Imposto sobre medicamentos não qualificados para opções de ações

Imposto sobre medicamentos não qualificados para opções de ações
Heroes Earnings Assistance e Relief Tax Act of 2008 (Lei do Coração) (PL 110-245)
Veja também a Lei de Socorro Civil dos Servicemembers (PL 108-189) acima. Revisa a SSCRA.
Renda de permuta.
IRS Bartering Tax Centre IRS Tax Dica 2009-58 Renda Propriedade ou Serviços .. IRS Pub 334 Como funciona Bartering ..Howstuffworks IRS Formulário 1099-B IRS Form 1099-B Instruções.
Lei tributária básica.
Aviso: Sempre verifique as datas em cada publicação. Visão Geral do Sistema Tributário Federal como em vigor para 2017 .. A Lei Atual do JCT e a Visão Histórica do Sistema Tributário Federal. A Tributação de Indivíduos e Famílias. JCT Jul. 2017 Tratamento Tributário Federal de Indivíduos ..JCT 09/11 Lei e antecedentes atuais sobre a tributação de renda federal de pequenas empresas. JCT julho de 2017 Law & amp; Informações de Apoio Relacionadas com Tributação Federal & amp; Estado & amp; Finanças do Governo Local .. JCT 03/13 Visão Geral do Sistema Tributário Federal. Relatório do CRS Constitucionalidade da Legislação Tributária Retroativa ..Relatório de IRS Publicações do Imposto de Renda Indexado ao Índice de Publicações e Formulários do IRS aos Tópicos do Imposto do IRS.
Princípios Básicos do Direito Tributário ..Guia Tributária das Forças Armadas da Wikipédia: IRS Pub 3 (Pdf) ou (Texto) Circular E: Guia do Imposto do Empregador: IRS Pub 15 (Pdf) ou (Texto) Guia do Imposto Suplementar ao Empregador: IRS Pub 15-A ( Pdf) ou (Texto) Guia Fiscal do Empregador para Benefícios Fringe: IRS Pub 15-B (Pdf) ou (Texto) Guia Fiscal para Pessoas Físicas: IRS Pub 17 (Pdf) ou (Texto) Circular A: Guia de Impostos do Empregador Agrícola: IRS Pub 51 (Pdf) ou (Texto) Guia de Impostos para Agricultores: IRS Pub 225 (Pdf) ou (Texto) Guia Fiscal para Pequenas Empresas: IRS Pub 334 (Pdf) ou (Texto) Guia Fiscal para Seniores: IRS Pub 554 (Pdf) ou (Texto) Guia fiscal para o aposentado: IRS Pub 4190 (Pdf) regras fiscais para crianças & amp; Dependentes: IRS Pub 929 (Pdf) ou (Texto) Contas Individuais de Aposentadoria - Contribuições: IRS Pub 590-A (Pdf) ou (Texto) Contas Individuais de Aposentadoria - Distribuições: IRS Pub 590-B (Pdf) ou (Texto) Planos de Aposentadoria para Pequenas Empresas: IRS Pub 560 (Pdf) ou (Texto) Pension & amp; Renda de anuidade: IRS Pub 575 (Pdf) ou (texto) Guia fiscal para benefícios de aposentadoria do Serviço Civil dos EUA: IRS Pub 721 (Pdf) ou (texto) Guia de imposto sobre empregadores domésticos: IRS Pub 926 (Pdf) ou (texto) Educação: IRS Pub 970 (Pdf) ou (texto) Informações fiscais para os compradores iniciais da First Time: IRS Pub 530 (Pdf) ou (texto) Sobreviventes, Executores e Administradores: IRS Pub 559 (Pdf) ou (Texto) Guia Fiscal para Cidadãos dos EUA & amp; Estrangeiros Residentes no Exterior: IRS Pub 54 (Pdf) ou (Texto) Guia Fiscal para Indivíduos com Renda de Possessões dos EUA: IRS Pub 570 (Pdf) ou (Texto) Guia de Imposto dos EUA para Estrangeiros: IRS Pub 519 (Pdf) ou (Texto) Guia de Impostos do Empregador - Territórios dos EUA: IRS Pub 80 (Pdf) ou (Texto) Parcerias: IRS Pub 541 (Pdf) ou (Texto) Empresas: IRS Pub 542 (Pdf) ou (Texto)
Tributação de Investidores.
Guia Fiscal para Ganhos e Perdas de Capital ..Fairmark Pressa Lei Atual Relativa à Tributação de Ganhos de Capital..JCT 09/2012 Vendas e outras Disposições de Ativos ..IRS Pub 544 Base de Ativos ..IRS Pub 551 Regulamento Final: Relatórios de Custos Basis Cost Basis Reporting Centro de Recursos ..Wolters Kluwer.
Imposto sobre o rendimento líquido de investimentos, ou seja, 3,8% de imposto de contribuição do Medicare.
IRS FAQs Análise do Rendimento Líquido de Investimento pós-2012 e Impostos adicionais do Medicare ..CCH Visão Geral do Imposto de Renda de Investimento de 3,8%, Parte 1 .. Visão Geral do Novo Imposto de Renda de Investimento de 3,8%, Parte 2: Atividades Passivas ..Forbes Visão geral do novo Imposto de Renda de Investimento de 3,8%, Parte 3: Ganhos de Propriedade .. Visão Geral do Novo Imposto de Renda de Investimento de 3,8%, Parte 4: Renda de Aluguel e Profissional Imobiliário ..Forbes que é um Profissional Imobiliário ..Forbes The New Medicare Tax ..Fidelity A sobretaxa de Medicare de 3,8% sobre os rendimentos de investimento ..Confiança Final do Tesouro dos EUA TD 9644 CCH Briefing no Regulamento Final Regulamentos propostos pelo Tesouro (dois itens em aberto)
Vendendo sua casa.
Vendendo sua casa ..IRS Pub 523 Aspectos fiscais de vender uma casa ..TurboTax.
Veja meu resumo da lei fiscal para membros das forças armadas. Final do IRS & amp; Regulamentos Temporários de Venda de Casa.

Limite de 100.000 em subsídios para opções de compra de ações qualificados (ISOs)
Motivo da Regra 100K: Opções de Ações de Incentivo (ISOs), em oposição às Opções de Ações Não Qualificadas (NSOs aka NQSOs), estão sujeitas a tratamento favorável de IRS. O principal benefício é não ter que pagar imposto de renda ordinário sobre o spread entre o valor justo de mercado (FMV) e o preço de exercício original quando exercido. Para NSOs, o imposto de renda ordinário sobre o spread é retido no momento do exercício. No entanto, as ISOs ainda estão sujeitas ao Imposto Mínimo Alternativo (AMT) para impedir que indivíduos ricos abriguem toda a sua renda dessa maneira. O limite de US $ 100 mil é outra regra do IRS para impedir que o programa da ISO seja usado como um abrigo fiscal. Veja este artigo link para uma lista mais completa das diferenças entre um ISO e um NSO.
Cálculo de aquisição: O limite de US $ 100.000 significa que a quantidade máxima de ISOs que um funcionário pode receber (colete) por ano é US $ 100 mil. O montante é calculado tomando o FMV por ação no momento da concessão e multiplicando pelo número de ações concedidas. Se a concessão estiver sujeita a aquisição, como uma programação de 4 anos, o produto anterior será dividido por 4 para determinar se a concessão está abaixo do limite de US $ 100.000. Se o subsídio for elegível para o exercício antecipado, então você não dividirá por 4, uma vez que o número de ações é baseado no número elegível para exercício naquele ano. Quaisquer opções em excesso e subvenções subseqüentes acima do limite de US $ 100.000 são consideradas NOSSs e estão sujeitas a Imposto de Retenção Imediata no momento do exercício.
Armadilha do Cliff Vesting: É muito comum que as outorgas de opções de ações para funcionários tenham um penhasco de um ano, quando 25% de sua concessão for de uma só vez para encorajá-lo a permanecer na empresa pelo menos um ano. Se a sua concessão da ISO foi maximizada com a concessão de US $ 100 mil por ano, então sua empresa pode inadvertidamente ter desencadeado uma nova caracterização da NSO em algumas de suas opções. O máximo de 100K é baseado no ano fiscal em que as opções se tornaram exercíveis em primeiro lugar, em oposição ao tempo ao longo do caminho. Por exemplo, digamos que você tenha a opção de comprar 400.000 ações a um preço de exercício de $ 1. Estes vestem ao longo de um período de 4 anos, com 25% de vesting no aniversário de 1 ano e o restante adquirindo 1/36 por mês durante os restantes 3 anos. Digamos que o aniversário da sua data de concessão é 15 de janeiro de cada ano. No dia 15 de janeiro do seu primeiro aniversário, você ganhará 25% (100.000 compartilhamentos), mas continuará a acumular mais 11 meses de ações durante o mesmo ano fiscal. Isso seria aproximadamente 91.666 ações, o que eleva seu total para 191.666 ações adquiridas durante o mesmo ano fiscal. Ao preço de exercício de US $ 1 por ação, você excede a regra de 100K em 91.666 ações que se tornariam NSOs, enquanto as outras 100.000 ações permanecerão ISOs.
Armadilha de Aceleração de M & A: É muito comum que as outorgas de opções de ações para funcionários tenham uma cláusula de aceleração quando a empresa emissora da concessão é adquirida. Aceleração significa que algumas ou todas as ações não investidas serão repentinamente adquiridas. Essas cláusulas são geralmente de duplo gatilho, o que significa que a aceleração só ocorre se um segundo evento, como ser demitido ou rebaixado, também ocorrer. Em qualquer caso, a aquisição adicional, além da aquisição de ações com base no tempo, também está sujeita ao Limite de 100.000. Como o vesting baseado em tempo muitas vezes já é excedido para atingir o Limite de 100K, as ações aceleradas excederão esse valor e se tornarão opções de ações não qualificadas (NSOs). Se a M & A envolver o levantamento de todas as outorgas de opção adquiridas, a conseqüência do Limite de 100 K será bastante reduzida. As pequenas diferenças são os impostos do Medicare. Para os ISOs que são exercidos em dinheiro líquido, o preço final de venda menos o preço de exercício é uma disposição desqualificante e tributada à alíquota do imposto de renda comum, mas sem a sobretaxa do Medicare. No entanto, a taxa adicional do Medicare de 0,9% ainda se aplica a funcionários de alta renda ou quando o ganho da M & A é grande. Para NSOs que são exercidos líquidos em dinheiro, o ganho total será tributado como renda de compensação sujeita a imposto de renda comum, incluindo as sobretaxas do Medicare.
O exercício antecipado das opções de compra de ações pode exigir muito capital, e o tempo de liquidez para sua empresa pode ser bastante longo. À medida que suas ações forem adquiridas, você poderá se sentir tentado a vender algumas ações para recuperar seu investimento original ou talvez financiar outras necessidades financeiras. Esteja ciente de que uma venda é um evento tributável e, provavelmente, com altas taxas de imposto, quando realizada por menos de um ano. Uma venda também trunca qualquer possibilidade futura de aumento das ações vendidas. Uma solução alternativa para liquidez parcial é obter um adiantamento do Employee Stock Option Fund. Esta é uma solução atraente, já que você não está transferindo o título para o estoque e ainda mantém a capacidade de obter vantagens ilimitadas. Além disso, se a ação se tornar inútil, o ESO absorve a perda, não você. Para obter mais informações sobre adiantamentos de opções de ações ou assuntos fiscais, entre em contato com Scott Chou no Employee Stock Option Fund.
999 Baker Way Suite 400 San Mateo, CA 94404.
Artigos relacionados.
© 2012-2016 ESO Fund. Todos os direitos reservados. O ESO Fund não fornece aconselhamento jurídico, financeiro ou fiscal.

Introdução às Opções de Ações de Incentivo.
Um dos principais benefícios que muitos empregadores oferecem aos seus funcionários é a capacidade de comprar ações da empresa com algum tipo de vantagem fiscal ou desconto embutido. Existem vários tipos de planos de compra de ações que contêm esses recursos, como planos de opções de ações não qualificados. Esses planos geralmente são oferecidos a todos os funcionários de uma empresa, desde os altos executivos até os funcionários responsáveis ​​pela custódia.
No entanto, existe outro tipo de opção de compra de ações, conhecida como opção de ações de incentivo, que geralmente é oferecida apenas aos principais funcionários e à administração de primeira linha. Essas opções também são comumente conhecidas como opções estatutárias ou qualificadas, e podem receber tratamento fiscal preferencial em muitos casos.
Principais características das ISOs.
As opções de ações de incentivo são semelhantes às opções não estatutárias em termos de forma e estrutura.
Cronograma: Os ISOs são emitidos em uma data inicial, conhecida como data de concessão, e o empregado exerce seu direito de comprar as opções na data de exercício. Assim que as opções forem exercidas, o funcionário tem a liberdade de vender as ações imediatamente ou esperar por um período de tempo antes de fazê-lo. Ao contrário das opções não estatutárias, o período de oferta de opções de ações de incentivo é sempre de 10 anos, após o qual as opções expiram.
