Best EV salary sacrifice schemes UK: independent comparison

Six providers, compared on the terms that actually matter. We earn commission on one of them. We’ve told you which.

UK SALARY SACRIFICE · 6 PROVIDERS COMPARED · 2026/27 · EV BIK 4%

There are over a dozen EV salary sacrifice providers competing in the UK. Most published comparisons are written by one of them. Loveelectric publishes “best provider” articles. So does The Electric Car Scheme. So does Tusker. Each ranks themselves first. That’s how marketing works; it doesn’t tell you which scheme to actually sign up to.

This page does. JustWatt earns commission on referrals to Octopus EV and no commission on the other five. That detail belongs at the top, not buried in a footer, because it’s the only honest way to write this comparison. If we ranked Octopus EV first because they pay us, you’d want to know. They’re not first because they pay us. They’re first because, on the package most readers actually need, the scheme is the strongest in the market right now. Below, we say why, and we say where the others beat them.

How we ranked these six providers

We picked the six providers most relevant to a 2026 UK reader making this decision: Octopus EV, The Electric Car Scheme, Tusker, Loveelectric, Zenith, and Pink Salary Exchange. Together they cover the four positioning archetypes that matter in this market: comprehensive ecosystem (Octopus EV), protection-first specialist (The Electric Car Scheme), established large-fleet operator (Tusker, Zenith), B Corp / used-EV broker (Loveelectric), and small-employer specialist (Pink Salary Exchange).

We researched provider terms in May 2026 from each company’s own published pages, then cross-checked against third-party reviews and the Electric Car Guide / EVschemes / Drewberry comparison set. Where providers disagreed about each other’s terms, we went back to source documents. The data on this page is what each provider currently states publicly, not how a competitor characterises it.

We did not test the application or quote process at scale. We have not been an employer running any of these schemes for 12 months. This is research synthesis, not a longitudinal test. Where a provider’s terms changed between the original research and publication, we’ll mark “Updated” against the relevant row at the next refresh.

What we earn: JustWatt earns commission on referrals to Octopus EV through its publisher referral programme. We earn nothing on referrals to Tusker, The Electric Car Scheme, Loveelectric, Zenith, or Pink Salary Exchange. The “best for” tags below reflect what we’d recommend to a friend in each situation. They do not reflect who’s paying. If our affiliate relationships expand in future, we’ll update the disclosure and the page in the same edit, not silently.

What salary sacrifice actually is

Salary sacrifice is an arrangement where you give up a chunk of your gross salary in exchange for your employer providing a benefit, in this case an electric car. The money comes out of your pay before income tax and National Insurance are calculated, so the effective cost to you is lower than paying for the same lease from your post-tax salary.

Two savings stack. The first is income tax and NI not paid on the sacrificed amount, worth 28-42% depending on your tax band. The second is the Benefit-in-Kind (BIK) charge on the car, which for an EV in 2026/27 is just 4% of the P11D value. A £45,000 EV produces an annual BIK charge of £1,800, taxed at your marginal rate. For a 40% taxpayer that’s £720 a year, or £60 a month, on top of the (now-discounted) lease cost. A petrol car on the same scheme would face a BIK charge five to eight times higher.

The 4% rate isn’t permanent. It rises to 5% in 2027/28, 7% in 2028/29, and caps at 9% in 2029/30. The window between now and the 2028/29 step is the most tax-efficient period of the scheme’s history. After 2029/30, EVs remain materially cheaper than petrol or diesel on BIK, but the gap narrows.

One critical mechanic to understand: the Optional Remuneration Arrangements (OpRA) rule introduced in 2017. For cars over 75g/km CO2 under salary sacrifice, you pay tax on the higher of the gross salary given up or the BIK value. Most petrol and diesel cars exceed 75g/km, which means OpRA effectively cancels the tax efficiency. Cars at or below 75g/km — all EVs and most modern PHEVs — are exempt from OpRA, which is the structural reason EV salary sacrifice schemes work. We’ve covered this in detail on our BIK calculator page; see the OpRA section there if you want the mechanics.

The six providers

Octopus EV

Best overall · 2026/27 default for most readers · CTA earns JustWatt commission

Octopus Electric Vehicles is the EV leasing arm of Octopus Energy Group. The salary sacrifice scheme has been their main consumer product for several years and they’ve used the energy-supplier connection to bundle the package more tightly than any competitor. The monthly cost includes the car, comprehensive insurance, servicing, maintenance, tyres, AA breakdown cover, and either a free Ohme home charger with standard installation or 4,000 free public charging miles via Octopus Electroverse. Set-up and admin are free for the employer.

