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> Information provided on this site is for general guidance only and is often simplified. Actual IRS procedures are complex, and taxpayers should obtain professional assistance or use IRS sources for complete information.


Introduction The US Tax Code excludes nine types of fringe benefit expense from taxable income.

Business Travel Expenses that are "lavish or extravagant", says the IRS, are not tax deductible.

Qualified Tuition Reduction A qualified tuition reduction is tax-free.

Housing Most types of job-related housing cost are deductible.
Pensions Tax-privileged retirement plans: ERISA, ESOPS, IRAs etc.
Company Cars Personal use of a company car is usually a taxable non-cash fringe benefit.
Medical Expenses Benefits received from health-care plans are generally taxable; the current regime will be substantially changed by President Obama's health-care law.

NOTE: The tax regime applying to all fringe benefits is highly complex, and professional advice should be taken before planning any scheme designed to minimise taxation. These notes are intended simply to give a general overview and should not be relied upon as a basis for action in any particular case.

Medical Expenses

Health care is a very hotly debated and important topic to many Americans. Employers are not required to provide health care to employees, but many recognize its importance and do provide an accident or health plan for their employees. This is an arrangement that provides benefits not only for their employees but also for their spouses and their dependents in the event of personal injury, or sickness. The plan may be insured or non-insured and does not need to be in writing.

There is no federal law in the US requiring employers to provide health insurance. Many workers go uninsured, though numerous employers voluntarily provide insurance as a means of attracting and keeping good employees. Hawaii is the only state that requires employers to provide health insurance. Some states require that employers who do provide insurance provide some type of minimum coverage.

Some employers require employees to pay the full cost of insurance plans; other employers will pay some of the premiums for employees. Usually the employer deducts money for the premiums from employees' pay.

There are two main types of insurance plans. Under a reimbursement plan, the employer reimburses a hospital or doctor for medical services. This type of plan allows employees to choose their own medical providers. Reimbursement plans are becoming less common as health maintenance organizations (HMOs) grow in popularity. Under an HMO plan, employers pay a monthly fee and employees can only go to a hospital or doctor approved by the HMO.

Generally, the value of accident or health plan coverage provided by an employer is not included in an employee's income. Benefits received from the plan are generally taxable. Contributions by an employer to provide coverage for long-term care services are generally not included in income. However, contributions made through a flexible spending or similar arrangement (such as a cafeteria plan) must be included in the employee's income. Contributions by an employer to an employee's medical savings account are not included in the employee's income.

An employee must report as income any amount he or she receives for personal injury or sickness through an accident or health plan that is paid for by his or her employer. If both the employee and the employer pay for the plan, only the amount that the employee receives that is due to his or her employer's payments is reported as income. However, certain payments may not be taxable to the employee. If an employee pays the entire cost of an accident or health plan, he or she does not have to include any amounts received from the plan for personal injury or sickness as income on his or her tax return.

Generally, if an employee is covered by an accident or health insurance plan through a cafeteria plan, and the amount of the insurance premiums has not been included in his or her income, he or she is not considered to have paid the premiums and must include any benefits received in his or her income. If the amount of the premiums was included in his or her income, then he or she is considered to have paid the premiums and any benefits received are not taxable.

President Obama's Health-Care Plans

The health-care program had a very rough ride in Congress and the Senate and, after much negotiation and many amendments, was signed by Mr. Obama on March 23, 2010. The 'Patient Protection and Affordable Care Act' was enacted into law in September, 2010.

The bill, approved by the House of Representative by a vote of 219 to 212, had been debated in various forms for more than a year.

Key tax measures include:

  • Executive Compensation Limitations – This provision limits the deductibility of executive compensation under Section 162(m) for insurance providers if at least 25% of the insurance provider’s gross premium income from health business is derived from health insurance plans that meet the minimum creditable coverage requirements. The deduction is limited to USD500,000 per taxable year and applies to all officers, employees, directors, and other workers or service providers performing services, for or on behalf of, a covered health insurance provider. This provision is effective beginning in 2012 with respect to services performed after 2009.
  • Health Care Affordability Tax Credits – These tax credits will be available beginning in 2013 on a sliding scale based on the percentage of income that the cost of premiums represents.
  • Small Business Health Care Affordability Tax Credits – Small businesses that provide health insurance coverage to their employees will be able to claim a tax credit of up to 35% of their contribution in 2011 and 2012, rising to 50% in 2013. Small businesses with 10 or fewer employees with average taxable wages of USD20,000 or less will be able to claim the full credit amount. The credit phases out for small businesses with more than 10 employees and average taxable wages of USD40,000.
  • Cafeteria Plan Changes – This provision creates a Simple Cafeteria Plan, a vehicle through which small businesses can provide tax-free benefits to their employees on a simplified basis, due to come into effect after December, 31, 2013.
  • High Cost Insurance Excise Tax – An excise tax on insurers of 40% of the aggregate value of employer-sponsored health coverage that exceeds a threshold amount, currently USD10,200 for individual coverage and USD27,500 for family coverage, beginning in 2013.
  • Increase in Medicare payroll tax - From 2013, payroll tax will be increased from 2.9% to 3.8% for individuals with an annual income of USD200,000 and USD250,000 for couples. Capital Gains, dividends and interest will also be subject to 3.8% tax.
  • Increase the Threshold for Claiming the Itemized Deduction for Medical Expenses – This provision increases the threshold for claiming the itemized deduction for medical expenses from 7.5% to 10% of adjusted gross income beginning in 2013. Individuals over the age of 65 would be able to claim the itemized deduction for medical expenses at 7.5% of adjusted gross income through 2016.

BACK TO TOP

Introduction The US Tax Code excludes nine types of fringe benefit expense from taxable income.

Business Travel Expenses that are "lavish or extravagant", says the IRS, are not tax deductible.

Qualified Tuition Reduction A qualified tuition reduction is tax-free.

Housing Most types of job-related housing cost are deductible.
Pensions Tax-privileged retirement plans: ERISA, ESOPS, IRAs etc.
Company Cars Personal use of a company car is usually a taxable non-cash fringe benefit.
Medical Expenses Benefits received from health-care plans are generally taxable; the current regime will be substantially changed by President Obama's health-care law.

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