As the financial landscape continues to evolve, so too must the strategies employed by business owners and directors when it comes to profit extraction, we look at maximising tax efficiency.
With the 2024-25 financial year on the horizon, understanding the implications of choosing between dividends and payroll (including salary and bonuses) is more important than ever. This comprehensive guide explores the intricacies of both options, helping you make informed decisions that optimise your tax position.

The basics of dividends
Dividends represent the distribution of a company’s after-tax profits to its shareholders. Unlike salaries or bonuses, dividends are a reward for ownership rather than performance. This distinction brings about several important legal and tax considerations.
Compliance with the Companies Act 2006: Dividends must be paid out in accordance with the Companies Act 2006. This includes ensuring there are sufficient distributable reserves and that the proper procedures such as voting and documentation are followed. Failure to adhere to these regulations can result in dividends being classified as illegal, leading to potential repayment obligations.
- Types of dividends
- Interim dividends: Typically declared by directors and taxed when paid or made available. Interim dividends require sufficient management accounts to justify the payout.
- Final dividends: Usually approved by shareholders and taxed when due and payable, as per the Corporation Tax Act 2009.
- Tax treatment of dividends: Dividends are subject to income tax at rates of 8.75%, 33.75%, and 39.35%, depending on the shareholder’s total income. One significant advantage of dividends is that they are not considered earnings and thus are not subject to National Insurance Contributions (NICs), making them a potentially more tax-efficient means of profit extraction for individuals in higher tax brackets.
Payroll (Salary and Bonuses): Understanding the implications – Maximising Tax Efficiency
Payroll, encompassing salaries and bonuses, is the traditional method of compensating individuals for their work within a company. This form of compensation has its own set of tax implications, which can vary significantly depending on the level of income and the company’s financial position.
- Income Tax and NICs:
- Income tax: Payroll income is taxed at standard rates across the UK—20% for basic rate taxpayers, 40% for higher rate taxpayers, and 45% for additional rate taxpayers.
- National Insurance Contributions (NICs): Employees are liable for NICs on earnings, with 0% due up to £12,570, 8% on earnings between £12,570 and £50,270, and 2% on earnings above £50,270. Employers also face NICs at 13.8% on earnings above the annual secondary threshold of £9,100.
- Corporate tax relief: Salaries and bonuses are generally deductible for Corporation Tax (CT) purposes, provided they meet the “wholly and exclusively” test. The CT rates for the upcoming year are:
- Small profits rate: 19% for profits up to £50,000.
- Marginal rate: 26.5% for profits between £50,000 and £250,000.
- Main rate: 25% for profits above £250,000. It’s important to note that payroll expenses must be accounted for on an accruals basis, with deductions allowed if the payroll is paid within nine months of the year-end.
- Reporting requirements: Payroll involves more administrative complexity than dividends, requiring Real-Time Information (RTI) submissions to HMRC, even if opting for an annual payroll scheme.
Key considerations when choosing between Dividends and Payroll – Maximising Tax Efficiency
When determining the best approach to profit extraction, several factors must be considered to balance tax efficiency, simplicity, and long-term financial goals.
- Simplicity: Dividends may seem simpler at first glance, but they require accurate documentation, such as dividend vouchers, and the justification of distributable profits. Payroll, while more administratively demanding due to RTI requirements, provides a straightforward method of compensation with clear tax implications.
- Flexibility: Payroll offers more flexibility in terms of timing and amounts. Ad hoc payments within a tax year are less likely to be challenged by HMRC compared to irregular dividend distributions, which must follow strict legal and procedural guidelines.
- Cash flow considerations: Payroll results in immediate tax liabilities under the PAYE system, affecting cash flow more directly. In contrast, dividends allow for deferred tax payments, with balancing payments and payments on account under the self-assessment system. This can be advantageous for managing cash flow throughout the year.
- State pension and benefits: The level of salary taken can also impact state pension entitlements. A minimum salary of at least £9,100 is generally recommended to ensure a qualifying year for state pension purposes, benefiting from NIC reliefs without incurring unnecessary employer’s NICs.
- Company profit levels: The company’s profit level is a crucial factor. Different strategies work better depending on whether the profits are below £50,000, between £50,000 and £250,000, or above £250,000. For example, dividends tend to be more efficient for profits between £50,000 and £250,000, while payroll becomes more advantageous for very high-profit levels.
Comparative case studies: Understanding the financial outcomes – Maximising Tax Efficiency
Let’s explore some practical examples to see how different strategies can impact both the company and the individual:
Example 1 – Profits between £50,000 and £250,000 (Extracting all profit with a minimum salary of £9,100):
- Company position: A mix of salary (£9,100) and dividends results in a retained profit of £70,562 after tax, with the individual receiving a net amount of £66,487.
- Individual position: Compared to payroll alone, the dividend strategy provides an additional after-tax receipt of £4,323.
- Example 2 – profits over £250,000 (Extracting £100,000 with a minimum salary of £9,100):
- Company position: The company retains £300,000 in profits, with the individual receiving a net amount of £64,906 through a combination of salary and dividends.
- Individual position: While dividends still offer a tax advantage, the benefit decreases as profit levels increase, with payroll becoming more favourable for extractions over £411,000.
Example 3 – profits up to £50,000 (Extracting all profit with a minimum salary of £12,570):
- Company position: Using dividends with a higher salary results in a retained profit of £29,930 after tax, with the individual receiving £39,925.
- Individual position: This strategy provides an additional after-tax receipt of £3,977 compared to using payroll alone.
Summary: Which strategy is right for you?
For the 2024-25 financial year, the optimal strategy for profit extraction will depend on several variables, including the total amount to be extracted, the company’s profit level, and the individual’s broader financial situation.
- Dividends plus minimum salary: This approach is generally more tax-efficient for extractions up to £411,000, particularly for profits between £50,000 and £250,000.
- Payroll for higher extractions: For extractions exceeding £411,000, payroll may become the more tax-efficient option.
- Salary levels: A minimum salary of £12,570 is advantageous up to an extraction of approximately £134,000, while a salary of £9,100 is more efficient for extractions between £134,000 and £411,000.
However, each situation is unique, and the most efficient strategy requires detailed calculations tailored to your specific circumstances. Consulting with a tax professional or utilising specialised tools, like those offered by Croner-i, can ensure you make the most informed decision.
Maximising Tax Efficiency: Dividend vs. Payroll in 2024
If you would like to discuss your individual or company’s financial matters, please do not hesitate to contact us. (Article – Phoenix – Financial Marketing)