What Are Fringe Benefits? Types and Benefits

May 10, 2022


A vehicle is considered regularly used in your trade or business if one of the following safe harbor conditions is met. For the cents-per-mile rule, a vehicle is any motorized wheeled vehicle, including an automobile, manufactured primarily for use on public streets, roads, and highways. A commuter highway vehicle is any highway vehicle that seats at least 6 adults (not including the driver). In addition, you must reasonably expect that at least 80% of the vehicle mileage will be for transporting employees between their homes and workplace with employees occupying at least one-half the vehicle’s seats (not including the driver’s).

  • Likewise, if state law requires contractors to make certain contributions to training funds for apprentices, for example, the cost would not be creditable towards the contractor’s fringe benefit obligations, since it is required by state law.
  • If you’re thinking about providing fringe benefits, list the benefits you’d like to put on the table.
  • This section discusses the exclusion rules for the following fringe benefits.
  • A vehicle is considered regularly used in your trade or business if one of the following safe harbor conditions is met.
  • This varies, based on employer offerings, and employee pay and which programs they choose to opt into.

For more information, be sure to check out our complete guide to fringe benefits. If you’re thinking about providing fringe benefits, list the benefits you’d like to put on the table. Knowing this number is incredibly helpful since it helps you figure out how much your employees cost your business on top of their salaries.

The award must meet the requirements for employee achievement awards discussed in chapter 2 of Pub. One way to avoid fringe benefits tax is to replace the benefits with a new cash salary. If you do this, it’s important to consider your total taxable income and the overall fringe benefit percentage. It might seem as though determining fringe benefits and calculating them can be an overwhelming process. However, it can be a fun process to implement legally-required benefits and benefits that your employees can receive on top of their wages. This employee’s “hourly rate” including the fringe benefits cost would be $48.07.

Budget & Planning Office

A vehicle meets the mileage test for a calendar year if both of the following requirements are met. Infrequent business use of the vehicle, such as for occasional trips to the airport or between your multiple business premises, isn’t regular use of the vehicle in your trade or business. You can use the cents-per-mile rule if either of the following requirements is met. For more information on this exclusion, see Qualified Tuition Reduction under Other Types of Educational Assistance in chapter 1 of Pub.

On top of the examples listed above, other types of benefits could include employee meals or a membership to a fitness center. Also, keep in mind there are certain fringe benefits you can choose to offer, while others are required by law. Most fringe benefits are a certain percentage of an employee’s wages and are relative to the benefits they receive in return. Fringe benefits help boost employee productivity which enhances the organization’s growth. Know that offering fringe benefits is a challenging task, and you must understand the method to calculate and implement them. There are several advantages and disadvantages of fringe benefits.

Step 1: Determine the Total Cost of Fringe Benefits

Because the university uses fringe benefit rates to assess benefits to sponsored projects, the Department of Health and Human Services (DHHS) requires Rutgers to submit and negotiate an annual fringe benefit rate proposal. When finalized, the rates are appended to the university’s F&A Rate Agreement. In addition, you may choose to provide unique fringe benefits to attract good employees. You must choose benefits that are used by the employees and do not end up draining your resources in the long run. The benefits will vary depending on the role and position each employee holds.

To help keep things simple, fringe benefits are essentially perks that you would offer your employees. It can all depend on the specific company, but some benefits are going to be better than others. Jameson & Company CPAs are highly specialized and focus exclusively on government award accounting, including grants from the National Institute of Science (NIH).

Additional Resources

You may provide an employee with any one or more of these benefits at the same time. Treat any use of air transportation by the parent of an employee as use by the employee. This rule doesn’t apply to use by the parent of a person considered an employee because of item (3) or (4) above. Meals you furnish during working hours so an employee will be available for emergency calls during the meal period are furnished for your convenience. You must be able to show these emergency calls have occurred or can reasonably be expected to occur, and that the calls have resulted, or will result, in you calling on your employees to perform their jobs during their meal period.

Office for Sponsored Programs

If you know of one of these broad issues, report it to them at IRS.gov/SAMS. Go to IRS.gov/Notices to find additional information about responding to an IRS notice or letter. The IRS uses the latest encryption technology to ensure that the electronic payments you make online, by phone, or from a mobile device using the IRS2Go app are safe and secure. Paying electronically is quick, easy, and faster than mailing in a check or money order. Go to IRS.gov/Payments for information on how to make a payment using any of the following options.

If hourly employees receive two weeks of vacation pay, the cost of fringe benefits means they get (2 weeks x 40 hours per week x $15 per hour) $1,200 of vacation pay. The additional fringe benefits include health insurance of $600 per year and dental insurance of $300 per year. Common fringe benefits are basic items often included in hiring packages. These include health insurance, life insurance, tuition assistance, childcare reimbursement, cafeteria subsidies, below-market loans, employee discounts, employee stock options, and personal use of a company-owned vehicle.

Divide the employee’s annual fringe benefits of $20,000 by their annual salary of $80,000. Employers can use a fringe benefit rate to examine the total cost of labor per employee. The fringe rate shows you how much an employee actually costs your business beyond their base wages.

By offering fringe benefits, employers can provide their employees with additional compensation that offsets their costs of living and working. Fringe benefits create a more positive work-life balance for employees, leading to increased productivity and satisfaction. The rate depends on how much you pay employees and how much an employee receives in benefits. Although rates vary, according to the Bureau of Labor Statistics, the average fringe benefit rate (aka benefit costs) is 30%. Incorporating fringe benefits into a hiring and retention program can be a great way for employers to source and retain top talent.

Examples include employee discounts, business-related frequent flyer miles, and access to a company fitness center. Certain types of fringe benefits are restricted by federal labor laws and employment regulations. While employers do have some latitude in how they offer fringe benefits, some benefit types will have tax implications, and other benefits are legally required for employers that fit certain criteria. Generally, all fringe benefits fall into three categories — legally required benefits, taxable benefits, and non-taxable benefits. Fringe benefits given to employees are taxable income for them unless tax law excludes them from taxation. Taxable fringe benefits must be included as income on the employee’s W-2.

Unemployment temporarily provides unemployment benefits to certain workers who lose their jobs. To qualify, the worker must not have caused the job loss, must have worked for a specific period and earned a certain amount as determined by their state of residence, and be actively looking for employment. Another type of benefit that isn’t taxed is called a de minimis benefit. This type of benefit is one that holds such a minimal value that employers would have a difficult time accounting for it.

FAQ on Fringe Benefits

Prevailing wages, including fringe benefits, must be paid on all hours worked on the site of the work. All you need to do is add up the annual cost of the employee’s fringe benefits (including payroll taxes) and then divide this amount by the employee’s salary or wage for the year. A fringe benefit rate shows how much calculating the equity risk premium an employee costs your business beyond their base salary. This varies, based on employer offerings, and employee pay and which programs they choose to opt into. Under the Bureau of Labor Statistics, the average fringe benefit rate is 30%. If you are an employer, you probably give fringe benefits to your employees.