Vesting: ISOs geralmente contêm uma programação de vesting que deve ser satisfeita antes que o empregado possa exercer as opções. O cronograma padrão de três anos em penhascos é usado em alguns casos, em que o funcionário fica totalmente investido em todas as opções emitidas para ele nesse momento. Outros empregadores usam o cronograma de aquisição gradual que permite que os funcionários sejam investidos em um quinto das opções concedidas a cada ano, a partir do segundo ano da outorga. O empregado é então totalmente investido em todas as opções no sexto ano da concessão.
Método do Exercício: As opções de ações de incentivo também se assemelham a opções não estatutárias, pois podem ser exercidas de várias maneiras diferentes. O empregado pode pagar adiantado em dinheiro para exercê-los, ou eles podem ser exercidos em uma transação sem dinheiro ou usando uma troca de ações.
Elemento de barganha: ISOs geralmente podem ser exercidos a um preço abaixo do preço de mercado atual e, assim, fornecer um lucro imediato para o funcionário.
Clawback Provisions: São condições que permitem ao empregador relembrar as opções, como se o empregado abandona a empresa por outra razão que não seja morte, invalidez ou aposentadoria, ou se a própria empresa se torna financeiramente incapaz de cumprir suas obrigações com as opções.
Discriminação: Considerando que a maioria dos outros tipos de planos de compra de ações de funcionários deve ser oferecida a todos os funcionários de uma empresa que atendem a determinados requisitos mínimos, os ISOs geralmente são oferecidos apenas a executivos e / ou funcionários-chave de uma empresa. As ISOs podem ser comparadas informalmente a planos de aposentadoria não qualificados, que também são tipicamente voltados para aqueles no topo da estrutura corporativa, em oposição a planos qualificados, que devem ser oferecidos a todos os funcionários.
Tributação de ISOs.
As ISOs são elegíveis para receber tratamento tributário mais favorável do que qualquer outro tipo de plano de compra de ações de funcionários. Esse tratamento é o que diferencia essas opções da maioria das outras formas de remuneração baseada em ações. No entanto, o empregado deve cumprir certas obrigações para receber o benefício fiscal. Existem dois tipos de disposições para ISOs:
Disposição de Qualificação: Uma venda de ações da ISO feitas pelo menos dois anos após a data da concessão e um ano após as opções terem sido exercidas. Ambas as condições devem ser atendidas para que a venda de ações seja classificada dessa maneira. Disqualifying Disposition: Uma venda de ações ISO que não atende aos requisitos de período de retenção prescritos.
Assim como com as opções não estatutárias, não há consequências tributárias em qualquer concessão ou aquisição. No entanto, as regras fiscais para o seu exercício diferem acentuadamente das opções não estatutárias. Um empregado que exerce uma opção não estatutária deve relatar o elemento de barganha da transação como receita recebida que está sujeita a imposto retido na fonte. Os titulares do ISO não reportarão nada neste momento; Nenhum relatório de imposto é feito até que a ação seja vendida. Se a venda de ações for uma transação qualificada, o funcionário só relatará um ganho de capital a curto ou longo prazo na venda. Se a venda for uma disposição desqualificante, o funcionário terá que informar qualquer elemento de barganha do exercício como receita auferida.
Digamos que Steve receba 1.000 opções de ações não estatutárias e 2.000 opções de ações de incentivo de sua empresa. O preço de exercício para ambos é de $ 25. Ele exerce todos os dois tipos de opções cerca de 13 meses depois, quando as ações estão sendo negociadas a US $ 40 por ação e depois vende 1.000 ações de suas opções de incentivo seis meses depois, por US $ 45 por ação. Oito meses depois, ele vende o restante das ações a US $ 55 por ação.
A primeira venda de ações de incentivo é uma disposição desqualificante, o que significa que Steve terá que reportar o elemento de barganha de US $ 15.000 (US $ 40 no preço da ação - US $ 25 = US $ 15 x 1.000) como receita auferida. Ele terá que fazer o mesmo com o elemento de barganha de seu exercício não estatutário, de modo que terá US $ 30.000 de renda adicional W-2 para informar no ano de exercício. Mas ele só reportará um ganho de capital de longo prazo de US $ 30.000 (preço de venda de US $ 55 - preço de exercício de US $ 25 x lote de mil ações) para sua disposição de qualificação ISO.
Deve-se notar que os empregadores não são obrigados a reter qualquer imposto de exercícios ISO, então aqueles que pretendem fazer uma disposição desqualificante devem tomar cuidado para reservar fundos para pagar impostos federais, estaduais e locais, bem como a Segurança Social, Medicare. e FUTA.
Relatórios e AMT.
Embora as disposições da ISO qualificadas possam ser relatadas como ganhos de capital de longo prazo no formulário 1040 do IRS, o elemento de barganha no exercício também é um item de preferência para o imposto mínimo alternativo. Esse imposto é cobrado a quem preenche grandes quantias de certos tipos de receita, como elementos de barganha ISO ou juros de títulos municipais, e é projetado para garantir que o contribuinte paga pelo menos uma quantia mínima de imposto sobre a receita que seria de outra forma taxada. livre. Isso pode ser calculado no Formulário IRS 6251, mas os funcionários que exercem um grande número de ISOs devem consultar um consultor fiscal ou financeiro antecipadamente para que possam antecipar adequadamente as consequências fiscais de suas transações. O produto da venda de ações da ISO deve ser relatado no formulário IRS 3921 e depois transferido para o Anexo D.
The Bottom Line.
As opções de ações de incentivo podem fornecer uma receita substancial aos seus detentores, mas as regras fiscais para o seu exercício e venda podem ser complexas em alguns casos. Este artigo aborda apenas os destaques de como essas opções funcionam e as maneiras como elas podem ser usadas. Para obter mais informações sobre opções de ações de incentivo, consulte seu representante de RH ou consultor financeiro.

Imposto sobre medicamentos não qualificados para opções de ações
As anuidades qualificadas (como as anuidades em um plano de aposentadoria patrocinado pelo empregador ou um IRA) são normalmente adquiridas com dinheiro antes dos impostos, de modo que as retiradas são totalmente tributadas como renda ordinária.
É importante entender que a compra de uma anuidade em um IRA ou em um plano de empregador não oferece benefícios fiscais adicionais àqueles disponíveis por meio do plano de aposentadoria com impostos diferidos original.
As anuidades compradas com dinheiro após impostos são tributáveis ​​no momento da retirada, mas apenas os ganhos são tributados. Os fundos dentro de um contrato de anuidade crescem com base em imposto diferido, de modo que o titular do contrato não deve impostos sobre os rendimentos e ganhos de investimento de uma anuidade até que as retiradas do contrato comecem.
As anuidades não qualificadas são tributadas de forma diferente da maioria dos investimentos:
· Uma anuidade não qualificada aumenta o imposto diferido até que os levantamentos comecem ou a apólice seja anuizada. • Uma anuidade não qualificada não fornece um aumento na base de custo no momento da morte, e os ganhos diferidos serão tributados como receita ordinária para um beneficiário não-cônjuge. · A continuação do cônjuge da apólice pode estar disponível para preservar o crescimento continuado imposto diferido. · Uma anuidade está incluída em sua propriedade para fins de imposto sobre a propriedade.
As anuidades não qualificadas compradas após 13 de agosto de 1982 são tributadas em uma base Last In, First Out (LIFO). Isso significa que, à medida que você fizer retiradas, os juros acumulados serão o primeiro dinheiro retirado e tributado como receita ordinária. Após o pagamento do juro, o valor inicial do investimento será então distribuído sem quaisquer impostos adicionais.
As anuidades são classificadas de várias maneiras diferentes. Para fins de tributação federal, as anuidades são classificadas como qualificadas ou não qualificadas. Uma anuidade qualificada é adquirida como parte de, ou em conjunto com, um plano de aposentadoria fornecido pelo empregador ou um acordo de aposentadoria individual (como uma Anuidade de Aposentadoria Individual ou um Plano Simplificado de Pensão de Empregado). Se determinados requisitos forem satisfeitos, as contribuições feitas para anuidades qualificadas podem ser total ou parcialmente dedutíveis do lucro tributável do indivíduo ou empregador que faz as contribuições.
Uma anuidade não qualificada não faz parte de um programa de aposentadoria fornecido pelo empregador e pode ser adquirida por qualquer indivíduo ou entidade. Contribuições para anuidades não qualificadas são feitas com dólares após impostos e não são dedutíveis do lucro bruto para fins de imposto de renda.
As anuidades também são classificadas por tipo de investimento e tipo de pagamento. Em uma anuidade fixa, o proprietário tem a segurança de uma taxa de retorno definida e nenhuma decisão de investimento relacionada aos fundos de anuidade. O título & # 8220; anuidade fixa & # 8221; não significa que a taxa de rendimentos creditada nunca mude; em vez disso, significa que a taxa de rendimentos é definida periodicamente pelo emissor e, em seguida, & # 8220; fixa & # 8221; até que a taxa seja alterada novamente.
Contratos de propriedade de & # 8220; não natural & # 8221; as pessoas estão sujeitas a imposto anual sobre a acumulação interna no contrato.
Realizada como uma confiança ou outra entidade como um agente para uma pessoa natural Anuidades imediatas Adquirida por uma propriedade após a morte do proprietário.
Organizações de caridade - planos de aposentadoria Contratos emitidos em ou antes de 28/2/86.
O proprietário de uma anuidade variável tem a capacidade de alocar contribuições entre fundos mútuos subjacentes. A taxa de retorno depende do desempenho dessas opções de investimento, e não há garantia de que o investimento não cairá. O proprietário tem potencial para obter um retorno maior do que uma anuidade fixa, mas também assume o risco de decisões de investimento.
Por lei, uma anuidade variável é considerada uma garantia, e o contrato deve ser registrado na Securities and Exchange Commission.
Recentemente, algumas empresas começaram a comercializar uma anuidade indexada em ações. Esta anuidade é algo de um híbrido entre anuidades fixas e variáveis. De acordo com uma anuidade indexada a ações, o principal do proprietário geralmente é garantido e a taxa de retorno está vinculada a um índice do mercado de ações, como o Standard & amp; 500 do pobre.
As anuidades também são classificadas como imediatas ou diferidas. Uma anuidade imediata é aquela que é comprada com um único prêmio e requer pagamentos para começar dentro de um ano da compra da anuidade. Uma anuidade diferida não tem nenhuma data de início de pagamento definida.
Quem são as partes de um contrato de anuidade?
As três partes de um contrato de anuidade são o proprietário, o pensionista e o beneficiário. Em muitos casos, o proprietário e o annuitant serão os mesmos.
O proprietário é geralmente o comprador da anuidade e tem todos os direitos sob o contrato, sujeito aos direitos de qualquer beneficiário irrevogável. O proprietário está sujeito ao imposto sobre o rendimento em todos os pagamentos feitos a partir da anuidade, independentemente de quem seja nomeado como beneficiário. Se aplicável, a penalidade em qualquer distribuição prematura é baseada na idade do proprietário. Se o proprietário morre enquanto o contrato está em fase de acumulação (discutido mais adiante), há uma distribuição obrigatória do benefício por morte.
O proprietário pode ser uma pessoa natural ou não natural. Alguns exemplos de pessoas não-naturais são corporações, parcerias e confianças. Geralmente, os contratos de anuidade detidos por pessoas não-naturais não são tratados como contratos de anuidade para fins de imposto de renda federal e os rendimentos desses contratos são tributados anualmente como receita ordinária recebida ou acumulada pelo proprietário durante o exercício tributável.
Como com muitas outras regras de tributação de renda, há várias exceções à regra de proprietário não natural.
Por exemplo, um contrato de anuidade será tratado como de propriedade de uma pessoa física se o proprietário for um fideicomisso ou outra entidade que detenha a anuidade como agente de uma pessoa física. No entanto, esta exceção especial não se aplicará no caso de um empregador que é o proprietário nominal de um contrato de anuidade sob um acordo de compensação diferido não qualificado para seus funcionários. Anuidades imediatas também são excluídas da regra de proprietário não natural.
O proprietário nomeia o annuitant e o beneficiário do contrato de anuidade. O annuitant deve ser uma pessoa natural e serve como a vida de medição para fins de determinar o montante ea duração de quaisquer pagamentos de anuidades feitas nos termos do contrato. O beneficiário recebe o benefício de morte ou qualquer pagamento de anuidade restante após a morte do proprietário.
Todos os contratos emitidos pela mesma empresa para o mesmo segurado durante qualquer ano civil serão tratados como um contrato para fins de computação de distribuições tributáveis.
Contratos Anuentes Anuidades Imediatas Distribuições exigidas por morte do proprietário Contratos emitidos antes de 21/10/88.
Nota: Se um contrato anterior a 10/21/88 for posteriormente trocado ou transferido, o novo contrato ficará sujeito à agregação.
Pena de Distribuição Prematura.
10% do valor tributável.
O proprietário tem mais de 59 anos O proprietário é desativado após a compra do contrato O proprietário, e não o pensionista não proprietário, morre Pré-TEFRA (antes das contribuições de 14/8/82) dinheiro não qualificado Anuidade imediata não qualificada.
