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Navigating Remote Employee Reimbursements & Taxes: Best Practices

In the modern business landscape, remote teams are becoming a standard. With this shift, comes the responsibility for employers to cover work-related expenses such as internet bills, home office equipment, and potentially even phone costs. As a diligent employer, you aim to reimburse these expenses, but be mindful—the manner in which you reimburse can significantly impact both your business and your employees.

There are essentially two pathways to consider:

Path 1: Simple Yet Costly — Taxable Reimbursements

Direct reimbursements, like writing a check or including a flat $150 "remote work stipend" in payroll each month, are convenient. Your employees know exactly what to expect.

However, this approach results in taxable income.

  • Your business incurs payroll taxes.

  • Your employees are liable for income tax on these funds.

  • The stipend appears on the employee’s W-2 as salary.

The result? Your $150 payout can end up being just about $100 in the employee's pocket after taxes, making this a costly choice for both parties.

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Path 2: Optimized and IRS-Friendly — Accountable Plans

Opting for an accountable plan allows you to reimburse expenses without these funds being taxed.

  • No payroll taxes.

  • No income taxes for employees.

  • Exempt from W-2 reporting.

Your business still benefits from tax deductions on these expenses, while employees receive the full amount. The trade-off? An increased need for documentation.

Employees must provide receipts, logs, or statements, and must return any unused funds if advances are given. While not overly complex, it requires a committed process.

For more details, refer to the IRS Accountable Plans.

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Evaluating Your Options

Your decision between a taxable stipend and an accountable plan should align with your administrative preferences and team needs.

  • If avoiding receipt tracking is paramount, a flat, taxable reimbursement may suit you better.

  • If maximizing employee compensation and minimizing tax cost is the goal, setting up an accountable plan is worthwhile.

Bear in mind, compliance is crucial. In states such as California, reimbursing necessary business expenses isn't just advantageous—it’s legally required, adding a layer of risk to non-compliance.

Smart Tip: Implement a Tiered Reimbursement Strategy

Not every role requires the same level of support. Structuring reimbursement in tiers can be beneficial:

  • Basic level: Covers internet and phone expenses.

  • Intermediate level: Includes office equipment.

  • Executive level: Encompasses travel, tools, and more.

As long as expenses are business-related and documented under an accountable plan, it satisfies IRS criteria.

Conclusion

Two paths stand before you: one is straightforward yet taxable, the other is structured but allows for tax-free benefits. Either can be effective based on what you prioritize. However, proactive planning is not optional; in an era of increasing remote work, the decision on how to manage reimbursements can either inflate tax expenses or result in substantial savings for your business and employees.

What's Next?

Our firm can assist you in selecting the right reimbursement strategy, whether it means establishing an accountable plan or refining a taxable stipend approach. Reach out today to ease your administrative burdens.

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