The differentiator most readers care about: access to Intelligent Octopus Go, Octopus Energy’s smart EV tariff with overnight rates around 8p/kWh. If you charge at home overnight, your running costs land at roughly a third of the cheapest equivalent on most other tariffs. This requires you to be an Octopus Energy customer, which most readers won’t see as a meaningful constraint. Around 6.5 million UK households are already on Octopus Energy.

What’s good

The bundled package is genuinely comprehensive. The 4,000-miles-or-a-charger choice is unusual and useful. Driver app, customer service, and Trustpilot scores are all strong (4.8 from over 30,000 reviews). The tariff integration is the structural advantage no other provider can match without owning an energy supplier.

What’s not so good

Early termination protection is weaker than some competitors. Day 1 protection covers long-term sickness, maternity leave, and loss of licence on medical grounds, but resignation, redundancy, and dismissal are only covered from month 3 onwards. The Electric Car Scheme covers all of these from Day 1. For employers with cash flow concerns about the first 90 days of a contract, this matters. New cars only, no used-EV option.

Key terms

Monthly fee model

Employer fee, integrated with NIC savings

EV range

All major EV brands available

Deposit

None

Mileage

Configurable; 4,000 free public charging miles included

Employer minimum

No published minimum (small employers supported)

Charging integration

Free Ohme home charger OR 4,000 public miles via Electroverse

Best for: someone who wants the most complete bundled package, will charge at home overnight, and is comfortable being on (or moving to) Octopus Energy. The strongest single-supplier proposition in the market.

Visit Octopus EV →

The Electric Car Scheme

Best for protection · strongest early termination terms in the market

The Electric Car Scheme is a B Corp certified specialist focused exclusively on EV salary sacrifice. Founded in 2021 and now working with employers from five staff upwards (including TopCashback, Holland & Barrett, and Leeds Bradford Airport), it has built its proposition around removing employer risk. The headline feature is Complete Employer Protection from Day 1: if the employee leaves for any covered reason in the first 90 days of the contract, the scheme covers the financial shortfall. Octopus EV, Tusker, and Loveelectric all have qualifying periods before equivalent protection kicks in.

Two other distinctive features. The Charge Scheme is a separate salary sacrifice product covering home and public EV charging through payroll deduction, saving employees 20-50% on their charging costs in the same way the main scheme saves on the vehicle. No other provider currently offers an equivalent. Electric Flex is an option to switch temporarily to a petrol or diesel hire car for a fixed period each year if the EV doesn’t fit a specific trip, which adds genuine flexibility for households with one car and occasional long journeys.

What’s good

Day 1 protection across all major scenarios (resignation, redundancy, dismissal, long-term sickness, parental leave) is the most generous in the market and the one feature an HR director will care about most. The Charge Scheme add-on is unique. B Corp certification adds a credibility layer for employers running ESG-aware benefits. Trustpilot 4.9 from over 1,000 reviews.

What’s not so good

The pricing model isn’t published openly the way Loveelectric’s is. Quote-by-quote pricing makes it harder to compare against a personal lease without going through the process. Minimum employer size is 5 staff, which rules out sole traders and very small companies. No used-EV option.

Key terms

Monthly fee model

Cost-neutral to employer (NIC savings absorb scheme fee)

EV range

Multi-funder pricing engine, broad UK leasing partner panel

Deposit

None

Employer minimum

5 employees

Charging integration

The Charge Scheme (separate workplace + home charging SS product)

Early termination

Complete Employer Protection from Day 1 (all major scenarios)

Best for: HR-led decisions where protection terms matter more than ecosystem features. The strongest scheme in the market for employers worried about cash exposure during the early contract period.

Visit The Electric Car Scheme →

Tusker

Best for established UK fleet operations · public sector strength

Tusker is the longest-established player in this category and operates at a scale that lets it deliver schemes for public sector employers, NHS Trusts, and councils as well as private-sector businesses. The scheme is all-inclusive (insurance, maintenance, tyres, road tax, breakdown) and Tusker has the operational depth to handle large fleet rollouts in ways smaller specialists can’t match. It’s the default choice for organisations whose procurement teams want a known quantity with a long track record.

Tusker’s Lifestyle Protection covers resignation, redundancy, and dismissal after the first three months of the contract. Day 1 protection applies for long-term sickness and maternity leave. The 3-month qualifying period is the same as Octopus EV’s and weaker than The Electric Car Scheme’s.

