The aim of salary packaging is to enable an employee to receive a combination of income and benefits in a tax-effective manner.
The key to tax-effective salary sacrifice is for the employee to take some of their remuneration in the form of concessionally taxed benefits instead of taking it all as fully assessable salary. This procedure is called ‘Salary Sacrifice’ because the employee sacrifices some part of their salary in return for the desired benefits.
Packaging needs the agreement of both employer and employee. For the employer, packaging has some advantages such as the ability to attract employees. It may also act as an incentive to increase productivity.
However the administration costs need to be considered. As such, some employers only offer limited forms of packaging.
The most common salary packaging items are:
The advantages of salary sacrifice are that you are buying the benefit in pre tax dollars. That is, if your tax rate is 32.5%, you get 32.5% better buying power.
Example: Say an individual earns $100,000 a year and wants to buy a new car for work purposes, worth $22,000. Had they entered into a salary sacrifice agreement with their employer, the $22,000 for the car would be taken out of their taxable income. Therefore they end up in the lower tax bracket with a $78,000 income and a tax free car.
If salary sacrificed super contributions are made to a complying super fund, the sacrificed amount is not considered a fringe benefit for tax purposes.
The amount of the contribution will not be liable to fringe benefits tax and the contributions will not be included as a reportable fringe benefit amount on the employee’s payment summary. Salary sacrificed contributions are treated as employer contributions.
As superannuation contributions are not subject to FBT and are not reportable benefits, they are attractive to salary package. The amount that is salary sacrificed is taxed in the superannuation fund at 15%. An employee on 30% marginal rate will save 15% tax on every dollar that is salary sacrificed into super. The employee on higher marginal tax rates will have higher savings.
Salary sacrificed contributions to a super fund form part of the ‘concessional contributions’ in the fund. Employer
contributions made under the super guarantee also form part of an employee’s ‘concessional contributions’.
Concessional contributions are included in the assessable income of the fund and taxed at 15%. However, there is a cap on the amount of concessional contributions that each member can enjoy each income year. If a person has contributions made to more than one superannuation fund, all contributions are aggregated.
The amount of concessional contributions you can make is currently $25,000 per year.
If the concessional contributions cap is exceeded any excess concessional contributions are included in the assessable income for the corresponding year and taxed at the person’s marginal tax rate. They are also liable to pay the excess concessional contributions (ECC) charge.
If the concessional contributions cap is exceeded and the calculated tax liability for the year includes the excess
contributions, the ATO then applies a 15% tax offset which takes into account that contributions tax has already been paid on the excess by the super fund provider.
The ATO also allows for a withdrawal of up to 85% of the excess concessional contributions from the superannuation fund which can be used to pay the arising tax liability from excess concessional contributions. Any excess concessional contributions withdrawn from the fund also no longer count towards the persons non-concessional contributions cap.
Looking for advice on salary sacrificing? We can help you out. Contact us today on 13 23 25 or visit us at an office close to you.
This information sheet is intended as a guide for H&R Block clients as an outline of how salary sacrifice works. You should seek further advice prior to entering such an arrangement.
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