Tax Relief on Footwear/Uniform/Mobile Phone

Sam_Spends_Too_Much

Hi, not sure if I'm posting in the right place but I'm sure some nice person will move me across

My husband works as an HGV driver, a requirement of the job being that he wears a uniform and steel toe capped boots. I remember that when I worked at Sainsburys (many moons ago), we got a small amount of £ for washing our uniform. Is that still about?? The clothing part of the uniform is supplied but the boots we buy ourselves. As its a requirement of the company, should they not be supplied as well?? Apologies if I'm wrong, I don't wish to appear funny and I don't mean to upset anyone. Its just that with 4 kids, I need to keep any eye on every penny!!

Also, the only means of communication between my husband and 'base' is his mobile phone. If he needs to speak to anyone, he rings them and rings off and they call him back, but without us paying for this mobile they wouldn't be able to do that. He currently has a monthly contract, but even if we switched to a pay as you go, after the initial outlay, we'd still have to make sure there was money on it or he wouldn't be able to call them for the call back - did that make sense If he said that he didn't have a mobile, they wouldn't be able to send him information he needed as part of his jobs, should this then not be work supplied as well??

Many thanks for your help :beer:

Ian_W

1. With regard to washing uniform there is a thread HERE. I believe you can claim tax relief if the firm doesn't offer laundry facilities.
2. With regard to the boots I don't know the tax position of you buying them but the co must be insisting he wears them for health & safety reasons, if so they should supply them, I would have thought, under the protective equipment regs or at least reimburse the cost. Does he have a Union he can check this with?

Andy_L

I agree with Ian on the boots.

As far as the mobile phone goes, if work want to be able to phone him & for him to phone them then they should provide a mobile (& hands free kit) or reimburse him for the cost of calls.

Quick thought - the above only applies if he's an employee. If he's a self employed driver then it's his responsibility.

Sam_Spends_Too_Much

Hi, thanks for your replies. He isn't a self employed driver, but the firm he works for is small, approx 30-40 employees. His boss is a little - difficult - to say the least.

I believe he should be given a mobile due to the fact this is the only means of communication available. I think this has been raised with his boss before but nothing has ever come of it.

I had considered joining a union but wasn't sure if this would help in any way.

At the end of the day, his boss knows that we need the job, as does everyone else that works for him, therefore its a case of put up and shut up. If anything is said that his boss doesn't like, the staff get the runs that no-one likes until he's finished his tantrum.

Also, does anyone know if there are any 'official' times for night working?? Hubby quite often starts at 3am but doesn't get any extra night shift pay. The staff that do nights get a different rate of pay, should he not get a percentage of that at least for starting earlier than the 'day' rate.

Thanks again.

dzug

Sam_Spends_Too_Much wrote: »

Also, does anyone know if there are any 'official' times for night working?? Hubby quite often starts at 3am but doesn't get any extra night shift pay. The staff that do nights get a different rate of pay, should he not get a percentage of that at least for starting earlier than the 'day' rate.

Thanks again.

I think there are official times - not sure what they are though. However they have no effect on payment entitlement, only on the number of hours you can legally work.

So it's up to the boss whether he pays extra for a 'part night' or not.