What’s good

Established and stable. Carbon-neutral operations. Strong reputation in risk management and compliance, particularly for public sector procurement. Comprehensive package including insurance, maintenance, breakdown, and road tax in one monthly figure. Active across both EV and hybrid vehicles, which suits employers transitioning a mixed fleet.

What’s not so good

3-month qualifying period on Lifestyle Protection. No used-EV option. No salary sacrifice solution for charging costs. Trustpilot 4.6 is solid but the lowest of the major specialists. The product is shaped for public sector and large employer procurement, which means individual employees occasionally encounter friction not present at consumer-led providers.

Key terms

Monthly fee model

Employer fee (typical large-fleet structure)

EV range

All major EV brands; also hybrid and ICE options

Deposit

None

Employer minimum

Suited to mid-size and larger employers

Charging integration

None (separate add-on required)

Early termination

Day 1 for sickness / maternity; 3 months for resignation / redundancy / dismissal

Best for: large established employers, particularly public sector and NHS organisations, where the procurement team values longevity, scale, and compliance.

Visit Tusker →

Loveelectric

Best for budget transparency and used EVs · B Corp with reloved® marketplace

Loveelectric is an Edinburgh-based B Corp focused on EV salary sacrifice through a broker model rather than a direct-leasing model. The standout feature is reloved®, a used-EV marketplace inside the scheme that gives employees access to cars under 18 months old at materially lower monthly cost than equivalent new vehicles. Loveelectric is the only one of the six providers reviewed here with a meaningful used-EV product as part of the standard salary sacrifice offering.

Important context to flag: in December 2025, Perkbox (the employee benefits platform) announced an agreement to acquire Loveelectric. The consumer-facing Loveelectric brand has been retained, but the corporate parent will change once the deal completes. Employers signing multi-year salary sacrifice contracts should factor this transition into their assessment of long-term provider stability. Perkbox is well-resourced and the scheme continues to operate as before, but the brand has not been operating under its new ownership for long enough to assess.

Loveelectric publishes its pricing model openly: the administration fee equals the employer’s NIC saving on the sacrificed salary, which guarantees the scheme is cost-neutral to the employer. No hidden margin between the lease cost and the employer charge. The Charge Card is a VISA card credited monthly via payroll that works at every public charging network in the UK, including Tesla Superchargers, the only such card we’re aware of.

Loveelectric’s Zero Risk Guarantee covers resignation, redundancy, dismissal, and non-accidental death from Day 1. The guarantee is funded through a scheme fee charged to the employee rather than as an unconditional standard, which is a meaningful distinction from The Electric Car Scheme’s Day 1 protection.

What’s good

Used EV option via reloved® is unique in the major-provider set. Transparent B Corp pricing. Multi-funder approach gives broader vehicle choice than single-funder schemes. Day 1 protection on the major scenarios. Trustpilot 4.8.

What’s not so good

Day 1 protection is funded by an employee fee. Pending ownership change. No charging salary sacrifice product (the Charge Card is a credit/billing arrangement, not a salary sacrifice). No tariff integration of the kind Octopus EV offers.

Key terms

Monthly fee model

Administration fee equals employer NIC saving (cost-neutral)

EV range

New + used via reloved®; multi-funder choice

Deposit

None

Employer minimum

No published minimum

Charging integration

Charge Card (VISA, multi-network including Tesla Superchargers)

Early termination

Zero Risk Guarantee, Day 1 cover for resignation / redundancy / dismissal (employee-paid fee structure)

Ownership note

Agreement to acquire announced by Perkbox December 2025

Best for: employees who want a used EV via salary sacrifice (cheaper monthly cost), employers who want transparent B Corp pricing and don’t mind the pending ownership transition.

Visit Loveelectric →

Zenith

Best for very large enterprise fleets · 99% satisfaction at scale

Zenith is a corporate fleet management business that offers salary sacrifice as part of a broader vehicle services package. The scheme is designed to integrate with existing company car operations, which makes it a practical fit for businesses already running large company car programmes and want to add an EV salary sacrifice layer without re-platforming their fleet management.

The Pulse online management system gives employers visibility into the fleet at a level of detail (emissions, accidents, mileage) that consumer-led providers don’t typically offer. For organisations with ESG reporting obligations, fleet emissions dashboards, or large procurement scrutiny, Zenith’s enterprise-grade reporting can earn its keep.