Pagamentos substancialmente iguais.
deve continuar por 5 anos ou até que o proprietário alcance 59½, o que for mais tarde deve ser calculado com base na expectativa de vida Annuitization (para a vida do proprietário ou expectativa de vida.
Nota: Uma troca de uma anuidade diferida para uma anuidade imediata não se qualifica como uma anuidade imediata para os fins de evitar multas.
Consequências Fiscais de Alterações de Propriedade.
Adição / exclusão do co-proprietário Transferência para outra atribuição individual ou de entidade.
Os ganhos estão sujeitos a imposto de renda no momento da transferência. 10% de multa podem ser aplicadas. Impostos de presente podem ser aplicados.
Transferências entre cônjuges Transferências incidentes para o divórcio Transferências entre um indivíduo e seu fiador concedente.
Distribuição Obrigatória por Morte do Proprietário.
Se o proprietário morrer antes do anuitization:
Proprietário sobrevivente (ou beneficiário) deve eleger um dos seguintes:
Retirada (s) completa (s) imediata (s) dentro de 5 anos após a anuitização do óbito (durante a vida do novo proprietário) para começar dentro de um ano após a morte. Se o cônjuge for o único proprietário sobrevivente (ou beneficiário), o cônjuge também poderá optar por continuar o contrato. Se o proprietário for um fiduciário do concedente, a morte do concedente acionará a distribuição obrigatória.
A distribuição obrigatória aplica-se a todos os contratos emitidos após 18/1/85.
Se o proprietário morrer após a anuidade:
Os pagamentos continuam a ser beneficiados, com base na vida e no tipo de plano de pagamento escolhido pelo segurado.
Quais são as fases do contrato de anuidade?
Existem duas fases distintas do contrato de anuidade: a fase de acumulação e a fase de anuitização. Durante a fase de acumulação, o proprietário geralmente não é tributado sobre os ganhos creditados no valor em dinheiro do contrato de anuidade, a menos que uma distribuição seja recebida. A fase de acumulação continua até que o contrato de anuidade seja encerrado ou a fase de anuitização comece.
A fase de anuitização começa quando o valor do contrato é aplicado a uma opção de pagamento de anuidade. Essa fase continua até que o último pagamento seja feito de acordo com o período de pagamento de anuidade escolhido pelo proprietário (ou, em alguns casos, o beneficiário).
Como as distribuições são tributadas durante a fase de acumulação?
Quando um contrato de anuidade é totalmente devolvido durante a fase de acumulação, o proprietário deve pagar imposto de renda sobre os ganhos do contrato. O proprietário não é tributado em valores que representam um retorno de contribuições (como prêmios ou investimento no contrato). As retiradas parciais de uma anuidade na fase de acumulação são tributadas numa base de último a entrar, primeiro a sair (LIFO).
Em outras palavras, os saques de uma anuidade são feitos primeiro, e o proprietário é taxado sobre os pagamentos até que todos os ganhos sejam distribuídos. Há uma exceção à primeira regra de ganhos para contribuições feitas em contratos de anuidade anteriores a 14/08/82. Essas contribuições são distribuídas em uma base FIFO (first in in first out) e o proprietário não é tributado até que tais contribuições sejam totalmente recuperadas.
Existe uma regra de agregação que exige que todos os contratos de anuidades emitidos pela mesma empresa, para o mesmo proprietário, no mesmo ano civil, sejam tratados como um contrato de anuidade para fins de determinação da parte tributável de quaisquer distribuições.
Como as distribuições são tributadas durante a fase de anuitização?
Durante a anuitização, uma parte de cada pagamento de anuidade representa um retorno de investimento não tributável no contrato e o saldo de cada pagamento é considerado lucro tributável. As partes tributáveis ​​e não tributáveis ​​dos pagamentos são determinadas por uma taxa de exclusão. A taxa de exclusão para uma anuidade fixa é a relação entre o investimento no contrato e o retorno esperado nos termos do contrato.
A taxa de exclusão para uma anuidade variável é determinada pela divisão do investimento no contrato pelo número total de pagamentos esperados. Uma vez que o valor total do investimento no contrato é recuperado usando a taxa de exclusão, os pagamentos de anuidades são totalmente tributáveis. Se o proprietário morre antes que o investimento total no contrato seja recuperado, e os pagamentos de anuidade cessem como resultado de sua morte, o montante não recuperado é permitido como uma dedução ao proprietário em seu último ano tributável.
Quando é aplicada a multa de 10%?
O imposto de penalidade de 10% geralmente se aplica ao valor tributável de distribuições de anuidades feitas antes que o proprietário atinja a idade de 59½ anos. No entanto, existem exceções para distribuições: (1) feitas como resultado da morte ou invalidez do proprietário; (2) feita em pagamentos periódicos substancialmente iguais sobre a vida ou a expectativa de vida do proprietário, ou vidas conjuntas ou expectativa de vida conjunta do proprietário e do beneficiário designado; (3) feito sob uma anuidade imediata; ou (4) atribuível ao investimento na anuidade efetuada antes de 14/08/82.
Quais são as consequências fiscais de uma transferência de propriedade?
Se um indivíduo transfere a propriedade de uma anuidade não qualificada emitida depois de 22/4/87, sem consideração plena e adequada, o proprietário deve pagar imposto de renda sobre os ganhos do contrato no momento da transferência (exceto para transferências para um cônjuge ou transferências feito para um ex-cônjuge incidente de um divórcio). Se o contrato foi emitido antes dessa data, os ganhos no contrato podem continuar a ser diferidos, com a base de custo antiga transferida para o novo proprietário. A transferência de propriedade inclui a adição ou exclusão de um co-proprietário. Além disso, a transferência de propriedade pode resultar em consequências do imposto sobre doações para o proprietário.
E quanto às atribuições colaterais?
Indivíduos que atribuem suas anuidades como garantia para empréstimos podem ser surpreendidos pelo tratamento de atribuições. Geralmente, qualquer colateral atribuído, prometido ou recebido como empréstimo sob uma anuidade emitida após 13/8/82 é tratado como se fosse distribuído da anuidade. A quantia atribuída colateralmente é tributada de acordo com as regras aplicáveis ​​às retiradas parciais e entregas completas e também pode estar sujeita ao imposto de 10% sobre a multa. Se todo o contrato for cedido ou prometido, os lucros subsequentemente creditados no contrato serão automaticamente considerados sujeitos à cessão ou penhor e serão tratados como retiradas parciais adicionais.
O que acontece com os proprietários & # 8217; morte?
Se o proprietário morre após o início da fase de anuitização, os pagamentos restantes, se houver, devem ser pagos pelo menos tão rapidamente quanto na opção de pagamento de anuidade em vigor no momento da morte do proprietário.
Se um beneficiário receber os pagamentos remanescentes sob a opção de pagamento de anuidade em vigor à morte do proprietário, as parcelas tributáveis ​​e não tributáveis ​​desses pagamentos continuarão a ser determinadas pela taxa de exclusão original.
Contratos pré-TEFRA (antes de 8/14/82):
Principal fora primeiro & # 8211; Resultados não tributáveis ​​superam & # 8211; totalmente tributável, mas sem taxa de penalidade -
Publicar contratos TEFRA (após 8/13/82)
Salários primeiro & # 8211; Totalmente tributável e pode estar sujeito ao imposto de penalidade Principal out last & # 8211; Não tributável.
Se um contrato pré-TEFRA for posteriormente trocado, ele mantém o tratamento fiscal pré-TEFRA. As subcontas são combinadas para calcular o rendimento no contrato.
Se o proprietário morre durante a fase de acumulação, todo o benefício por morte deve ser distribuído no prazo de cinco anos a contar da data da morte do proprietário. No entanto, há uma exceção à regra de cinco anos, se o benefício de morte for pago como uma anuidade ao longo da vida, ou um período não maior que a expectativa de vida do beneficiário e os pagamentos começarem dentro de um ano do proprietário & # Data da morte. Se um contrato de anuidade tem co-proprietários, a distribuição nas regras de morte é aplicada na primeira morte.
Sob uma exceção especial à distribuição por regras de morte, se o beneficiário for o cônjuge sobrevivente do proprietário, o contrato de anuidade pode ser continuado com o cônjuge sobrevivente como o proprietário. Se o proprietário da anuidade é um proprietário não natural, então a morte do annuitant desencadeia a distribuição às regras da morte. Além disso, a distribuição nas regras de morte também é desencadeada por uma mudança no annuitant em um contrato de anuidade de propriedade de uma pessoa não natural.
Imposto de Renda. Ao contrário dos benefícios por morte pagos pelas apólices de seguro de vida, o beneficiário pode ser tributado em distribuições feitas a partir de uma anuidade após a morte do proprietário. As quantias pagas de acordo com a regra dos cinco anos são tributadas da mesma maneira que as retiradas parciais ou as rendições completas, e os valores pagos sob uma opção de anuidade são tributados da mesma forma que os pagamentos de anuidades.
Para contratos de anuidade variável emitidos em ou após 10/2/79, e para todos os contratos de anuidade fixa, não há & # 8220; step-up & # 8221; com base no imposto de renda e o beneficiário paga imposto de renda sobre o lucro. No entanto, o beneficiário tem direito a deduzir uma parte do imposto sobre a propriedade pago sobre a anuidade para fins de imposto de renda. Para contratos de anuidades variáveis ​​emitidos antes de 21/10/79, há um aumento de & # 8220; & # 8221; na base para fins de imposto de renda e nenhum imposto de renda é devido sobre os ganhos.
Para fins de imposto federal sobre a propriedade, o valor total do contrato está sujeito ao imposto imobiliário. Exceto como mencionado acima, anuidades são renda em relação a um falecido e não há & # 8220; step-up & # 8221; na base do contrato e a anuidade está sujeita a imposto de renda quando distribuída.
Anuidades qualificadas refere-se a uma anuidade que é comprada dentro de um plano de aposentadoria qualificado, como uma conta de aposentadoria individual (IRA). Uma anuidade qualificada é tributada de forma idêntica a qualquer outra conta qualificada, como IRA, 401 (k), plano de participação nos lucros ou outra conta de aposentadoria com imposto diferido.
Você pode comprar uma anuidade com fundos em seu IRA, e se você usar dinheiro antes de impostos de um IRA ou um 401 (k) para comprar a anuidade, então todos os pagamentos serão totalmente tributados.
A anuidade não gera vantagens fiscais adicionais quando abrigada dentro do plano de aposentadoria qualificado, mas estará sujeita às regras que regem os planos qualificados.
Anuidades são escolhidas como parte de um plano qualificado principalmente por sua capacidade de fornecer uma renda garantida ao pensionista na aposentadoria. Mas você deve entender as regras para anuidades dentro de planos qualificados.
Anuidades dentro de um plano de aposentadoria qualificado podem tirar proveito de contribuições dedutíveis, que normalmente não são uma opção quando se contribui com dinheiro para uma anuidade. Como compensação, os limites de contribuição se aplicam a anuidades dentro de um plano qualificado.
Anuidades dentro de um plano qualificado desfrutar de acumulação de impostos diferidos de valores em dinheiro dentro da conta de anuidade. Isso significa que o dinheiro não será tributado enquanto estiver dentro de sua anuidade qualificada.
As retiradas de uma anuidade qualificada são tributadas às alíquotas do imposto de renda comum.
Como as contribuições eram dedutíveis nos impostos, você “perde” a taxa de exclusão normalmente encontrada em uma anuidade.
A "taxa de exclusão" em anuidades não qualificadas reduz a carga tributária, permitindo que você crie uma anuidade a partir de suas economias.
Quando isso acontece, parte do seu cheque de aposentadoria mensal é composto de principal e parte do cheque é composta de juros. Como, normalmente, apenas os juros são tributados, isso ajuda a reduzir os impostos de renda correntes durante a aposentadoria.
Investir em um contrato de anuidade no contexto de um plano de aposentadoria qualificada gera os benefícios de diferimento de impostos da anuidade, uma vez que os ativos em planos qualificados já possuem diferimento de impostos de qualquer maneira. Ainda assim, anuidades oferecem outros recursos que podem justificar usá-los dentro de um plano de aposentadoria qualificado.
Os críticos frequentemente questionam o valor de colocar uma anuidade, que oferece benefícios de diferimento de impostos, em outro investimento com imposto diferido, como um plano qualificado ou IRA. No entanto, este argumento não reconhece o grande valor que as garantias de seguro de anuidade podem oferecer.
As anuidades oferecem aos consumidores a opção de garantir que os dólares antes dos impostos que alocaram para a aposentadoria estão protegidos contra o risco de mercado. Eles também oferecem proteção aos beneficiários na forma de um benefício mínimo garantido por morte, e a capacidade de converter as economias da aposentadoria em um fluxo vitalício de renda - tudo isso ajuda a garantir que suas poupanças duramente estejam lá quando eles, ou seus herdeiros, precisa deles mais. & # 8221;
O anterior é apenas para fins informativos, como nós não damos conselhos fiscais, você deve consultar o seu profissional de imposto para obter informações completas sobre tributação de anuidade.
