As you’re undoubtedly aware, employers bear the responsibility of withholding and paying payroll taxes. Whether you manage this in-house or through a third-party provider, maintaining strict compliance with payroll tax regulations is paramount. With potential penalties looming, there's no room for complacency in administering payroll correctly. Let's delve into the six major payroll taxes that demand your attention:
Employers are mandated to withhold federal income tax from their employees' paychecks. The amount withheld is based on two key factors: the wages earned and the information furnished on the employee’s Form W-4, "Employee’s Withholding Certificate." Special withholding rules may apply to various forms of compensation, including commissions.
Keep abreast of your non-federal payroll tax obligations. Income tax withholding is applicable to numerous employers. However, eight states: Alaska, Florida, Texas, Tennessee, Nevada, South Dakota, Washington and Wyoming do not impose an income tax. New Hampshire and Tennessee don't tax wages. Some states also impose taxes on short-term disability, paid family leave, or unemployment benefits.
FICA taxes consist of two components: Social Security tax and Medicare tax. The Social Security tax rate is 6.2% on wages up to an annual wage base, which for 2024 is $168,600. Additionally, there’s a Medicare tax of 1.45% on all wages. Both employers and employees share FICA tax obligations, with employers responsible for withholding the employee's share.
FUTA imposes a tax on the first $7,000 of wages for each employee. This tax aids states in providing benefits to involuntarily terminated employees. While the basic FUTA rate is 6%, employers can avail a credit of up to 5.4% for state unemployment taxes, resulting in an effective tax rate of 0.6%. However, the credit is reduced if a state borrows from the federal government to cover its unemployment benefits liability and doesn't repay the funds.
Each state operates its own unemployment insurance program to help provide benefits to eligible workers who are involuntarily terminated. Generally, the rate employers must pay is based on their claims experience. A higher frequency of claims translates to a higher tax rate for employers. These rates are usually updated annually.
Often overlooked, the Additional Medicare Tax, established under the Affordable Care Act, imposes a 0.9% tax on employee wages exceeding $200,000 for single filers, $250,000 for joint filers, and $125,000 for separate married filers. Employers are responsible for withholding this tax from applicable employees' wages.
Even if your organization has been navigating payroll taxes for some time, there’s value in adopting a continuous-improvement mindset. Regularly reassessing processes can enhance efficiency and bolster compliance. If you need assistance evaluating your payroll procedures, we're here to help.
By staying vigilant and proactive, employers can navigate the complexities of payroll taxes with confidence, ensuring both legal compliance and financial stability.
If you have any questions about this content, or if you would like more information please contact Jeff Wilkie, Principal of the HoganTaylor Talent practice. More information is also available on the HoganTaylor Talent page of this website.
INFORMATIONAL PURPOSE ONLY. This content is for informational purposes only. This content does not constitute professional advice and should not be relied upon by you or any third party, including to operate or promote your business, secure financing or capital in any form, obtain any regulatory or governmental approvals, or otherwise be used in connection with procuring services or other benefits from any entity. Before making any decision or taking any action, you should consult with professional advisors.