The trade-off is at the employee end. Zenith’s early termination terms are the harshest of the six providers reviewed: the higher of 40% of outstanding lease costs or four months’ lease payments, plus possible additional charges for vehicle movement, excess mileage, and damage. For an employee in a £600/month scheme who needs to terminate at month 18 of a 36-month contract, that could be £4,000+ in unrecoverable cost. Most large employers using Zenith pair the scheme with employer-funded protection terms to mitigate this, but the headline numbers on the contract are stiff.

What’s good

Enterprise-grade reporting and integration. Strong for large fleet operations with mixed company car and salary sacrifice arrangements. Comprehensive package including insurance, maintenance, and tyres. 99% reported customer satisfaction on internal surveys.

What’s not so good

Early termination terms are the strictest in this comparison. Enterprise-focused which means smaller employers may face minimum fleet scale expectations and longer implementation timelines. No charging salary sacrifice product. No used-EV option.

Key terms

Monthly fee model

Enterprise/corporate fleet model

EV range

All major brands; also hybrid and ICE

Deposit

None

Employer minimum

Designed for medium-large employers (significant fleet scale expected)

Charging integration

None

Early termination

40% of outstanding costs OR 4 months' payments (whichever higher), plus extras

Best for: very large employers with existing corporate fleet operations who want EV salary sacrifice integrated into a broader vehicle services contract.

Visit Zenith →

Pink Salary Exchange

Best for small employers · 1-employee scheme · no early termination fee

Pink Salary Exchange is the salary sacrifice arm of Pink Car Leasing, a 20-year UK leasing operator that supplies around 5,000 new cars annually. It’s the only provider in this six that explicitly welcomes businesses with a single employee, including sole traders. For the founder of a small business or limited-company contractor who wants an EV through salary sacrifice, Pink Salary Exchange is often the only realistic option among the major-name providers.

The scheme operates on a select panel of funders to source competitive rates on each vehicle. Contract lengths run from 6 to 48 months, which is unusually flexible (most competitors start at 24 or 36 months). No deposit and no credit check for the employee. The “Community” feature lets a leaving employee transfer the lease contract to another business via a novation arrangement, which softens the early termination case substantially.

The most distinctive term: Pink Salary Exchange’s standard early termination policy allows employees to return the vehicle without paying a termination fee when they leave the employer. This is more generous than the named “Day 1 protection” products from larger providers, which typically have employer-funded structures behind them.

What’s good

Genuinely accessible to small businesses and sole traders, with no minimum employee count. Fast setup (often within 8 working hours). New and used vehicle options. No deposit, no credit check. Strong early termination terms by default. Hybrid and EV options available.

What’s not so good

Smaller scale and brand recognition than Octopus EV / Tusker / Loveelectric / Electric Car Scheme. The “select panel of funders” approach means less transparency about which leasing company actually owns the contract on your specific car. No salary sacrifice charging product. No specific tariff integration.

Key terms

Monthly fee model

Direct lease via panel of funders

EV range

New + used; hybrid + EV

Deposit

None

Employer minimum

1 employee (sole traders supported)

Contract length

6-48 months

Charging integration

None

Early termination

No fee if employee leaves the employer (standard term)

Best for: small businesses, limited-company contractors, and sole traders. The most accessible scheme in the market for an employer with fewer than five staff.

Visit Pink Salary Exchange →

The “best for who” matrix

Mapping the six providers to the situations where each one is the cleanest choice:

Use case	Provider	Why
Best overall	Octopus EV	Bundled package + tariff integration + AA + free charger. The default for most readers.
Best for protection	The Electric Car Scheme	Day 1 Complete Employer Protection across all major scenarios. The strongest terms in the market.
Best for established large fleets	Tusker	Longest-running, public sector strength, mixed-fleet support.
Best for used EVs and transparent pricing	Loveelectric	reloved® used marketplace + B Corp transparent pricing. (Acquisition note flagged.)
Best for very large enterprises	Zenith	Pulse reporting, corporate fleet integration. Note stiff early termination terms.
Best for small employers and sole traders	Pink Salary Exchange	1-employee minimum, no deposit, no credit check, no early termination fee.

We’ve kept each provider to one slot. The matrix preserves the comparison without burying any provider. If two situations apply to you, weight by which one is the binding constraint for your scheme.

How to actually choose

The provider you should sign up to depends on the answer to four questions, in this order:

1. Are you an employer with fewer than 5 staff? If yes, the choice narrows to Pink Salary Exchange. Most other providers have minimum employee count thresholds that exclude you. Pink Salary Exchange explicitly serves sole traders.