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O que é um plano de compra de ações do empregado (ESPP) & # 8211; Regras fiscais.
Um dos benefícios mais poderosos que qualquer empresa de capital aberto pode oferecer aos seus funcionários é a capacidade de comprar ações em si. Há várias maneiras de isso ser feito, mas talvez o método mais direto de propriedade de ações de funcionários seja encontrado em um programa de compra de ações de funcionários (ESPP). Esses planos fornecem um método conveniente para que os funcionários comprem ações da empresa e melhorem seus fluxos de caixa ou patrimônio ao longo do tempo.
Os planos de compra de ações dos funcionários são essencialmente um tipo de plano de dedução de folha de pagamento que permite que os funcionários comprem ações da empresa sem ter que efetuar as transações. O dinheiro é automaticamente retirado de todos os participantes & rsquo; contracheques depois de impostos todos os períodos de pagamento e acumula em uma conta de garantia até que seja usado para comprar ações da empresa periodicamente, como a cada seis meses. Esses planos são semelhantes a outros tipos de planos de opções de ações, na medida em que promovem a propriedade dos funcionários da empresa, mas não têm muitas das restrições que vêm com acordos de opções de ações mais formais. Além disso, eles são projetados para serem um pouco mais líquidos por natureza.
Qualificado vs. Não Qualificado.
Os ESPPs podem ser qualificados ou não qualificados. Planos qualificados são mais comuns e devem seguir as regras estabelecidas na Seção 423 do Internal Revenue Code. No entanto, ESPPs qualificados não devem ser confundidos com planos de aposentadoria qualificados que aumentam o imposto deferido e estão sujeitos aos regulamentos da ERISA. Os participantes podem receber os recursos desses planos assim que os critérios listados abaixo forem satisfeitos. As principais características dos ESPPs qualificados incluem:
O plano deve ser votado pela maioria dos acionistas em algum momento durante os 12 meses anteriores à data de início projetada do plano. O plano só pode ser oferecido a funcionários reais da empresa (consultores e contratados independentes não se qualificam). Embora algumas categorias de trabalhadores possam ser excluídas do plano (como aquelas que trabalharam para a empresa há menos de um ou dois anos), qualquer funcionário que não seja especificamente excluído dessa maneira na carta do plano deve ter a oportunidade de participar do plano. Os funcionários que possuem mais de 5% do capital votante da empresa não podem participar do plano. Direitos iguais são concedidos incondicionalmente a todos os participantes. Nenhum funcionário pode comprar mais de US $ 25.000 em ações no plano em um ano civil. Os períodos de oferta não podem exceder 27 meses de duração. Descontos em compras de ações não podem exceder 15% do preço atual.
Os planos não qualificados não estão sujeitos a essas regras e restrições, exceto que eles também devem ser aprovados pelos acionistas e pelo conselho de administração. Como seus primos não qualificados na área do plano de aposentadoria, tais como compensação diferida ou planos de bônus executivos, eles podem permitir a participação de forma discriminatória. No entanto, eles também não recebem tratamento fiscal favorável em nenhuma circunstância. Uma pesquisa realizada em 2011 pela Associação Nacional de Profissionais de Plano de Ações mostrou que 82% das empresas que tinham um ESPP usaram um plano qualificado, enquanto apenas 24% usaram um plano não qualificado.
As seções restantes deste artigo se concentrarão apenas em ESPPs qualificados, exceto quando planos não qualificados forem especificamente mencionados.
Como funcionam os ESPPs
Apesar das suas diferenças, os ESPPs qualificados e não qualificados são fundamentalmente semelhantes no design. Todos os planos consistem em um período de oferta que começa em um dia específico conhecido como a data da oferta. Within the offering period there are typically several purchase periods that end in purchase dates.
For example, an offering period could start with an offering date of January 1st and then have nine purchase periods that last for three months each. The offering period would then expire at the end of 27 months. During that time, employees would elect to have a certain amount taken out of their paychecks (most employers impose a limit of about 10% of after-tax pay), which would then be used to purchase company shares on every purchase date within the offering period. Therefore, employees who participated in an entire offering period would make nine separate purchases of stock.
Each employer sets its own policy regarding its employees’ ability to withdraw funds during purchase periods and increase or decrease the level of their contributions to the plan. And while most ESPPs offer either the automatic price discount or the look-back feature (or both), there is no IRS requirement for this.
ESPPs can provide a price advantage to employees in two different ways:
Built-in Discount . Most ESPPs give employees an automatic discount on the share price for all of their purchases, such as 10% or 15%. This creates an instant gain for all participants at the time of purchase. Lookback Provision . This provision permits the plan to purchase the stock on the purchase date at either the closing price of the stock on the purchase date or the original offering date, whichever is lower. Obviously, this can make a huge difference in the amount of profit that employees realize from their plans. If the company stock closed at $15 on the original offering date and is trading at $40 when the market closes on the purchase date, then the plan can purchase the stock at its offering date price – or rather, at the discounted percentage of that price, if the plan offers both benefits (which is usually the case). Portanto, um funcionário poderia obter o estoque por US $ 12,75 nesse cenário se o plano também oferecesse um desconto interno de 15%.
Some plans have more than one offering schedule running concurrently, although employees are generally excluded from participating in more than one schedule at a time.
Number of Shares Available to Participants.
There is also a further stipulation to the $25,000 limit on purchases; this amount is divided by the closing share price on the offering date, and the quotient then becomes the maximum number of shares that a participant can buy for that year, regardless of whether the price rises or falls afterwards.
For example, ABC Company creates an ESPP, and the stock closes at $18.42 on the offering date of January 1st. By dividing $18.42 into $25,000, it is deduced that 1,357.22 shares can be bought that year by each participant. This number is now set and cannot be changed, regardless of how the price fluctuates for the rest of the year. This computation also uses the actual market price and not the discounted price, which means that an employee in the plan could buy 1,357.22 shares at $15.66 per share if there was a 15% discount applied, thus giving the participant $21,254 worth of stock. But that would be the limit for the year, even though this is less than the $25,000 limit because the calculation does not factor in the discount.
The look-back feature can effectively reduce the value of the plan for participants when the stock price declines from the offering date, because this feature only pertains to price, not to the number of shares that can be bought. Se o preço da ação cair durante o ano de US $ 18,42 para US $ 7,08, ele não permitirá que os participantes comprem mais ações, considerando o preço mais baixo. Therefore, participants who wait to buy the stock when it is $7.08 can get 1,357.22 shares for only $9,609 ($7.08 x 1,357.22), but they cannot buy $25,000 worth of shares at $7.08 to get 3,531 shares for that year.
Tax Treatment of ESPPs.
There are two types of stock sales that can be made from a qualified ESPP. Uma delas é uma disposição qualificadora, à qual é concedido tratamento fiscal favorável sob o código tributário. O outro é uma disposição desqualificante, o que não é.
Qualifying dispositions must meet two key criteria:
The stock must have been held at least one year from its purchase date. The stock must have been held at least two years from its offering date.
If these conditions are met, then the discount the participant received off the purchase price is reported as ordinary income, and any excess gain between the purchase price and the sales price is considered a capital gain. Disqualifying dispositions, on the other hand, require that the spread between the closing price of the stock on the purchase date (regardless of whether or not there is a look-back period) and the purchase price, factoring in the discount, be counted as ordinary income.
A Qualifying Disposition.
For example, Jeremy purchased stock in his ESPP on March 23, 2012. The stock closed at $11.16 on the offering date of January 1st and $18.65 on the purchase date of June 30th. The plan gives him a 15% discount, thus giving him an actual purchase price of $9.49 (85% of $11.16 via the look-back provision).
He will have to hold his stock at least until March 24, 2014 in order for this to be a qualifying disposition. If he does this and sells the stock in April of 2014 for $22.71, then only the discounted amount of $1.67 per share ($11.16 x 15%) will be reported as ordinary income. The difference between the actual undiscounted market price and the sale price will be counted as a long-term gain or loss. Jeremy will therefore have a long-term gain of $11.55 per share ($22.71 minus $11.16).
A Disqualifying Disposition.
On the other hand, if Jeremy were to sell the stock before the holding period expired, he would recognize $9.16 as ordinary income ($18.65 minus the discounted purchase price of $9.49). The market price on the day of purchase ($18.65) then becomes the cost basis for the sale.
In this case, the remaining $4.06 of sale proceeds (sale price of $22.71 minus the market price on day purchase of $18.65) will then be taxed as a long or short-term capital gain, depending upon the length of his holding period. This holds true even if the stock price declines before he can sell it. If he sells the stock for $7.55, he must still recognize $9.16 as ordinary income, even though he can partially offset this with a long - or short-term capital loss of $1.94 ($9.49 minus $7.55).
Employers will usually report any ordinary income that is realized from ESPPs on the employee’s W-2 form. However, if the employer does not do this, then the employee must report it separately on Form 1040. The purchase information from ESPPs are reported on Form 3922, which is usually furnished by the employer after the purchase date. Ganhos e perdas são relatados no Formulário 8949 e são transportados para o Anexo D.
Advantages of ESPPs.
The advantages that ESPPs offer far outweigh the disadvantages in most cases. Some of the key benefits that these plans provide include:
Employee motivation and retention Tax write-offs for employers (similar to the deductions that employers get for funding and administrating retirement plans) Relatively cheap and simple administration Ability to increase employee compensation that is to be partially funded by increase in the price of the company stock No Social Security or Medicare tax withholdings for employee contributions into the plan (qualified plans only) No requirement for employees to make complex investment decisions in most cases (although timing can be an issue)
The only real disadvantage that ESPPs can pose is that they can cause employees who participate for long periods of time and hold onto their stock to become overweighted with their company stock in their investment portfolios. This can be avoided by selling shares periodically, and reallocating the proceeds into other investment vehicles or assets.
Palavra final.
ESPPs can provide employees with a regular means of increasing their income over time, especially when the company’s stock is in an uptrend. ESPPs also appeal to employees because they do not require the stock that is purchased in them to be held until retirement, which allows employees to receive the proceeds from the sales of their stock on at least a semi-regular basis within a relatively short period of time, while taking advantage of long-term capital gains treatment.
For more information on employee stock purchase plans and how they work, consult your broker or human resources department.
Artigos relacionados.
Mark Cussen.
Mark Cussen, CFP, CMFC tem 17 anos de experiência no setor financeiro e trabalhou como corretor de ações, planejador financeiro, preparador de imposto de renda, agente de seguros e agente de crédito. Ele é agora um autor financeiro em tempo integral quando não está em rotação fazendo planejamento financeiro para os militares. Escreveu vários artigos para vários sites financeiros, como Investopedia e Bankaholic, e é um dos autores de destaque da seção Money and Personal Finance da eHow. Em seu tempo livre, Mark gosta de surfar na internet, cozinhar, assistir filmes e tv, atividades religiosas e jogar frisbee com amigos. Ele também é um ávido fã de basquete da KU e entusiasta de trens modelo, e agora está tendo aulas para aprender a negociar ações e derivativos de forma eficaz.
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Publication 969 (2016), Health Savings Accounts and Other Tax-Favored Health Plans.
For use in preparing 2016 Returns.
Publication 969 - Introductory Material.
Future developments. For the latest information about developments related to Pub. 969, such as legislation enacted after it was published, go to irs. gov/pub969.
Photographs of missing children. The Internal Revenue Service is a proud partner with the National Center for Missing & Exploited Children® (NCMEC). Photographs of missing children selected by the Center may appear in this publication on pages that would otherwise be blank. You can help bring these children home by looking at the photographs and calling 1-800-THE-LOST (1-800-843-5678) if you recognize a child.
Federal tax benefits for same-sex married couples. For federal tax purposes, marriages of couples of the same sex are treated the same as marriages of couples of the opposite sex. The term "spouse" includes an individual married to a person of the same sex. However, individuals who have entered into a registered domestic partnership, civil union, or other similar relationship that isn't considered a marriage under state law aren't considered married for federal tax purposes.
Flexible Spending Arrangements (FSAs) and Health Reimbursement Arrangements (HRAs). Notice 2013-54, 2013-40 I. R.B. 287, available at irs. gov/irb/2013-40_IRB/ar11.html provides guidance for employers on the application of the Affordable Care Act (ACA) to Flexible Spending Arrangements (FSAs) and Health Reimbursement Arrangements (HRAs).For more information on the Affordable Care Act, go to IRS. gov and enter "Affordable Care Act" in the search box.
Health Flexible Spending Arrangements (FSAs). The following rules apply to health FSAs.
Salary reduction contributions to your health FSA can’t be more than $2,550 a year (indexed for inflation). This inflation adjusted amount is listed in Rev. Proc. 2015–53, sec. 3.16 available at irs. gov/irb/2015-44_IRB/ar10.html.
Your employer may choose to change your cafeteria plan to allow you to carry over up to $500 of unused amounts remaining at the end of the plan year in a health FSA to be paid or reimbursed for qualified medical expenses incurred during the following plan year. For more information, see Balance in an FSA under Flexible Spending Arrangements (FSAs) , later.
Introdução.
Various programs are designed to give individuals tax advantages to offset health care costs. This publication explains the following programs.
