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How Recent FBT Changes Affect Your Salary Package

The Australian tax landscape is ever-evolving, and recent changes to Fringe Benefits Tax (FBT) regulations are set to impact salary packaging arrangements significantly. For both employees and employers, understanding these changes is crucial to optimise financial outcomes and ensure compliance. This comprehensive guide will explore the recent FBT changes, their implications for salary packaging, and strategies to navigate these new regulations effectively.

Understanding Fringe Benefits Tax (FBT)

Fringe Benefits Tax (FBT) is a tax paid by employers on certain benefits provided to employees in addition to their salary or wages. These benefits can include company cars, health insurance, and entertainment expenses. The FBT year runs from 1 April to 31 March, and employers must lodge an FBT return by 21 May each year.

Recent Changes to FBT Regulations

Several key changes to FBT regulations are set to take effect from 1 April 2024. These changes aim to simplify record-keeping requirements and adjust the tax landscape in light of broader tax reforms.

1. Simplified Record-Keeping

The Australian Taxation Office (ATO) has introduced measures to simplify FBT record-keeping requirements. From 1 April 2024, employers can rely on alternative records, such as existing corporate records, to finalise their FBT returns. This change is designed to reduce the administrative burden on employers and improve compliance.

Key Points:

  • Employers can use existing records instead of travel diaries or employee declarations for certain benefits.
  • The ATO has released draft legislative instruments detailing the types of adequate alternative records that can be used.
  • Employers must ensure that the alternative records meet the ATO’s requirements to support their FBT return.

2. Stage 3 Tax Cuts

The Stage 3 tax cuts, set to take effect from 1 July 2024, will lower marginal tax rates for many Australians. While these cuts are generally welcomed, they have implications for salary packaging arrangements, particularly for employees of FBT-exempt and rebatable employers.

New Marginal Tax Rates:

  • $0 to $18,200: Nil
  • $18,201 to $45,000: 16%
  • $45,001 to $135,000: 30%
  • $135,001 to $190,000: 37%
  • Over $190,000: 45%

These changes mean that the tax savings from salary packaging will be reduced for many employees, as the marginal tax rates they are offsetting will be lower.

Implications for Salary Packaging

The recent changes to FBT regulations and tax rates have several implications for salary packaging arrangements:

Reduced Tax Savings

With the reduction in marginal tax rates, the tax savings from salary packaging will be lower. For example, an employee who previously saved 32.5% on packaged benefits will now save 30% if their income falls within the $45,001 to $135,000 bracket.

Impact on FBT-Exempt and Rebatable Employers

Employees of FBT-exempt and rebatable employers, such as public hospitals and not-for-profit organisations, may see a reduction in the value of their salary packaging benefits. These employers typically offer salary packaging as a way to enhance employee remuneration without increasing salary costs. The reduced tax savings could make these benefits less attractive.

Adjusting Salary Packaging Strategies

Employees and employers will need to review and adjust their salary packaging strategies to maximise benefits under the new tax regime. This may involve re-evaluating the types of benefits packaged and the overall structure of salary packages.

Strategies for Optimising Salary Packaging

Despite the changes, there are several strategies that employees and employers can adopt to optimise salary packaging arrangements:

1. Leverage FBT Exempt Benefits

Certain benefits are exempt from FBT and can still provide significant tax savings. These include:

  • Work-related items such as laptops and mobile phones
  • Remote area housing benefits
  • Living-away-from-home allowances

By focusing on these exempt benefits, employees can continue to enjoy tax savings even with the reduced marginal tax rates.

2. Maximise Superannuation Contributions

Salary sacrificing to superannuation remains an effective way to reduce taxable income and build retirement savings. The concessional contributions cap is $27,500 per year, and contributions made through salary packaging can help employees stay within this limit while reducing their taxable income.

3. Utilise Novated Leases for Vehicles

Novated leases allow employees to lease a car using pre-tax income, reducing their taxable salary. With the recent FBT exemption for electric vehicles, this option has become even more attractive. Employees can fund the purchase and running costs of electric vehicles entirely from their pre-tax salary, maximising tax savings.

4. Take Advantage of the First Home Loan Deposit Scheme (FHLDS)

For eligible first home buyers, the FHLDS allows purchasing a property with a deposit as low as 5% without paying Lender’s Mortgage Insurance (LMI). This scheme can be an effective way to enter the property market while managing cash flow and tax obligations.

5. Review and Adjust Salary Packaging Arrangements Regularly

Given the dynamic nature of tax regulations, it’s essential for employees and employers to regularly review and adjust salary packaging arrangements. This ensures that they remain compliant with current laws and continue to maximise tax savings.

The recent changes to FBT regulations and the introduction of Stage 3 tax cuts significantly impact salary packaging arrangements for Australian employees and employers. While these changes may reduce the tax savings from salary packaging, there are still several strategies that can be employed to optimise benefits.

By focusing on FBT-exempt benefits, maximising superannuation contributions, utilising novated leases, and regularly reviewing salary packaging arrangements, employees can continue to enjoy tax savings and enhance their overall remuneration. Employers, on the other hand, can maintain competitive compensation packages that attract and retain talent.

As always, it’s advisable to seek professional advice to tailor salary packaging strategies to individual circumstances and ensure compliance with the latest tax regulations. With careful planning and informed decision-making, both employees and employers can navigate the changing tax landscape effectively.

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