2. How worried is your finance director about early termination liability? If the answer is “very”, The Electric Car Scheme’s Day 1 protection across all major scenarios is structurally stronger than any competitor and worth the trade-off in tariff integration. If the answer is “moderately”, Octopus EV’s 3-month qualifying period for the resignation/redundancy/dismissal scenarios is workable.

3. Will your drivers charge at home overnight? If yes, Octopus EV’s Intelligent Octopus Go tariff integration delivers running costs no competitor can match. The combination of cheap overnight charging and a bundled charger genuinely is what makes the scheme cheapest to run in 2026. If no (street parking only, no off-street access), the tariff advantage is mostly lost and other providers become more competitive.

4. Do you need a used EV to make the maths work? Only Loveelectric and Pink Salary Exchange offer used EVs in the standard scheme. New EVs are typically £100-200/month more than a 12-month-old equivalent at similar spec.

What to ask your employer before signing up

The scheme provider matters; the employer-side terms matter more. Before signing the salary sacrifice agreement:

• Is the scheme cost-neutral to my employer? If yes (NIC savings absorb the scheme fee), no organisational pressure. If no, the scheme could be withdrawn at short notice for cost reasons.
• What’s the company’s redundancy protection? Most providers offer some employer protection but the employer typically funds part of it. Ask specifically how a forced exit is covered.
• Are there any restrictions on the EV I can choose? Some employers cap monthly cost. Some allow only specific brands. The provider’s catalogue is wider than the employer’s permitted list in most cases.
• What happens to my pension contributions? Salary sacrifice reduces gross salary, which can reduce pension contributions if the pension is calculated on post-sacrifice salary. Check whether your employer uses pre-sacrifice salary for pension calculations.
• What happens to maternity / parental leave pay? Sick pay and statutory maternity pay can be calculated on post-sacrifice salary unless your employer specifically protects against this.

What to ask the provider

Specific questions for the quote conversation:

• “Exactly which scenarios are covered by your Day 1 employer protection, and which require a qualifying period? Put it in writing.”
• “What’s the early termination fee structure if the employer’s protection doesn’t apply?”
• “Is mileage measured at point of delivery or point of return? What’s the overage rate per mile?”
• “How is end-of-lease damage assessed? Who decides? Is there a damage waiver?”
• “If your company is acquired or your terms change mid-contract, what happens to my contract?”

A provider who can’t answer these clearly is one whose terms aren’t worth signing.

Red flags to watch for

A few things that should make you stop and think:

• Pricing quotes that don’t show the gross salary sacrifice amount. The number that matters for your tax position is the gross figure, not the “net cost to you” headline. Any provider not showing both is making the maths hard to compare.
• Protection terms described as “comprehensive” without scenario-by-scenario detail. Day 1 protection that excludes voluntary resignation is materially different from Day 1 protection that covers it.
• Pressure to sign within a quote validity window. Most providers’ lease prices are valid for 7-14 days; anything shorter than 7 days suggests pricing pressure that’s worth pushing back on.
• Lack of clarity about who owns the lease contract. The provider you sign up with may not be the funder. Knowing who the funder is matters when you have a problem in year 2.

Frequently asked.

Can anyone get an EV through salary sacrifice?

You need three things: an employer that runs a scheme, eligibility under that scheme (typically a minimum length of service, no notice period, and a salary high enough to absorb the sacrifice while staying above National Minimum Wage), and a willingness to commit for the contract term (typically 2-4 years). Some providers including Pink Salary Exchange offer 6-month contracts, which lowers the commitment. Self-employed sole traders can also access salary sacrifice if they trade through a limited company and the company runs a scheme for them.

How much can I actually save?

For a 40% taxpayer leasing a £45,000 EV at £600 a month gross sacrifice, the income tax and NI saving is around 42% of the sacrificed amount (£252/month), and the BIK charge in 2026/27 is £720/year (£60/month). Net effective monthly cost is roughly £600 - £252 + £60 = £408. The equivalent personal lease from post-tax income would cost the full £600. The saving is around 32% in 2026/27. For a 20% taxpayer the saving is around 22%.

What happens if I lose my job mid-contract?

This is the question every reader should ask first, and the question most providers answer with marketing copy. The honest answer depends on the provider. The Electric Car Scheme covers redundancy from Day 1 with no excess. Tusker, Octopus EV, and Loveelectric each have qualifying periods (3 to 6 months) before redundancy is fully covered, with variations in how voluntary resignation is treated. Zenith's protection is contract-specific and often weaker by default. Pink Salary Exchange waives the termination fee when an employee leaves the employer. Get the specific protection terms in writing before signing.