Health Savings Accounts (HSAs).
Medical Savings Accounts (Archer MSAs and Medicare Advantage MSAs).
Health Flexible Spending Arrangements (FSAs).
Health Reimbursement Arrangements (HRAs).
An HSA may receive contributions from an eligible individual or any other person, including an employer or a family member, on behalf of an eligible individual. Contributions, other than employer contributions, are deductible on the eligible individual's return whether or not the individual itemizes deductions. Employer contributions aren’t included in income. Distributions from an HSA that are used to pay qualified medical expenses aren’t taxed.
An Archer MSA may receive contributions from an eligible individual and his or her employer, but not both in the same year. Contributions by the individual are deductible whether or not the individual itemizes deductions. Employer contributions aren’t included in income. Distributions from an Archer MSA that are used to pay qualified medical expenses aren’t taxed.
A Medicare Advantage MSA is an Archer MSA designated by Medicare to be used solely to pay the qualified medical expenses of the account holder who is enrolled in Medicare. Contributions can only be made by Medicare. The contributions aren’t included in your income. Distributions from a Medicare Advantage MSA that are used to pay qualified medical expenses aren’t taxed.
A health FSA may receive contributions from an eligible individual. Employers may also contribute. Contributions aren’t includible in income. Reimbursements from an FSA that are used to pay qualified medical expenses aren’t taxed.
An HRA must receive contributions from the employer only. Employees may not contribute. Contributions aren’t includible in income. Reimbursements from an HRA that are used to pay qualified medical expenses aren’t taxed.
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Publication 969 - Main Content.
Contas de poupança de saúde (HSAs)
A Health Savings Account (HSA) is a tax-exempt trust or custodial account you set up with a qualified HSA trustee to pay or reimburse certain medical expenses you incur. You must be an eligible individual to qualify for an HSA.
No permission or authorization from the IRS is necessary to establish an HSA. You set up an HSA with a trustee. A qualified HSA trustee can be a bank, an insurance company, or anyone already approved by the IRS to be a trustee of individual retirement arrangements (IRAs) or Archer MSAs. The HSA can be established through a trustee that is different from your health plan provider.
Your employer may already have some information on HSA trustees in your area.
If you have an Archer MSA, you generally can roll it over into an HSA tax free. See Rollovers, later.
What are the benefits of an HSA?
You may enjoy several benefits from having an HSA.
You can claim a tax deduction for contributions you, or someone other than your employer, make to your HSA even if you don’t itemize your deductions on Schedule A (Form 1040).
Contributions to your HSA made by your employer (including contributions made through a cafeteria plan) may be excluded from your gross income.
The contributions remain in your account until you use them.
The interest or other earnings on the assets in the account are tax free.
Distributions may be tax free if you pay qualified medical expenses. See Qualified medical expenses , later.
An HSA is "portable." It stays with you if you change employers or leave the work force.
Qualifying for an HSA.
To be an eligible individual and qualify for an HSA, you must meet the following requirements.
You are covered under a high deductible health plan (HDHP), described later, on the first day of the month.
You have no other health coverage except what is permitted under Other health coverage , later.
You aren’t enrolled in Medicare.
You can’t be claimed as a dependent on someone else's 2016 tax return.
Under the last-month rule, you are considered to be an eligible individual for the entire year if you are an eligible individual on the first day of the last month of your tax year (December 1 for most taxpayers).
If you meet these requirements, you are an eligible individual even if your spouse has non-HDHP family coverage, provided your spouse's coverage doesn’t cover you.
If another taxpayer is entitled to claim an exemption for you, you can’t claim a deduction for an HSA contribution. This is true even if the other person doesn’t actually claim your exemption.
Each spouse who is an eligible individual who wants an HSA must open a separate HSA. You can’t have a joint HSA.
High deductible health plan (HDHP).
A higher annual deductible than typical health plans, and.
A maximum limit on the sum of the annual deductible and out-of-pocket medical expenses that you must pay for covered expenses. Out-of-pocket expenses include copayments and other amounts, but don’t include premiums.
An HDHP may provide preventive care benefits without a deductible or with a deductible less than the minimum annual deductible. Preventive care includes, but isn’t limited to, the following.
Periodic health evaluations, including tests and diagnostic procedures ordered in connection with routine examinations, such as annual physicals.
Routine prenatal and well-child care.
Child and adult immunizations.
Tobacco cessation programs.
Obesity weight-loss programs.
Screening services. This includes screening services for the following:
Heart and vascular diseases.
Mental health conditions.
Metabolic, nutritional, and endocrine conditions.
Obstetric and gynecological conditions.
Vision and hearing disorders.
For more information on screening services, see Notice 2004-23, 2004-15 I. R.B. 725 available at irs. gov/irb/2004-15_IRB/ar10.html.
The following table shows the minimum annual deductible and maximum annual deductible and other out-of-pocket expenses for HDHPs for 2016.
other out-of-pocket expenses*
The following table shows the minimum annual deductible and maximum annual deductible and other out-of-pocket expenses for HDHPs for 2017.
other out-of-pocket expenses*
Self-only HDHP coverage is an HDHP covering only an eligible individual. Family HDHP coverage is an HDHP covering an eligible individual and at least one other individual (whether or not that individual is an eligible individual).
An eligible individual and his dependent child are covered under an "employee plus one" HDHP offered by the individual's employer. This is family HDHP coverage.
Family plans that don’t meet the high deductible rules.
There are some family plans that have deductibles for both the family as a whole and for individual family members. Under these plans, if you meet the individual deductible for one family member, you don’t have to meet the higher annual deductible amount for the family. If either the deductible for the family as a whole or the deductible for an individual family member is less than the minimum annual deductible for family coverage, the plan doesn’t qualify as an HDHP.
You have family health insurance coverage in 2016. The annual deductible for the family plan is $3,500. This plan also has an individual deductible of $1,500 for each family member. The plan doesn’t qualify as an HDHP because the deductible for an individual family member is less than the minimum annual deductible ($2,600) for family coverage.
You (and your spouse, if you have family coverage) generally can’t have any health coverage, other than an HDHP. However, you can still be an eligible individual even if your spouse has non-HDHP coverage provided you aren’t covered by that plan.
You can have additional insurance that provides benefits only for the following items.
Liabilities incurred under workers' compensation laws, tort liabilities, or liabilities related to ownership or use of property.
A specific disease or illness.
A fixed amount per day (or other period) of hospitalization.
You can also have coverage (whether provided through insurance or otherwise) for the following items.
Plans in which substantially all of the coverage is through the items listed earlier aren’t HDHPs. For example, if your plan provides coverage substantially all of which is for a specific disease or illness, the plan isn’t an HDHP for purposes of establishing an HSA.
You can have a prescription drug plan, either as part of your HDHP or a separate plan (or rider), and qualify as an eligible individual if the plan doesn’t provide benefits until the minimum annual deductible of the HDHP has been met. If you can receive benefits before that deductible is met, you aren’t an eligible individual.
An employee covered by an HDHP and a health FSA or an HRA that pays or reimburses qualified medical expenses generally can’t make contributions to an HSA. Health FSAs and HRAs are discussed later.
However, an employee can make contributions to an HSA while covered under an HDHP and one or more of the following arrangements.
Limited-purpose health FSA or HRA. These arrangements can pay or reimburse the items listed earlier under Other health coverage except long-term care. Also, these arrangements can pay or reimburse preventive care expenses because they can be paid without having to satisfy the deductible.
Suspended HRA. Before the beginning of an HRA coverage period, you can elect to suspend the HRA. The HRA doesn’t pay or reimburse, at any time, the medical expenses incurred during the suspension period except preventive care and items listed under Other health coverage . When the suspension period ends, you are no longer eligible to make contributions to an HSA.
Post-deductible health FSA or HRA. These arrangements don’t pay or reimburse any medical expenses incurred before the minimum annual deductible amount is met. The deductible for these arrangements doesn’t have to be the same as the deductible for the HDHP, but benefits may not be provided before the minimum annual deductible amount is met.
Retirement HRA. This arrangement pays or reimburses only those medical expenses incurred after retirement. After retirement you are no longer eligible to make contributions to an HSA.
Coverage during a grace period by a general purpose health FSA is allowed if the balance in the health FSA at the end of its prior year plan is zero. See Flexible Spending Arrangements (FSAs) , later.
Contributions to an HSA.
Any eligible individual can contribute to an HSA. For an employee's HSA, the employee, the employee's employer, or both may contribute to the employee's HSA in the same year. For an HSA established by a self-employed (or unemployed) individual, the individual can contribute. Family members or any other person may also make contributions on behalf of an eligible individual.
Contributions to an HSA must be made in cash. Contributions of stock or property aren’t allowed.
Limit on Contributions.
The amount you or any other person can contribute to your HSA depends on the type of HDHP coverage you have, your age, the date you become an eligible individual, and the date you cease to be an eligible individual. For 2016, if you have self-only HDHP coverage, you can contribute up to $3,350. If you have family HDHP coverage, you can contribute up to $6,750.
For 2017, if you have self-only HDHP coverage, you can contribute up to $3,400. If you have family HDHP coverage, you can contribute up to $6,750.
If you were, or were considered (under the last-month rule, discussed later), an eligible individual for the entire year and didn’t change your type of coverage, you can contribute the full amount based on your type of coverage. However, if you weren’t an eligible individual for the entire year or changed your coverage during the year, your contribution limit is the greater of:
The limitation shown on the Line 3 Limitation Chart and Worksheet in the Instructions for Form 8889, Health Savings Accounts (HSAs), or.
The maximum annual HSA contribution based on your HDHP coverage (self-only or family) on the first day of the last month of your tax year.
If you had family HDHP coverage on the first day of the last month of your tax year, your contribution limit for 2016 is $6,750 even if you changed coverage during the year.
Under the last-month rule, if you are an eligible individual on the first day of the last month of your tax year (December 1 for most taxpayers), you are considered an eligible individual for the entire year. You are treated as having the same HDHP coverage for the entire year as you had on the first day of the last month.
If contributions were made to your HSA based on you being an eligible individual for the entire year under the last-month rule, you must remain an eligible individual during the testing period. For the last-month rule, the testing period begins with the last month of your tax year and ends on the last day of the 12th month following that month (for example, December 1, 2016, through December 31, 2017).
If you fail to remain an eligible individual during the testing period, for reasons other than death or becoming disabled, you will have to include in income the total contributions made to your HSA that wouldn’t have been made except for the last-month rule. You include this amount in your income in the year in which you fail to be an eligible individual. This amount is also subject to a 10% additional tax. The income and additional tax are calculated on Form 8889, Part III.
Chris, age 53, becomes an eligible individual on December 1, 2016. He has family HDHP coverage on that date. Under the last-month rule, he contributes $6,750 to his HSA.
Chris fails to be an eligible individual in June 2017. Because Chris didn’t remain an eligible individual during the testing period (December 1, 2016 through December 31, 2017), he must include in his 2017 income the contributions made in 2016 that would not have been made except for the last-month rule. Chris uses the worksheet in the Form 8889 instructions to determine this amount.
Chris would include $6,187.50 ($6,750.00 – $562.50) in his gross income on his 2017 tax return. Also, a 10% additional tax applies to this amount.
Erika, age 39, has self-only HDHP coverage on January 1, 2016. Erika changes to family HDHP coverage on November 1, 2016. Because Erika has family HDHP coverage on December 1, 2016, she contributes $6,750 for 2016.
Erika fails to be an eligible individual in March 2017. Because she didn’t remain an eligible individual during the testing period (December 1, 2016, through December 31, 2017), she must include in income the contribution made that wouldn’t have been made except for the last-month rule. Erika uses the worksheet in the Form 8889 instructions to determine this amount.
Erika would include $2,833.33 ($6,750.00 – $3,916.67) in her gross income on her 2017 tax return. Also, a 10% additional tax applies to this amount.
If you are an eligible individual who is age 55 or older at the end of your tax year, your contribution limit is increased by $1,000. For example, if you have self-only coverage, you can contribute up to $4,350 (the contribution limit for self-only coverage ($3,350) plus the additional contribution of $1,000). However, see Enrolled in Medicare , later.
If you have more than one HSA in 2016, your total contributions to all the HSAs cannot be more than the limits discussed earlier.
Reduction of contribution limit.
You must reduce the amount that can be contributed (including any additional contribution) to your HSA by the amount of any contribution made to your Archer MSA (including employer contributions) for the year. A special rule applies to married people, discussed next, if each spouse has family coverage under an HDHP.
If either spouse has family HDHP coverage, both spouses are treated as having family HDHP coverage. If each spouse has family coverage under a separate plan, the contribution limit for 2016 is $6,750. You must reduce the limit on contributions, before taking into account any additional contributions, by the amount contributed to both spouses' Archer MSAs. After that reduction, the contribution limit is split equally between the spouses unless you agree on a different division.
The rules for married people apply only if both spouses are eligible individuals.
If both spouses are 55 or older and not enrolled in Medicare, each spouse's contribution limit is increased by the additional contribution. If both spouses meet the age requirement, the total contributions under family coverage cannot be more than $8,750. Each spouse must make the additional contribution to his or her own HSA.
