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Explore the Work Opportunity Tax Credit Before It Disappears in 2025!

The Work Opportunity Tax Credit (WOTC) has served as a pivotal mechanism for employers eager to optimize tax savings and foster inclusive employment opportunities. However, with its potential expiration looming on December 31, 2025, unless Congress acts to renew it, this could be a final chance for businesses to exploit its rich benefits. Let’s dive deeper into the details of this credit, exploring its eligibility criteria, targeted groups, and the necessary steps you must undertake to ensure your business reaps the rewards of this tax incentive.

The Essence of the Work Opportunity Tax Credit: The WOTC offers federal tax credits to employers who hire individuals from specific groups that traditionally face significant employment obstacles. This not only incentivizes diversity in the workforce but strengthens it. Eligible hires must start their employment by December 31, 2025, under the present legislation.

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Who Qualifies?: The credit targets an array of groups, such as:

  1. Veterans: Especially those unemployed for over four weeks or who are service-disabled.

  2. Long-term Unemployed: Individuals jobless for at least 27 weeks.

  3. Ex-Felons: Those seeking employment after a conviction.

  4. SNAP Recipients: People receiving food stamps within the past six months.

  5. TANF Recipients: Individuals who have received assistance in the last two years.

  6. Community Residents and Youth: Aged 18-39, living in Empowerment Zones.

  7. Vocational Rehab Referrals: With physical or mental disabilities, referred by agencies.

Understanding the need for timely employment under these categories, despite previous congressional tendencies to extend deadlines, is essential.

Understanding the Credit Amounts: The WOTC allows claiming a credit on a portion of an employee’s wages. The credit size varies based on the target group and hours worked:

  • General Rule: Up to 40% of the first $6,000 in wages, equating to a maximized credit of $2,400 per worker.

  • Veterans: Disabled veterans may yield a credit up to $9,600.

  • Long-term Unemployed: Credits can be considerable, reaching up to $5,000.

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Eligibility requires a minimum of 120 hours of work. Employees working at least 400 hours maximize their credit, while those between 120 and 399 hours qualify for a reduced 25% credit.

Certification Explained: Engaging the WOTC demands mastering the certification process via the State Workforce Agency (SWA). Employers must submit IRS Form 8850 alongside ETA Form 9061 or 9062 within 28 days of the employee’s start date.

Streamlined Certification for Veterans: Veterans benefit from a more expedited certification process, facilitating rapid access to hiring benefits.

When the Credit Isn’t Applicable: There are exclusions to WOTC availability:

  • Family Employment: Hiring spouses, children, or dependents precludes claiming the credit.

  • Majority Owners: Utilizing the credit for oneself or other major shareholders isn’t permitted.

  • Subsidized Employment Programs: Wages from specific federal programs aren't WOTC eligible.

Tax-Exempt Employers’ Consideration: While 501(c) groups can benefit from the WOTC, the credit applies solely against the employer's Social Security tax and only for veteran hires.

An Urgent Call to Action: With the credit set to sunset by the close of 2025, businesses are urged to act now. Although Congress traditionally renews the WOTC, the absence of current action raises stakes considerably.

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Employers focused on reducing tax liabilities through progressive hiring should prioritize leveraging the WOTC. This approach not only provides financial gain but aids in achieving societal employment goals for disadvantaged groups. Time is crucial, and ensuring all steps and paperwork are timely submitted is vital to enjoying the rewards of this tax credit before it possibly expires.

For more personalized guidance and insights on how your business can benefit, contact our office today.

Schedule a Free Consultation
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