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Navigating Remote Employee Reimbursements and Tax Strategies

Your team straddles multiple time zones, delivering excellence from their home offices. Naturally, you want to cover their internet, phone, and office expenses. But there's a crucial twist: the method of reimbursement defines the tax implications.

There are two primary approaches available:

Path 1: Simplified Taxable Reimbursements

Providing a flat stipend—like $150 monthly—via payroll is straightforward, ensuring transparency. Image 1

However, these are taxable earnings, signifying:

  • Your business incurs payroll taxes.

  • Employees see a reduced net amount post-income taxation.

  • The amount reflects in the employee's W-2, akin to salary.

Convenient? Yes. But part of those funds end up as tax payments, lessening the effective benefit for your team.

Path 2: The IRS-Sanctioned Accountable Plans

This method permits tax-free reimbursements, representing a win-win for both employer and employee.

Here's what this means:

  • No payroll taxes.

  • Exempt from income tax.

  • No inclusion in the W-2.

The untouched reimbursement amount benefits employees fully, while the company can deduct these as expenses. The caveat involves meticulous documentation: receipts, logs, and unspent advance returns are required, though not onerous in the digital era. Learn more about IRS Accountable Plans.

Choosing Your Path

The best route depends on your tolerance for administrative oversight and the urgency of tax efficiency.

  • If paperwork is unappealing, a flat, taxable reimbursement might suffice.

  • To enhance overall compensation, an accountable plan streamlines costs and boosts net benefits.

Remember, some states, such as California, mandate reimbursement for necessary work expenses, making this decision crucial not just for profitability but for legal compliance.

Optimal Reimbursement Strategy: Tiered Models

Your remote workforce isn't homogenous—neither should be their reimbursements. Customize them to match role demands:

  • Basic Tier: Covers essential internet and phone costs.

  • Mid-Tier: Extends to office equipment needs.

  • Executive Tier: Encompasses travel and advanced tools.

The IRS endorses these documented, work-related expenses under accountable plans.

Concluding Thoughts

Ultimately, both paths diverge in complexity and taxation. Evaluate your priorities to select the best fit. Image 2

A proactive approach ensures minimized tax liabilities and maximized gains for your team. Remote work is here to stay, and so is the need for strategic financial management.

Get Expert Advice

Let us assist in customizing your reimbursement approach—be it establishing a new accountable plan or refining a current stipend process. Reach out to Éclat Enterprises today to efficiently manage your remote work expenses.

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