pay by 5% as per the HMRC’s minimum contribution rates, before we work out your Tax and National Insurance.
• This means you won’t pay Tax and National Insurance on your Pension contribution.
• In most cases, we will take your 5%, make our contribution of 3% and pay the total 8% into your relevant Pension scheme.
• When you are enrolled in a Workplace Pension Scheme, unless it would reduce your pay below the NMW, pension deductions are automatically made using SMART Pensions.

• You have the option to opt out using salary sacrifice if you choose. Please contact People Services (PeopleServices@amey.co.uk) if you think this is the right choice for you.

• You might wish to consider opting out of Salary Sacrifice where a lifestyle change significantly alters your financial circumstances.
• Sometimes where you find yourself in receipt of statutory payments or benefits that may be calculated on your gross pay, could affect your rate of entitlement. These can include:
  • State Pension
  • Additional State Pension
  • Incapacity Benefit
  • Statutory Sick Pay
  • Statutory Maternity Pay
  • Statutory Paternity Pay
  • Statutory Parental Bereavement Pay
  • Statutory Adoption Pay
• You may also wish to consider that credit providers and lenders may take your gross pay into consideration when calculating your eligibility to borrow money, take out credit or finance products/services.