For 2016, Mr. Auburn and his wife are both eligible individuals. They each have family coverage under separate HDHPs. Mr. Auburn is 58 years old and Mrs. Auburn is 53. Mr. and Mrs. Auburn can split the family contribution limit ($6,750) equally or they can agree on a different division. If they split it equally, Mr. Auburn can contribute $4,375 to an HSA (one-half the maximum contribution for family coverage ($3,375) + $1,000 additional contribution) and Mrs. Auburn can contribute $3,375 to an HSA.
You must reduce the amount you, or any other person, can contribute to your HSA by the amount of any contributions made by your employer that are excludable from your income. This includes amounts contributed to your account by your employer through a cafeteria plan.
Beginning with the first month you are enrolled in Medicare, your contribution limit is zero.
You turned age 65 in July 2016 and enrolled in Medicare. You had an HDHP with self-only coverage and are eligible for an additional contribution of $1,000. Your contribution limit is $2,175 ($4,350 × 6 ÷ 12).
A qualified HSA funding distribution may be made from your traditional IRA or Roth IRA to your HSA. This distribution can’t be made from an ongoing SEP IRA or SIMPLE IRA. For this purpose, a SEP IRA or SIMPLE IRA is ongoing if an employer contribution is made for the plan year ending with or within the tax year in which the distribution would be made.
The maximum qualified HSA funding distribution depends on the HDHP coverage (self-only or family) you have on the first day of the month in which the contribution is made and your age as of the end of the tax year. The distribution must be made directly by the trustee of the IRA to the trustee of the HSA. The distribution isn’t included in your income, isn’t deductible, and reduces the amount that can be contributed to your HSA. The qualified HSA funding distribution is shown on Form 8889 for the year in which the distribution is made.
You can make only one qualified HSA funding distribution during your lifetime. However, if you make a distribution during a month when you have self-only HDHP coverage, you can make another qualified HSA funding distribution in a later month in that tax year if you change to family HDHP coverage. The total qualified HSA funding distribution can’t be more than the contribution limit for family HDHP coverage plus any additional contribution to which you are entitled.
In 2016, you are an eligible individual, age 57, with self-only HDHP coverage. You can make a qualified HSA funding distribution of $4,350 ($3,350 plus $1,000 additional contribution).
Funding distribution – testing period.
You must remain an eligible individual during the testing period. For a qualified HSA funding distribution, the testing period begins with the month in which the qualified HSA funding distribution is contributed and ends on the last day of the 12th month following that month. For example, if a qualified HSA funding distribution is contributed to your HSA on August 10, 2016, your testing period begins in August 2016, and ends on August 31, 2017.
If you fail to remain an eligible individual during the testing period, for reasons other than death or becoming disabled, you will have to include in income the qualified HSA funding distribution. You include this amount in income in the year in which you fail to be an eligible individual. This amount is also subject to a 10% additional tax. The income and the additional tax are calculated on Form 8889, Part III.
Each qualified HSA funding distribution allowed has its own testing period. For example, you are an eligible individual, age 45, with self-only HDHP coverage. On June 18, 2016, you make a qualified HSA funding distribution of $3,350. On July 27, 2016, you enroll in family HDHP coverage and on August 17, 2016, you make a qualified HSA funding distribution of $3,200. Your testing period for the first distribution begins in June 2016 and ends on June 30, 2017. Your testing period for the second distribution begins in August 2016 and ends on August 31, 2017.
The testing period rule that applies under the last-month rule (discussed earlier) doesn’t apply to amounts contributed to an HSA through a qualified HSA funding distribution. If you remain an eligible individual during the entire funding distribution testing period, then no amount of that distribution is included in income and won’t be subject to the additional tax for failing to meet the last-month rule testing period.
A rollover contribution isn’t included in your income, isn’t deductible, and doesn’t reduce your contribution limit.
Archer MSAs and other HSAs.
You can roll over amounts from Archer MSAs and other HSAs into an HSA. You don’t have to be an eligible individual to make a rollover contribution from your existing HSA to a new HSA. Rollover contributions don’t need to be in cash. Rollovers aren’t subject to the annual contribution limits.
You must roll over the amount within 60 days after the date of receipt. You can make only one rollover contribution to an HSA during a 1-year period.
If you instruct the trustee of your HSA to transfer funds directly to the trustee of another of your HSAs, the transfer isn’t considered a rollover. There is no limit on the number of these transfers. Don’t include the amount transferred in income, deduct it as a contribution, nor include it as a distribution on Form 8889.
When To Contribute.
You can make contributions to your HSA for 2016 until April 18, 2017. If you fail to be an eligible individual during 2016, you can still make contributions, up until April 18, 2017, for the months you were an eligible individual.
Your employer can make contributions to your HSA between January 1, 2017, and April 18, 2017, that are allocated to 2016. Your employer must notify you and the trustee of your HSA that the contribution is for 2016. The contribution will be reported on your 2017 Form W-2.
Reporting Contributions on Your Return.
Contributions made by your employer aren’t included in your income. Contributions to an employee's account by an employer using the amount of an employee's salary reduction through a cafeteria plan are treated as employer contributions. Generally, you can claim contributions you made and contributions made by any other person, other than your employer, on your behalf, as an adjustment to income.
Contributions by a partnership to a bona fide partner's HSA aren’t contributions by an employer. The contributions are treated as a distribution of money and aren’t included in the partner's gross income. Contributions by a partnership to a partner's HSA for services rendered are treated as guaranteed payments that are deductible by the partnership and includible in the partner's gross income. In both situations, the partner can deduct the contribution made to the partner's HSA.
Contributions by an S corporation to a 2% shareholder-employee's HSA for services rendered are treated as guaranteed payments and are deductible by the S corporation and includible in the shareholder-employee's gross income. The shareholder-employee can deduct the contribution made to the shareholder-employee's HSA.
Report all contributions to your HSA on Form 8889 and file it with your Form 1040 or Form 1040NR. You should include all contributions made for 2016, including those made by April 18, 2017, that are designated for 2016. Contributions made by your employer and qualified HSA funding distributions are also shown on the form.
You should receive Form 5498-SA, HSA, Archer MSA, or Medicare Advantage MSA Information, from the trustee showing the amount contributed to your HSA during the year. Your employer's contributions also will be shown in box 12 of Form W-2, Wage and Tax Statement, with code W. Follow the instructions for Form 8889. Report your HSA deduction on Form 1040 or Form 1040NR.
You will have excess contributions if the contributions to your HSA for the year are greater than the limits discussed earlier. Excess contributions aren’t deductible. Excess contributions made by your employer are included in your gross income. If the excess contribution isn’t included in box 1 of Form W-2, you must report the excess as "Other income" on your tax return.
Generally, you must pay a 6% excise tax on excess contributions. See Form 5329, Additional Taxes on Qualified Plans (Including IRAs) and Other Tax-Favored Accounts, to figure the excise tax. The excise tax applies to each tax year the excess contribution remains in the account.
You may withdraw some or all of the excess contributions and avoid paying the excise tax on the amount withdrawn if you meet the following conditions.
You withdraw the excess contributions by the due date, including extensions, of your tax return for the year the contributions were made.
You withdraw any income earned on the withdrawn contributions and include the earnings in "Other income" on your tax return for the year you withdraw the contributions and earnings.
If you fail to remain an eligible individual during any of the testing periods, discussed earlier, the amount you have to include in income isn’t an excess contribution. If you withdraw any of those amounts, the amount is treated the same as any other distribution from an HSA, discussed later.
Deducting an excess contribution in a later year.
You may be able to deduct excess contributions for previous years that are still in your HSA. The excess contribution you can deduct for the current year is the lesser of the following two amounts.
Your maximum HSA contribution limit for the year minus any amounts contributed to your HSA for the year.
The total excess contributions in your HSA at the beginning of the year.
Amounts contributed for the year include contributions by you, your employer, and any other person. They also include any qualified HSA funding distribution made to your HSA. Any excess contribution remaining at the end of a tax year is subject to the excise tax. See Form 5329.
Distributions From an HSA.
You generally will pay medical expenses during the year without being reimbursed by your HDHP until you reach the annual deductible for the plan. When you pay medical expenses during the year that aren’t reimbursed by your HDHP, you can ask the trustee of your HSA to send you a distribution from your HSA.
You can receive tax-free distributions from your HSA to pay or be reimbursed for qualified medical expenses you incur after you establish the HSA. If you receive distributions for other reasons, the amount you withdraw will be subject to income tax and may be subject to an additional 20% tax. You don’t have to make distributions from your HSA each year.
If you are no longer an eligible individual, you can still receive tax-free distributions to pay or reimburse your qualified medical expenses.
Generally, a distribution is money you get from your HSA. Your total distributions include amounts paid with a debit card that restricts payments to health care and amounts withdrawn from the HSA by other individuals that you have designated. The trustee will report any distribution to you and the IRS on Form 1099-SA, Distributions From an HSA, Archer MSA, or Medicare Advantage MSA.
Qualified medical expenses.
Qualified medical expenses are those expenses that generally would qualify for the medical and dental expenses deduction. These are explained in Pub. 502, Medical and Dental Expenses.
Also, non-prescription medicines (other than insulin) aren’t considered qualified medical expenses for HSA purposes. A medicine or drug will be a qualified medical expense for HSA purposes only if the medicine or drug:
Requires a prescription,
Is available without a prescription (an over-the-counter medicine or drug) and you get a prescription for it, or.
For HSA purposes, expenses incurred before you establish your HSA aren’t qualified medical expenses. State law determines when an HSA is established. An HSA that is funded by amounts rolled over from an Archer MSA or another HSA is established on the date the prior account was established.
If, under the last-month rule, you are considered to be an eligible individual for the entire year for determining the contribution amount, only those expenses incurred after you actually establish your HSA are qualified medical expenses.
Qualified medical expenses are those incurred by the following persons.
You and your spouse.
All dependents you claim on your tax return.
Any person you could have claimed as a dependent on your return except that:
The person filed a joint return,
The person had gross income of $4,050 or more, or.
You, or your spouse if filing jointly, could be claimed as a dependent on someone else's 2016 return.
For this purpose, a child of parents that are divorced, separated, or living apart for the last 6 months of the calendar year is treated as the dependent of both parents whether or not the custodial parent releases the claim to the child's exemption.
You can’t deduct qualified medical expenses as an itemized deduction on Schedule A (Form 1040) that are equal to the tax-free distribution from your HSA.
You can’t treat insurance premiums as qualified medical expenses unless the premiums are for:
Long-term care insurance.
Health care continuation coverage (such as coverage under COBRA).
Health care coverage while receiving unemployment compensation under federal or state law.
Medicare and other health care coverage if you were 65 or older (other than premiums for a Medicare supplemental policy, such as Medigap).
The premiums for long-term care insurance (item (1)) that you can treat as qualified medical expenses are subject to limits based on age and are adjusted annually. See Limit on long-term care premiums you can deduct in the instructions for Schedule A (Form 1040).
Items (2) and (3) can be for your spouse or a dependent meeting the requirement for that type of coverage. For item (4), if you, the account beneficiary, are not 65 or older, Medicare premiums for coverage of your spouse or a dependent (who is 65 or older) generally aren’t qualified medical expenses.
You can’t claim this credit for premiums that you pay with a tax-free distribution from your HSA. See Pub. 502 for more information on this credit.
Deemed distributions from HSAs.
The following situations result in deemed taxable distributions from your HSA.
You engaged in any transaction prohibited by section 4975 with respect to any of your HSAs, at any time in 2016. Your account ceases to be an HSA as of January 1, 2016, and you must include the fair market value of all assets in the account as of January 1, 2016, on Form 8889.
You used any portion of any of your HSAs as security for a loan at any time in 2016. You must include the fair market value of the assets used as security for the loan as income on Form 1040 or Form 1040NR.
Examples of prohibited transactions include the direct or indirect:
Sale, exchange, or leasing of property between you and the HSA,
Lending of money between you and the HSA,
Furnishing goods, services, or facilities between you and the HSA, and.
Transfer to or use by you, or for your benefit, of any assets of the HSA.
Any deemed distribution won’t be treated as used to pay qualified medical expenses. These distributions are included in your income and are subject to the additional 20% tax, discussed later.
Manutenção de registros. You must keep records sufficient to show that:
The distributions were exclusively to pay or reimburse qualified medical expenses,
The qualified medical expenses hadn’t been previously paid or reimbursed from another source, and.
The medical expenses hadn’t been taken as an itemized deduction in any year.
Don’t send these records with your tax return. Keep them with your tax records.
Reporting Distributions on Your Return.
How you report your distributions depends on whether or not you use the distribution for qualified medical expenses (defined earlier).
If you use a distribution from your HSA for qualified medical expenses, you don’t pay tax on the distribution but you have to report the distribution on Form 8889. However, the distribution of an excess contribution taken out after the due date, including extensions, of your return is subject to tax even if used for qualified medical expenses. Follow the instructions for the form and file it with your Form 1040 or Form 1040NR.
