Setting eligibility rules is one of the first decisions HR makes when launching a scheme, and getting it right upfront saves confusion later. loveelectric applies a fixed set of minimum criteria to every employee - but above that floor, the policy is yours to design. This is general guidance, not legal advice; loveelectric can talk through specific cases directly.

The minimum eligibility criteria

These apply to every employee, regardless of what an employer chooses to add on top:

The employee self-certifies affordability and intention to stay for the term as part of joining - loveelectric doesn't run a personal credit check.

What employers can customise

The table above is the standard setup, but employers can be more restrictive than loveelectric's minimum, but not less. This is the part that's genuinely up to you as the employer, and it's worth thinking through before launch rather than deciding case by case.

Common choices include setting a wage threshold higher than the statutory NMW floor - for example, requiring a minimum salary of £30,000 rather than relying on the NMW figure alone - or restricting the scheme to employees within a particular salary band or job level. Some employers require a longer minimum service period than the standard probationary period, such as six months rather than three. Others cap how many employees can join in a given rollout phase.

loveelectric can advise on what similar employers in your sector typically choose, but the final policy decision sits with you.

The NMW check

Salary sacrifice can never take an employee's pay below the National Minimum Wage - that's a statutory rule, not a loveelectric one. The employee self-certifies affordability as part of joining, and the NMW floor applies as a hard limit regardless.

Special cases

A few scenarios come up often enough to call out directly. Zero-hours workers without a formal contract of employment typically don't qualify, while variable-pay employees who do have a contract - commission-based sales staff, for example - are often eligible based on their guaranteed base salary; see our guide to zero-hours and variable pay for the full picture. 

Employees on a Skilled Worker Visa are eligible as long as the visa expiry date is after the lease ends. And employees approaching retirement remain eligible, provided they're not planning to retire during the lease term itself.

Frequently Asked Questions

Q: Who can get a salary sacrifice car?

A: Any permanent employee who has completed their probationary period, is aged 18–75, is a UK resident, and whose pay remains above the National Minimum Wage after deductions - subject to any additional policy the employer sets.

Q: Do you need a permanent contract for salary sacrifice?

A: Yes - a formal contract of employment is required. Casual or zero-hours workers without one aren't eligible.

Q: Is there an age limit for salary sacrifice cars?

A: Yes - 18 to 75 at the start of the lease, with a maximum age of 78 at the end.

Q: Can employees on a visa get a salary sacrifice car?

A: Yes - employees on a Skilled Worker Visa are eligible provided their visa expiry date falls after the end of the lease term.

Q: Can an employer set stricter eligibility rules than loveelectric's minimum?

A: Yes - employers can add restrictions such as a higher wage threshold, a specific salary band, or a longer service requirement. They can't loosen loveelectric's minimum criteria, only add to them.

Clear eligibility rules, set once at the start, save confusion at onboarding. loveelectric applies the minimum criteria to every employee and can talk through policy choices with you directly when you're setting up a scheme.