Do I need to pay BIK on the car?

Yes. For 2026/27 the BIK rate on a pure EV is 4% of the P11D value, taxed at your marginal income tax rate. A £45,000 EV creates a £1,800 annual BIK charge, taxed at 40% = £720/year or £60/month for a higher-rate taxpayer. The rate rises to 5% in 2027/28, 7% in 2028/29, and caps at 9% in 2029/30.

What's the difference between salary sacrifice and a personal lease?

A personal lease is paid from your post-tax income with no employer involvement. Salary sacrifice is paid from your gross pre-tax income with your employer leasing the vehicle on your behalf and reclaiming the cost through payroll. The salary sacrifice route saves income tax and NI on the sacrificed amount, but adds a BIK charge for the use of the car. For EVs the BIK is small enough that salary sacrifice usually beats personal lease by 25-45% in monthly cost. For petrol and diesel cars over 75g/km, the OpRA rule cancels the saving and personal lease is usually cheaper.

Are SS schemes affected by the 2017 OpRA rules?

Yes, but EVs are exempt. The Optional Remuneration Arrangements rule introduced in April 2017 requires tax to be paid on the higher of the salary given up or the BIK value. The exemption is for cars at or below 75g/km CO2, which covers every pure EV and most PHEVs. For petrol or diesel cars over 75g/km, OpRA applies and the tax efficiency of salary sacrifice is largely lost. This single carve-out is the structural reason EV salary sacrifice schemes work.

Can my employer block this?

Yes. Salary sacrifice schemes are voluntary for employers to set up. Some employers don't run them at all; some restrict eligibility (minimum service, salary thresholds, brand caps); some run them through a single provider with no choice for the employee. If your employer doesn't run a scheme, your route to EV salary sacrifice is either to persuade them to set one up (most providers offer it at zero cost to the employer) or to wait until you're at an employer who does.

What if I want to leave the company voluntarily?

This is where provider terms diverge sharply. The Electric Car Scheme covers voluntary resignation from Day 1. Tusker covers it after 3 months. Octopus EV covers it after 3 months. Loveelectric covers it after 3 months with an employee fee. Pink Salary Exchange has no termination fee by default for an employee leaving. Zenith's standard contract charges 40% of remaining lease costs or 4 months' payments, whichever is higher.

How is the car insured?

All six providers include fully comprehensive insurance as part of the standard monthly cost. The insurance covers business and personal use, named drivers can usually be added, and excess levels vary by provider. Octopus EV publishes a £500 damage waiver; Loveelectric's coverage terms are buried in scheme documents but available on request; Tusker and Zenith's coverage is standard fleet-grade insurance. Read the policy schedule before signing; comprehensive varies in the small print.

What happens at the end of the contract?

You return the car. The provider inspects it for damage above the agreed waiver and for excess mileage. Where damage or excess mileage charges apply, they're invoiced to the employer and usually deducted from your post-tax salary in the following payroll. Most providers offer the option to buy the car at market value at the end of the term, though they retain the right to sell through other channels. If you want a guaranteed purchase right at a pre-agreed price, ask before signing. Most schemes don't offer this.

Sources

• Octopus EV salary sacrifice scheme (official terms) — accessed 27 May 2026
• Octopus EV: Ultimate Employee Guide to Salary Sacrifice — accessed 27 May 2026
• Octopus EV FAQs — accessed 27 May 2026
• The Electric Car Scheme: Complete Employer Protection — accessed 27 May 2026
• The Electric Car Scheme: Early Termination guide — accessed 27 May 2026
• Tusker: Learn More About Benefit in Kind Rates — accessed 27 May 2026
• Loveelectric (official scheme terms) — accessed 27 May 2026
• Perkbox press release: agreement to acquire Loveelectric (11 December 2025) — accessed 27 May 2026
• Zenith Salary Sacrifice review and terms — accessed 27 May 2026
• Pink Salary Exchange: scheme overview — accessed 27 May 2026
• HMRC EIM44030: Optional Remuneration Arrangements (cars) — accessed 27 May 2026
• HMRC EIM23900: Company cars introduction — accessed 27 May 2026
• Autumn Budget 2024: Company car tax rates 2028/29 and 2029/30 — accessed 27 May 2026

How we work

Sources: Methodology callout above; full process at /methodology/.

Corrections: if we got something wrong, tell us and we'll fix it in public, dated and signed. Last updated 27 May 2026.