My working partner and I have a small child that is farmed off to childcare, the government has introduced these vouchers to encourage people back to work but I've been told that the army wont be introducing this until autumn of this year due to (wait for it!!!!) waiting for JPA to settle.
Until then we're lumbered with the none too small cost, anyone know of a way to claim these, is it just the army not doing this or the MOD as a whole?? My partner unfortunately works for a company that is not signed up to this scheme.
For anyone reading this that knows nowt about it but will reap the benefits of getting reduced childcare costs dig out Defence Internal Brief (DIB) 2006/06 for info, there's figures and contact numbers on there.
Basically you will be able to purchase (direct from pay) a maximum amount of vouchers per month (its £217 per parent) and these will be worth more to your childcare provider which if you're on the higher tax bracket (over £40K) would save you £1,067.00 or lower up to £859 per year!!!!
Try this link on Childcare Vouchers Maybe you can get your partner to persuade their workplace to sign up to them as described in this clip from the page:-

What if your employer doesn't offer a scheme? Providing childcare vouchers shouldn't cost your employer any money, in fact as they don't pay national insurance on the vouchers, it actually makes them serious money - £100s per employee!

Therefore why not try and persuade them, perhaps chat to other parents and go as a group to request the facility. Feel free to print out this article to show them. Firms can do voucher schemes two ways, either by operating themselves or by using one of the many voucher companies do all the admin for them, this fee should be less than the firm gains in national insurance, so they'll still profit.
Just found this:

The News

Chapter and Verse

Basically it starts on 10th Dec, Email your details to and they will send you an application pack when available.

Point to note:
It's employee based not child based so if you have more than 1 rug-rat your entitlement doesn't go up. However(!) if you are both serving, or your spouse is employed in a job that supports this scheme (i.e. civil service) you can both use the scheme and get double the vouchers.


Are there any drawbacks?

There are a number of potential drawbacks that you need to consider. Salary sacrifice means you have lower gross pay so you must review what impact this will have on any other benefits (such as tax credits or earnings-related benefits) or gross pay calculations (such as maximum mortgage loans). Since individual circumstances vary a great deal it is not possible to offer completely specific advice and you will have to carefully consider your own situation and seek additional information or ultimately independent financial advice. In particular you should note:

• Tax Credits. Some people on lower salaries will be better off not using childcare vouchers. Generally if you receive more than £545 per year (or £1090 per year if you have a baby under the age of one) in childcare costs through tax credits then a childcare voucher scheme may not be the best option. If you are not claiming tax credits for childcare costs you should consider doing so now, particularly if you are on a relatively low salary.

• Pension. The new Armed Forces Pension Scheme (AFPS05) is based on a gross pay calculation. However, the MOD has agreed that AFPS05 pension calculations will discount any salary sacrifice (i.e. the pension will assume you were still receiving all the salary in cash). Members of AFPS75 with a salary sacrifice agreement will also not be affected because the scheme uses representative final salaries.

• Contribution and earnings-related benefits. The amount you may be eligible for in contribution-based benefits such as Jobseekers’ Allowance and Incapacity Benefit could be affected by a salary sacrifice agreement. These benefits are calculated according to the level of NIC you pay. Earnings-related benefits such as the State Second Pension (if you are contacted out of the Armed Forces Pension Scheme) are based on your income and do not count the amount received in childcare vouchers as income, therefore reducing the rate of these benefits.

• Statutory Maternity Pay (SMP). SMP is based on earnings and is assessed on the basis of actual cash salary being paid between the 23rd and 15th weeks before the expected week of birth. If a pregnant Servicewoman is a scheme member during that period, her SMP will be calculated on the lower level of pay. This is normal practice for salary sacrifice schemes. Therefore, pregnant Servicewomen must withdraw from the scheme by the 23rd week before the expected week of birth in order to be assessed for, and eventually receive, the full rate of maternity pay. Withdrawal of membership of the scheme cannot be backdated so it is essential that this action is taken by any pregnant Servicewoman who is a member of the scheme.

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