Payroll Tax Credits Reimburse Employers Who Extend Family Pay & Sick Pay to Employees Who Can’t Work Due to Coronavirus Issues

03.25.20

New refundable payroll tax credits are available to promptly reimburse small and midsize employers who continue to pay employees who cannot work because they are under quarantine, have coronavirus symptoms, are caring for children who cannot attend school, or are caring for someone with coronavirus symptoms. Generally, employers with fewer than 500 employees will be able to retain (rather than remit to the IRS) an amount of payroll taxes equal to the amount of qualifying leave payments it makes to employees. For example, if an employer paid $5,000 in qualifying leave and otherwise would be required to remit $8,000 of payroll taxes, under these new rules, the employer would be required to remit only $3,000 of payroll taxes and could use the remaining $5,000 towards making the qualifying leave payments. If an eligible employer paid $10,000 in qualifying leave and was required to deposit $8,000 in taxes, the employer could use the entire $8,000 of taxes in order to make qualified leave payments and file a request for an accelerated credit for the remaining $2,000. Additional guidance is forthcoming.

Additionally, payments from employers (with fewer than 500 employees) to reimburse employees for personal, family and living expenses incurred as a result of the COVID-19 pandemic may qualify for preferential tax treatment as “Qualified Disaster Payments.” Specifically, if certain requirements are met, the payments would not result in taxable income for the employee but would still be deductible for the employer. Employers that desire to assist employees with additional expenses should ensure they qualify for the preferential tax treatment.

Visit Winstead's COVID-19 Resource Center

Contacts:

Marcus Brooks | 512.370.2886 | mbrooks@winstead.com

Trip Dyer | 214.745.5297 | pdyer@winstead.com

 

Disclaimer: Content contained within this news alert provides information on general legal issues and is not intended to provide advice on any specific legal matter or factual situation. This information is not intended to create, and receipt of it does not constitute, a lawyer-client relationship. Readers should not act upon this information without seeking professional counsel.

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Stephen Hastings
Director of Communications & Media Relations  
214.745.5485
shastings@winstead.com

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