Employers spend meaningful amounts on their people beyond salary: festival gifts, meals, transport, health insurance, mobile phones and club memberships. Many also recover part of these costs from employees. Each of these raises GST questions: is the benefit a taxable supply to the employee, is a recovery taxable, and can the employer claim input tax credit (ITC)? Understanding GST on employee gifts perquisites and recoveries helps you design benefits confidently and avoid avoidable disputes.
This article explains the basic principles, the ₹50,000 gift threshold, the CBIC’s clarification on contractual perquisites, the treatment of common recoveries such as canteen charges and notice pay, and how the blocked credit rules apply. A quick reference table brings the common items together.
Key takeaways
- Services by an employee to the employer in the course of employment are neither goods nor services under Schedule III, so salary itself is outside GST.
- Gifts to an employee up to ₹50,000 per year are not treated as a supply, even without consideration.
- Perquisites provided under the employment contract are part of the employment relationship and are not treated as a separate taxable supply, as clarified in Circular No. 172/04/2022-GST.
- ITC on items such as food, club membership, health services and leave travel is generally blocked under section 17(5), unless the facility is obligatory for the employer under a law.
- Recoveries from employees need case-by-case review; the answer depends on the underlying arrangement, not on the label in the payroll.
The starting point: employer and employee are related persons
Under GST, an employer and employee are treated as related persons. Schedule I of the CGST Act deems certain supplies between related persons to be taxable even without consideration. This is why free benefits to employees are examined at all.
Two important carve-outs reduce the practical impact:
- Gifts up to ₹50,000: Schedule I specifically states that gifts not exceeding ₹50,000 in value in a financial year by an employer to an employee are not treated as a supply of goods or services.
- Contractual perquisites: the CBIC has clarified that perquisites provided by the employer to the employee in terms of the contractual agreement are in lieu of the services provided by the employee in the course of employment, and are not subject to GST.
Together, these mean that most routine benefits written into appointment letters or HR policies are not taxed as separate supplies to employees.
Gifts to employees in practice
A gift is something given without consideration and not as an entitlement under the employment contract. Festival hampers, anniversary presents and one-off rewards typically fall in this category.
- If the total value of gifts to an employee in a financial year stays within ₹50,000, no GST is payable on the gift as an outward supply.
- If it exceeds ₹50,000, the gift may be treated as a supply and GST may apply on its value.
- Separately, ITC on goods given as gifts is blocked under section 17(5), regardless of value. So the employer usually pays GST on the purchase and cannot claim credit.
Maintaining an employee-wise gift register helps show that the threshold has not been crossed.
Perquisites and blocked credits
Many perquisites fall within section 17(5), which blocks ITC on specified items. The proviso allows credit where the employer is obligated under any law to provide the facility. The blocked list is explained in detail in our guide on blocked credits under section 17(5).
| Benefit | GST on the benefit to employee | ITC for the employer |
|---|---|---|
| Food and canteen | Generally not taxed if a contractual perk | Blocked, unless obligatory under a law (for example, a statutory canteen) |
| Health insurance and medical services | Not taxed if contractual | Blocked, unless obligatory under a law |
| Club and fitness memberships | Not taxed if contractual | Blocked |
| Leave or home travel concessions | Not taxed if contractual | Blocked |
| Employee transport (cabs, buses) | Not taxed if contractual | Depends on the nature of service and vehicle rules; review carefully |
| Laptops, mobiles used for work | Business use, not a perk | Generally available if used for business |
| Festival gifts | Not a supply up to ₹50,000 a year | Blocked |
The distinction between a business tool and a personal benefit matters. A laptop issued for work is a business input; a smartphone given as a personal reward is closer to a gift.
Recoveries from employees
Employers often recover part of the cost of a benefit from employees. Common examples include:
- Canteen charges: where the employer recovers part of the food cost and does not retain any margin, various rulings have taken the view that GST is not payable on the recovered amount, particularly where the employer has not claimed ITC on the canteen service. The facts, including who the caterer bills and whether the employer is making its own supply, need careful review.
- Transport recoveries: similar reasoning applies; if the employer merely passes on part of the cost of a facility forming part of the employment arrangement, a separate supply is often not intended. Documentation is key.
- Notice pay: amounts recovered when an employee leaves without serving notice have been widely viewed as compensation for breach rather than consideration for a service, in line with the CBIC’s clarification on liquidated damages and similar payments in Circular No. 178/10/2022-GST. Confirm the position with reference to your contract terms.
- Asset buy-back and damage recovery: selling an old laptop to an employee is a sale of goods and may attract GST at the applicable rate; recovery for damage should be examined on its facts.
Record the basis of each recovery in the HR policy and payroll so that the GST treatment is consistent across the year.
Designing benefits with GST in mind
- Put benefits in writing: list perquisites in appointment letters or a benefits policy so they are clearly contractual.
- Separate gifts from entitlements: track gifts per employee against the ₹50,000 limit.
- Map ITC eligibility: review each benefit against section 17(5) and reverse credit where blocked.
- Check statutory obligations: where a law requires you to provide a canteen, crèche or medical facility, the ITC proviso may apply.
- Review with payroll changes: salary restructuring under the labour codes is a good moment to revisit benefits; see our note on new labour codes and payroll.
- Keep supporting documents: policies, caterer contracts and recovery workings are what an officer will ask for during an audit.
Frequently asked questions
Is GST payable on Diwali gifts to employees?
Not if the total gifts to an employee in the financial year do not exceed ₹50,000. However, the employer generally cannot claim ITC on the gifts purchased.
Are perquisites under the employment contract taxable under GST?
The CBIC has clarified that perquisites provided under the contractual agreement are not subject to GST as a separate supply to the employee.
Can an employer claim ITC on canteen services?
Generally not, because food and beverages are blocked credits, unless providing the canteen is obligatory under a law applicable to the employer.
Is notice pay recovered from an employee taxable?
It is widely treated as not taxable, being compensation for breach rather than consideration for a service, but review the contract and current clarifications for your case.
If you would like a quick GST review of your employee benefits and recovery policies, our GST team would be happy to help.
This article is general information based on the law as of September 2026, and is not legal or tax advice. Please check the facts of your own case with a professional before acting.









