Mediaboss Marketing

In Silicon Valley, the employee perks are the stuff of legend. Parents-to-be at Facebook are given a bonus to help with expenses and extensive maternity and paternity leave. Software company Evernote will pay to have their employees apartments cleaned twice every month. And Google perhaps the most generous when it comes to fringe benefits lavishes its employees with freeconciergeservice and a cafeteria chock full ofgourmetfood. While these benefits are partially a product of the intense competition for qualified tech workers, they may also be a way for companies to simply increase compensation without giving the taxman a cut. And according to an article in yesterdaysWall Street Journal, theI.R.S is taking notice:

There is growing controversy among tax experts about how to treat these coveted freebies. The Internal Revenue Service also has been focusing on the topic, according to attorneys who practice in the area, examining whether the free food is a fringe benefit on which employees should pay additional tax.

The Journal report describes the conundrum the I.R.S. faces when deciding how hard it should try to collect taxes on these fringe benefits. On the one hand, its not fair for cash compensation to be taxed while perks like free food arent. At the same time, taxing fringe benefits isnt as simple as taxing cash compensation, and the law allows for exceptions, such as when workers are stationed in remote locations where purchasing lunch isnt feasible.

(MORE: Apps and Sites That Make Filing Taxes Easier)

It makes sense that the I.R.S. would be looking into these practices at this time, as fringe benefits are a growing component of employee compensation overall. According to a recentUSA Todaystudy, employee-paid benefits now account for 19.7% of total compensation, up from 16.6% in 2000 and less than 10% in the 1960s. One key driver of this phenomenon is the rising cost of healthcare. As healthcare costs have risen, many workers have received a larger percentage of their compensation as healthcare benefits.

But there has been a cultural shift as well at least in the technology sector which is encouraging firms to increase workplace perks. Last fall the New York Times ran an article on the perks increasingly offered by Silicon Valley, which argued that firms are doling out more and more fringe perks so that employees can spend more time thinking about work and less about non-workresponsibilities. The idea is that if your employer pays for your home to be cleaned or takes care of your child-care needs, youll come across fewer of the work-life balance problems that plague Corporate America today. The goal is to achieve less work-life balance and more work-life integration. Life-work balance is a nonsense term, Andrew Sinkov, 31, a vice president of marketing at Evernote, told theTimes.The idea that I have to segment work and life is based on some archaic lunar-calendar thing.

So it may be the increasing value of benefits paid to employees really is just a way for employers to get more out of their workers than a way to avoid paying tax. But the I.R.S. isnt going to just forgo this lost revenue. According to theJournalreport, the feds are considering cracking down on companies that are giving out fringe benefits without withholding taxes. The result would be firms having to increasingly list benefits on workers W2s, and higher tax bills for employees at the end of the year.

(MORE: Your Burning Tax Season FAQs, Answered)

Of course, if the IRS does really start to crackdown hard on this sort of practice, one could imagine many employees bristling at paying taxes on non-cash benefits. TheJournalreport says that when this has happened in the past, employers have ensured their employees dont lose out by giving them extra pay to cover their larger tax bills.

But this surely isnt a solution to the problem on a large scale because its just an inefficient use of funds from the employers perspective. Essentially these firms are paying employees income tax for them, just to ensure that those employees eat lunch in the company cafeteria or take advantage of free child care. For some companies that really want their workers to be on campus for long hours each day, this strategy may make sense. But in the face of a widespread effort by the government to collect taxes on non-case compensation, it will much easier for firms to just offer their workers higher saleries and fewer benefits.

The rest is here:
Free Lunches at Work? The Taxman Wants a Bite