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Remote Worker Reimbursements & Tax Strategies: Two Paths

Your team is working remotely, facing expenses like internet bills, home office supplies, and possibly increased phone costs. As a conscientious employer, you want to reimburse these expenses.

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However, how you manage these reimbursements is crucial: it significantly impacts both your business and your employees.

There are two main approaches:

Path 1: The Simplicity of Taxable Reimbursements

You might consider executing a straightforward approach such as providing a monthly flat $150 "remote work stipend" via payroll. Everyone knows what to expect.

But remember: this counts as taxable income.

  • You incur payroll taxes.

  • Your employee is liable for income tax.

  • These amounts will appear on Form W-2 just like salary.

While it's convenient, it can be costly. Of the $150 you give, your employee might only take home approximately $100 after taxes.

Path 2: Leverage IRS-Approved Accountable Plans

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An accountable plan can provide tax-free reimbursements to employees.

  • Exempt from payroll taxes.

  • Free from income tax.

  • No reporting on W-2.

Your business can still deduct these expenses, ensuring employees receive the full benefit. The trade-off? Proper documentation is necessary. Employees must submit receipts, logs, or statements, and any unspent advances must be returned. It requires a structured process but isn't overly complex.

For more details, visit the IRS Accountable Plans.

Deciding the Best Path for Your Business

The choice hinges on your operational preferences.

  • Less paperwork: Opt for a simple, taxable reimbursement.

  • Maximize benefits: Implementing an accountable plan could be advantageous.

Additionally, states like California mandate reimbursement for essential business expenses. Therefore, lacking such a policy might not just mean losing potential savings—it could also mean legal noncompliance.

Pro-Tip: Tailored Reimbursement Tiers

Different roles might require varied support levels. Consider tailoring reimbursement tiers:

  • Basic: Cover internet and phone expenses.

  • Intermediate: Include additional office equipment.

  • Executive: Factor in travel, tools, and other necessities.

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As long as expenses are business-related and well-documented (under an accountable plan), the IRS remains approving.

Conclusion

Ultimately, both approaches offer viable solutions: one is straightforward yet taxable; the other is structured but non-taxable. Your decision should align with your business priorities and operational preferences.

What shouldn't be neglected is proactive consideration. As remote work becomes more commonplace, how you handle reimbursements could lead to either unnecessary tax costs or substantial savings for your business and employees.

Your Next Move

We can guide you in choosing the optimal reimbursement strategy for your business—whether establishing an accountable plan or refining a taxable stipend. Contact our firm, Ember Coaching & Financial Services, today to ease your administrative burdens.

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