Christmas gifts your whole team actually wants

Yes, in most cases. If each gift costs £50 or less per employee, is not cash or a cash voucher, and is not a reward for performance, it qualifies as a "trivial benefit" under HMRC rules. That means no tax and no national insurance for either side.

The £50 limit applies per gift, not per year. So you can give a £50 trivial benefit at Christmas, at Easter, and at any other point in the year, provided each gift sits inside the rules. For directors of close companies, there is a £300 annual cap on trivial benefits. Full guidance is on gov.uk.

This is not tax advice, speak to your accountant.

A gift card lets the recipient spend a fixed amount at one retailer. A "gift with choice" lets the recipient pick a specific gift from a curated selection across many brands. With Huggg's Gift with Choice, the sender sets a budget and the recipient picks what they actually want.

Gift with Choice has higher redemption rates than fixed gifts, because recipients feel ownership over the pick. In 2025, 79% of Huggg's Christmas senders chose Gift with Choice over a fixed gift.

Digital delivery. Send the gift as a link by email, Microsoft Teams or Slack. No postal addresses needed. The recipient opens the link, picks their gift, and Huggg delivers it directly to their home. It works the same way whether your team is one person or ten thousand, in one office or multiple countries. Recipients use the link on phone or desktop. No login, no app download, no friction.

 Yes. Non-cash gift cards under £50 per person qualify as trivial benefits and are tax-free for both employer and employee. Most Huggg gift cards sit comfortably inside the rule, with single retailer and multi-retailer options available.

Cash gifts and gifts that can be exchanged for cash do not qualify as trivial benefits. Non-cash gift cards do, provided each gift stays under £50 and is not a reward for performance or part of contractual remuneration.

We're not tax experts - get your own advice.

From a single gift to over 10,000 in one send. No minimum order. No per-recipient limit on the upper end. Pricing is the same per gift whether you send ten or ten thousand. You pay only for the gifts you send.

Yes. You can add your company logo, brand colours and a personal message to the gift experience the recipient sees for an additional cost. For client-facing gifts, branded delivery makes a stronger impression than a generic email. Marketing teams can preview the branded gift experience before sending. Setup takes a few minutes.

Yes, in most cases. If each gift costs £50 or less per employee, is not cash or a cash voucher, and is not a reward for performance, it qualifies as a "trivial benefit" under HMRC rules. That means no tax and no national insurance for either side.

The £50 limit applies per gift, not per year. So you can give a £50 trivial benefit at Christmas, at Easter, and at any other point in the year, provided each gift sits inside the rules. For directors of close companies, there is a £300 annual cap on trivial benefits. Full guidance is on gov.uk.

This is not tax advice, speak to your accountant.

When teams give a genuine choice, the typical spend is £37.56 per recipient, based on Gift-with-Choice redemptions across 477 UK companies sending through Huggg in 2025. Most land between £25 and £50, comfortably inside the £50 trivial benefit limit.

Budgets cluster around the £50 tax-free headroom, and giving people a choice tends to nudge spend up rather than down. Higher budgets (£50 to £75) appear in financial services and law. Lower budgets are common at smaller companies or where client volume matters.