If you don’t use a distribution from your HSA for qualified medical expenses, you must pay tax on the distribution. Report the amount on Form 8889 and file it with your Form 1040 or Form 1040NR. You may have to pay an additional 20% tax on your taxable distribution.
HSA administration and maintenance fees withdrawn by the trustee aren’t reported as distributions from the HSA.
There is an additional 20% tax on the part of your distributions not used for qualified medical expenses. Figure the tax on Form 8889 and file it with your Form 1040 or Form 1040NR.
There is no additional tax on distributions made after the date you are disabled, reach age 65, or die.
Balance in an HSA.
An HSA is generally exempt from tax. You are permitted to take a distribution from your HSA at any time; however, only those amounts used exclusively to pay for qualified medical expenses are tax free. Amounts that remain at the end of the year are generally carried over to the next year (see Excess contributions , earlier). Earnings on amounts in an HSA aren’t included in your income while held in the HSA.
Death of HSA Holder.
You should choose a beneficiary when you set up your HSA. What happens to that HSA when you die depends on whom you designate as the beneficiary.
Spouse is the designated beneficiary.
If your spouse is the designated beneficiary of your HSA, it will be treated as your spouse's HSA after your death.
Spouse isn’t the designated beneficiary.
If your spouse isn’t the designated beneficiary of your HSA:
The account stops being an HSA, and.
The fair market value of the HSA becomes taxable to the beneficiary in the year in which you die.
If your estate is the beneficiary, the value is included on your final income tax return.
The amount taxable to a beneficiary other than the estate is reduced by any qualified medical expenses for the decedent that are paid by the beneficiary within 1 year after the date of death.
Filing Form 8889.
You must file Form 8889 with your Form 1040 or Form 1040NR if you (or your spouse, if married filing a joint return) had any activity in your HSA during the year. You must file the form even if only your employer or your spouse's employer made contributions to the HSA.
If, during the tax year, you are the beneficiary of two or more HSAs or you are a beneficiary of an HSA and you have your own HSA, you must complete a separate Form 8889 for each HSA. Enter "statement" at the top of each Form 8889 and complete the form as instructed. Next, complete a controlling Form 8889 combining the amounts shown on each of the statement Forms 8889. Attach the statements to your tax return after the controlling Form 8889.
Employer Participation.
This section contains the rules that employers must follow if they decide to make HSAs available to their employees. Unlike the previous discussions, "you" refers to the employer and not to the employee.
If you want your employees to be able to have HSAs, they must have an HDHP. You can provide no additional coverage other than those exceptions listed previously under Other health coverage .
You can make contributions to your employees' HSAs. You deduct the contributions on your business income tax return for the year in which you make the contributions. If the contribution is allocated to the prior year, you still deduct it in the year in which you made the contribution.
For more information on employer contributions, see Notice 2008-59, 2008-29 I. R.B. 123, questions 23 through 27, available at irs. gov/irb/2008-29_IRB/ar11.html.
If you decide to make contributions, you must make comparable contributions to all comparable participating employees' HSAs. Your contributions are comparable if they are either:
The same amount, or.
The same percentage of the annual deductible limit under the HDHP covering the employees.
The comparability rules don’t apply to contributions made through a cafeteria plan.
Comparable participating employees:
Are covered by your HDHP and are eligible to establish an HSA,
Have the same category of coverage (either self-only or family coverage), and.
Have the same category of employment (part-time, full-time, or former employees).
To meet the comparability requirements for eligible employees who have neither established an HSA by December 31 nor notified you that they have an HSA, you must meet a notice requirement and a contribution requirement.
You will meet the notice requirement if by January 15 of the following calendar year you provide a written notice to all such employees. The notice must state that each eligible employee who, by the last day of February, establishes an HSA and notifies you that he or she has established an HSA will receive a comparable contribution to the HSA for the prior year. For a sample of the notice, see Regulations section 54.4980G-4 A-14(c). You will meet the contribution requirement for these employees if by April 18, 2017, you contribute comparable amounts plus reasonable interest to the employees’ HSA for the prior year.
For purposes of making contributions to HSAs of non-highly compensated employees, highly compensated employees shall not be treated as comparable participating employees.
If you made contributions to your employees' HSAs that weren’t comparable, you must pay an excise tax of 35% of the amount you contributed.
Amounts you contribute to your employees' HSAs generally aren’t subject to employment taxes. You must report the contributions in box 12 of the Form W-2 you file for each employee. This includes the amounts the employee elected to contribute through a cafeteria plan. Enter code "W" in box 12.
Medical Savings Accounts (MSAs)
Archer MSAs were created to help self-employed individuals and employees of certain small employers meet the medical care costs of the account holder, the account holder's spouse, or the account holder's dependent(s).
After 2007, you can’t be treated as an eligible individual for Archer MSA purposes unless:
You were an active participant for any tax year ending before 2008, or.
You became an active participant for a tax year ending after 2007, by reason of coverage under a high deductible health plan (HDHP) of an Archer MSA participating employer.
A Medicare Advantage MSA is an Archer MSA designated by Medicare to be used solely to pay the qualified medical expenses of the account holder who is eligible for Medicare.
Archer MSAs.
An Archer MSA is a tax-exempt trust or custodial account that you set up with a U. S. financial institution (such as a bank or an insurance company) in which you can save money exclusively for future medical expenses.
What are the benefits of an Archer MSA?
You may enjoy several benefits from having an Archer MSA.
You can claim a tax deduction for contributions you make even if you don’t itemize your deductions on Schedule A (Form 1040) or Schedule A (Form 1040NR).
The interest or other earnings on the assets in your Archer MSA are tax free.
Distributions may be tax free if you pay qualified medical expenses. See Qualified medical expenses , later.
The contributions remain in your Archer MSA from year to year until you use them.
An Archer MSA is "portable" so it stays with you if you change employers or leave the work force.
Qualifying for an Archer MSA.
To qualify for an Archer MSA, you must be either of the following.
An employee (or the spouse of an employee) of a small employer (defined later) that maintains a self-only or family HDHP for you (or your spouse).
A self-employed person (or the spouse of a self-employed person) who maintains a self-only or family HDHP.
You can have no other health or Medicare coverage except what is permitted under Other health coverage , later. You must be an eligible individual on the first day of a given month to get an Archer MSA deduction for that month.
If another taxpayer is entitled to claim an exemption for you, you can’t claim a deduction for an Archer MSA contribution. This is true even if the other person doesn’t actually claim your exemption.
A small employer is generally an employer who had an average of 50 or fewer employees during either of the last 2 calendar years. The definition of small employer is modified for new employers and growing employers.
A small employer may begin HDHPs and Archer MSAs for his or her employees and then grow beyond 50 employees. The employer will continue to meet the requirement for small employers if he or she:
Had 50 or fewer employees when the Archer MSAs began,
Made a contribution that was excludable or deductible as an Archer MSA for the last year he or she had 50 or fewer employees, and.
Had an average of 200 or fewer employees each year after 1996.
If you change employers, your Archer MSA moves with you. However, you may not make additional contributions unless you are otherwise eligible.
High deductible health plan (HDHP).
To be eligible for an Archer MSA, you must be covered under an HDHP. An HDHP has:
A higher annual deductible than typical health plans, and.
A maximum limit on the annual out-of-pocket medical expenses that you must pay for covered expenses.
The following table shows the limits for annual deductibles and the maximum out-of-pocket expenses for HDHPs for 2016.
Family plans that don’t meet the high deductible rules.
There are some family plans that have deductibles for both the family as a whole and for individual family members. Under these plans, if you meet the individual deductible for one family member, you don’t have to meet the higher annual deductible amount for the family. If either the deductible for the family as a whole or the deductible for an individual family member is less than the minimum annual deductible for family coverage, the plan doesn’t qualify as an HDHP.
You have family health insurance coverage in 2016. The annual deductible for the family plan is $5,500. This plan also has an individual deductible of $2,000 for each family member. The plan doesn’t qualify as an HDHP because the deductible for an individual family member is less than the minimum annual deductible ($4,450) for family coverage.
You (and your spouse, if you have family coverage) generally can’t have any other health coverage that isn’t an HDHP. However, you can still be an eligible individual even if your spouse has non-HDHP coverage provided you aren’t covered by that plan. However, you can have additional insurance that provides benefits only for the following items.
Liabilities incurred under workers' compensation laws, torts, or ownership or use of property.
A specific disease or illness.
A fixed amount per day (or other period) of hospitalization.
You can also have coverage (whether provided through insurance or otherwise) for the following items.
Contributions to an MSA.
Contributions to an Archer MSA must be made in cash. You can’t contribute stock or other property to an Archer MSA.
Who can contribute to my Archer MSA?
If you are an employee, your employer may make contributions to your Archer MSA. (You don’t pay tax on these contributions.) If your employer doesn’t make contributions to your Archer MSA, or you are self-employed, you can make your own contributions to your Archer MSA. You and your employer can’t make contributions to your Archer MSA in the same year. You don’t have to make contributions to your Archer MSA every year.
If your spouse is covered by your HDHP and an excludable amount is contributed by your spouse's employer to an Archer MSA belonging to your spouse, you can’t make contributions to your own Archer MSA that year.
There are two limits on the amount you or your employer can contribute to your Archer MSA:
The annual deductible limit.
An income limit.
You (or your employer) can contribute up to 75% of the annual deductible of your HDHP (65% if you have a self-only plan) to your Archer MSA. You must have the HDHP all year to contribute the full amount. If you don’t qualify to contribute the full amount for the year, determine your annual deductible limit by using the Line 3 Limitation Chart and Worksheet in the Instructions for Form 8853, Archer MSAs and Long-Term Care Insurance Contracts.
You have an HDHP for your family all year in 2016. The annual deductible is $5,000. You can contribute up to $3,750 ($5,000 × 75%) to your Archer MSA for the year.
You have an HDHP for your family for the entire months of July through December 2016 (6 months). The annual deductible is $5,000. You can contribute up to $1,875 ($5,000 × 75% ÷ 12 × 6) to your Archer MSA for the year.
If you and your spouse each have a family plan, you are treated as having family coverage with the lower annual deductible of the two health plans. The contribution limit is split equally between you unless you agree on a different division.
You can’t contribute more than you earned for the year from the employer through whom you have your HDHP.
If you are self-employed, you can’t contribute more than your net self-employment income. This is your income from self-employment minus expenses (including the deductible part of self-employment tax).
Simon Snowhill earned $25,000 from TR Company in 2016. Through TR, he had an HDHP for his family for the entire year. The annual deductible was $5,000. He can contribute up to $3,750 to his Archer MSA (75% × $5,000). He can contribute the full amount because he earned more than $3,750 at TR.
Westley Lawrence is self-employed. He had an HDHP for his family for the entire year in 2016. The annual deductible was $5,000. Based on the annual deductible, the maximum contribution to his Archer MSA would have been $3,750 (75% × $5,000). However, after deducting his business expenses, Westley's net self-employment income is $2,500 for the year. Therefore, he is limited to a contribution of $2,500.
Individuals enrolled in Medicare.
Beginning with the first month you are enrolled in Medicare, you can’t contribute to an Archer MSA. However, you may be eligible for a Medicare Advantage MSA, discussed later.
When To Contribute.
You can make contributions to your Archer MSA for 2016 until April 18, 2017.
Reporting Contributions on Your Return.
Report all contributions to your Archer MSA on Form 8853 and file it with your Form 1040 or Form 1040NR. You should include all contributions you, or your employer, made for 2016, including those made by April 18, 2017, that are designated for 2016.
You should receive Form 5498-SA, HSA, Archer MSA, or Medicare Advantage MSA Information, from the trustee showing the amount you (or your employer) contributed during the year. Your employer's contributions should be shown in box 12 of Form W-2, Wage and Tax Statement, with code R. Follow the instructions for Form 8853 and complete the Line 3 Limitation Chart and Worksheet in the instructions. Report your Archer MSA deduction on Form 1040 or Form 1040NR.
You will have excess contributions if the contributions to your Archer MSA for the year are greater than the limits discussed earlier. Excess contributions aren’t deductible. Excess contributions made by your employer are included in your gross income. If the excess contribution isn’t included in box 1 of Form W-2, you must report the excess as "Other income" on your tax return.
Generally, you must pay a 6% excise tax on excess contributions. See Form 5329, Additional Taxes on Qualified Plans (Including IRAs) and Other Tax-Favored Accounts, to figure the excise tax. The excise tax applies to each tax year the excess contribution remains in the account.
You may withdraw some or all of the excess contributions and avoid paying the excise tax on the amount withdrawn if you meet the following conditions.
You withdraw the excess contributions by the due date, including extensions, of your tax return.
You withdraw any income earned on the withdrawn contributions and include the earnings in "Other income" on your tax return for the year you withdraw the contributions and earnings.
Deducting an excess contribution in a later year.
You may be able to deduct excess contributions for previous years that are still in your Archer MSA. The excess contribution you can deduct in the current year is the lesser of the following two amounts.
Your maximum Archer MSA contribution limit for the year minus any amounts contributed to your Archer MSA for the year.
The total excess contributions in your Archer MSA at the beginning of the year.
Any excess contributions remaining at the end of a tax year are subject to the excise tax. See Form 5329.
Distributions From an MSA.
You generally will pay medical expenses during the year without being reimbursed by your HDHP until you reach the annual deductible for the plan. When you pay medical expenses during the year that aren’t reimbursed by your HDHP, you can ask the trustee of your Archer MSA to send you a distribution from your Archer MSA.
You can receive tax-free distributions from your Archer MSA to pay for qualified medical expenses (discussed later). If you receive distributions for other reasons, the amount will be subject to income tax and may be subject to an additional 20% tax as well. You don’t have to make withdrawals from your Archer MSA each year.
If you no longer qualify to make contributions, you can still receive tax-free distributions to pay or reimburse your qualified medical expenses.
A distribution is money you get from your Archer MSA. The trustee will report any distribution to you and the IRS on Form 1099-SA, Distributions From an HSA, Archer MSA, or Medicare Advantage MSA.
Qualified medical expenses.
Qualified medical expenses are those expenses that generally would qualify for the medical and dental expenses deduction. These are explained in Pub. 502.
Also, non-prescription medicines (other than insulin) aren’t considered qualified medical expenses for MSA purposes. A medicine or drug will be a qualified medical expense for MSA purposes only if the medicine or drug:
Requires a prescription,
Is available without a prescription (an over-the-counter medicine or drug) and you get a prescription for it, or.
Qualified medical expenses are those incurred by the following persons.
You and your spouse.
All dependents you claim on your tax return.
Any person you could have claimed as a dependent on your return except that:
The person filed a joint return,
The person had gross income of $4,050 or more, or.
You, or your spouse if filing jointly, could be claimed as a dependent on someone else's 2016 return.
For this purpose, a child of parents that are divorced, separated, or living apart for the last 6 months of the calendar year is treated as the dependent of both parents whether or not the custodial parent releases the claim to the child's exemption.
You can’t deduct qualified medical expenses as an itemized deduction on Schedule A (Form 1040) that are equal to the tax-free distribution from your Archer MSA.
Special rules for insurance premiums.
Generally, you can’t treat insurance premiums as qualified medical expenses for Archer MSAs. You can, however, treat premiums for long-term care coverage, health care coverage while you receive unemployment benefits, or health care continuation coverage required under any federal law as qualified medical expenses for Archer MSAs.
You cannot claim this credit for premiums that you pay with a tax-free distribution from your Archer MSA. See Pub. 502 for information on this credit.
Deemed distributions from Archer MSAs.
The following situations result in deemed taxable distributions from your Archer MSA.
You engaged in any transaction prohibited by section 4975 with respect to any of your Archer MSAs at any time in 2016. Your account ceases to be an Archer MSA as of January 1, 2016, and you must include the fair market value of all assets in the account as of January 1, 2016, on Form 8853.
You used any portion of any of your Archer MSAs as security for a loan at any time in 2016. You must include the fair market value of the assets used as security for the loan as income on Form 1040 or Form 1040NR.
Examples of prohibited transactions include the direct or indirect:
Sale, exchange, or leasing of property between you and the Archer MSA,
Lending of money between you and the Archer MSA,
Furnishing goods, services, or facilities between you and the Archer MSA, and.
Transfer to or use by you, or for your benefit, of any assets of the Archer MSA.
Any deemed distribution won’t be treated as used to pay qualified medical expenses. These distributions are included in your income and are subject to the additional 20% tax, discussed later.
Manutenção de registros. You must keep records sufficient to show that:
The distributions were exclusively to pay or reimburse qualified medical expenses,
The qualified medical expenses hadn’t been previously paid or reimbursed from another source, and.
The medical expenses hadn’t been taken as an itemized deduction in any year.
Don’t send these records with your tax return. Keep them with your tax records.
Reporting Distributions on Your Return.
How you report your distributions depends on whether or not you use the distribution for qualified medical expenses, defined earlier.
If you use a distribution from your Archer MSA for qualified medical expenses, you don’t pay tax on the distribution but you have to report the distribution on Form 8853. Follow the instructions for the form and file it with your Form 1040 or Form 1040NR.
If you don’t use a distribution from your Archer MSA for qualified medical expenses, you must pay tax on the distribution. Report the amount on Form 8853 and file it with your Form 1040 or Form 1040NR. You may have to pay an additional 20% tax, discussed later, on your taxable distribution.
If an amount (other than a rollover) is contributed to your Archer MSA this year (by you or your employer), you also must report and pay tax on a distribution you receive from your Archer MSA this year that is used to pay medical expenses of someone who isn’t covered by an HDHP, or is also covered by another health plan that is not an HDHP, at the time the expenses are incurred.
Generally, any distribution from an Archer MSA that you roll over into another Archer MSA or an HSA isn’t taxable if you complete the rollover within 60 days. An Archer MSA and an HSA can only receive one rollover contribution during a 1-year period. See the Form 8853 instructions for more information.
There is a 20% additional tax on the part of your distributions not used for qualified medical expenses. Figure the tax on Form 8853 and file it with your Form 1040 or Form 1040NR. Report the additional tax in the total on Form 1040 or Form 1040NR.
There is no additional tax on distributions made after the date you are disabled, reach age 65, or die.
Balance in an Archer MSA.
An Archer MSA is generally exempt from tax. You are permitted to take a distribution from your Archer MSA at any time; however, only those amounts used exclusively to pay for qualified medical expenses are tax free. Amounts that remain at the end of the year are generally carried over to the next year (see Excess contributions , earlier). Earnings on amounts in an Archer MSA aren’t included in your income while held in the Archer MSA.
Death of the Archer MSA Holder.
You should choose a beneficiary when you set up your Archer MSA. What happens to that Archer MSA when you die depends on whom you designate as the beneficiary.
Spouse is the designated beneficiary.
If your spouse is the designated beneficiary of your Archer MSA, it will be treated as your spouse's Archer MSA after your death.
Spouse isn’t the designated beneficiary.
If your spouse isn’t the designated beneficiary of your Archer MSA:
The account stops being an Archer MSA, and.
The fair market value of the Archer MSA becomes taxable to the beneficiary in the year in which you die.
If your estate is the beneficiary, the fair market value of the Archer MSA will be included on your final income tax return.
The amount taxable to a beneficiary other than the estate is reduced by any qualified medical expenses for the decedent that are paid by the beneficiary within 1 year after the date of death.
Filing Form 8853.
You must file Form 8853 with your Form 1040 or Form 1040NR if you (or your spouse, if married filing a joint return) had any activity in your Archer MSA during the year. You must file the form even if only your employer or your spouse's employer made contributions to the Archer MSA.
If, during the tax year, you are the beneficiary of two or more Archer MSAs or you are a beneficiary of an Archer MSA and you have your own Archer MSA, you must complete a separate Form 8853 for each MSA. Enter "statement" at the top of each Form 8853 and complete the form as instructed. Next, complete a controlling Form 8853 combining the amounts shown on each of the statement Forms 8853. Attach the statements to your tax return after the controlling Form 8853.
Employer Participation.
This section contains the rules that employers must follow if they decide to make Archer MSAs available to their employees. Unlike the previous discussions, "you" refers to the employer and not to the employee.
If you want your employees to be able to have Archer MSAs, you must make an HDHP available to them. You can provide no additional coverage other than those exceptions listed previously under Other health coverage .
You can make contributions to your employees' Archer MSAs. You deduct the contributions on the "Employee benefit programs" line of your business income tax return for the year in which you make the contributions. If you are filing Form 1040, Schedule C, this is Part II, line 14.
If you decide to make contributions, you must make comparable contributions to all comparable participating employees' Archer MSAs. Your contributions are comparable if they are either:
The same amount, or.
The same percentage of the annual deductible limit under the HDHP covering the employees.
Comparable participating employees:
Are covered by your HDHP and are eligible to establish an Archer MSA,
Have the same category of coverage (either self-only or family coverage), and.
Have the same category of employment (either part-time or full-time).
If you made contributions to your employees' Archer MSAs that weren’t comparable, you must pay an excise tax of 35% of the amount you contributed.
Amounts you contribute to your employees' Archer MSAs generally aren’t subject to employment taxes. You must report the contributions in box 12 of the Form W-2 you file for each employee. Enter code "R" in box 12.
Medicare Advantage MSAs.
A Medicare Advantage MSA is an Archer MSA designated by Medicare to be used solely to pay the qualified medical expenses of the account holder. To be eligible for a Medicare Advantage MSA, you must be enrolled in Medicare and have a high deductible health plan (HDHP) that meets the Medicare guidelines.
A Medicare Advantage MSA is a tax-exempt trust or custodial savings account that you set up with a financial institution (such as a bank or an insurance company) in which the Medicare program can deposit money for qualified medical expenses. The money in your account isn’t taxed if it is used for qualified medical expenses, and it may earn interest or dividends.
An HDHP is a special health insurance policy that has a high deductible. You choose the policy you want to use as part of your Medicare Advantage MSA plan. However, the policy must be approved by the Medicare program.
Medicare Advantage MSAs are administered through the federal Medicare program. You can get information by calling 1-800-Medicare (1-800-633-4227) or through the Internet at medicare. gov.
You must file Form 8853, Archer MSAs and Long-Term Care Insurance Contracts, with your tax return if you have a Medicare Advantage MSA.
Flexible Spending Arrangements (FSAs)
A health Flexible Spending Arrangement (FSA) allows employees to be reimbursed for medical expenses. FSAs are usually funded through voluntary salary reduction agreements with your employer. No employment or federal income taxes are deducted from your contribution. The employer may also contribute.
Unlike HSAs or Archer MSAs which must be reported on Form 1040 or Form 1040NR, there are no reporting requirements for FSAs on your income tax return.
For information on the interaction between a health FSA and an HSA, see Other employee health plans under Qualifying for an HSA, earlier.
What are the benefits of an FSA?
You may enjoy several benefits from having an FSA.
Contributions made by your employer can be excluded from your gross income.
No employment or federal income taxes are deducted from the contributions.
Withdrawals may be tax free if you pay qualified medical expenses. See Qualified medical expenses , later.
You can withdraw funds from the account to pay qualified medical expenses even if you haven’t yet placed the funds in the account.
Qualifying for an FSA.
Health FSAs are employer-established benefit plans. These may be offered in conjunction with other employer-provided benefits as part of a cafeteria plan. Employers have complete flexibility to offer various combinations of benefits in designing their plan.
Self-employed persons aren’t eligible for FSAs.
Certain limitations may apply if you are a highly compensated participant or a key employee.
Contributions to an FSA.
You contribute to your FSA by electing an amount to be voluntarily withheld from your pay by your employer. This is sometimes called a salary reduction agreement. The employer may also contribute to your FSA if specified in the plan.
You don’t pay federal income tax or employment taxes on the salary you contribute or the amounts your employer contributes to the FSA. However, contributions made by your employer to provide coverage for long-term care insurance must be included in income.
When To Contribute.
At the beginning of the plan year, you must designate how much you want to contribute. Then, your employer will deduct amounts periodically (generally, every payday) in accordance with your annual election. You can change or revoke your election only if there is a change in your employment or family status that is specified by the plan.
Amount of Contribution.
For 2016, salary reduction contributions to a health FSA cannot be more than $2,550 a year (or any lower amount set by the plan). This amount is indexed for inflation and may change from year to year.
Generally, contributed amounts that aren’t spent by the end of the plan year are forfeited. However, see Balance in an FSA , later, for possible exceptions. For this reason, it is important to base your contribution on an estimate of the qualifying expenses you will have during the year.
Distributions From an FSA.
Generally, distributions from a health FSA must be paid only to reimburse you for qualified medical expenses you incurred during the period of coverage. You must be able to receive the maximum amount of reimbursement (the amount you have elected to contribute for the year) at any time during the coverage period, regardless of the amount you have actually contributed. The maximum amount you can receive tax free is the total amount you elected to contribute to the health FSA for the year.
You must provide the health FSA with a written statement from an independent third party stating that the medical expense has been incurred and the amount of the expense. You must also provide a written statement that the expense hasn’t been paid or reimbursed under any other health plan coverage. The FSA can’t make advance reimbursements of future or projected expenses.
Debit cards, credit cards, and stored value cards given to you by your employer can be used to reimburse participants in a health FSA. If the use of these cards meets certain substantiation methods, you may not have to provide additional information to the health FSA. For information on these methods, see Revenue Ruling 2003-43 at irs. gov/pub/irs-drop/rr-03-43.pdf, Notice 2006-69, 2006-31 I. R.B. 107 available at irs. gov/irb/2006-31_IRB/ar10.html, and Notice 2007-2, 2007-2 I. R.B. 254 available at irs. gov/irb/2007-2_IRB/ar09.html.
Qualified medical expenses.
Qualified medical expenses are those specified in the plan that generally would qualify for the medical and dental expenses deduction. These are explained in Pub. 502.
Also, non-prescription medicines (other than insulin) aren’t considered qualified medical expenses for FSA purposes. A medicine or drug will be a qualified medical expense for FSA purposes only if the medicine or drug:
Requires a prescription,
Is available without a prescription (an over-the-counter medicine or drug) and you get a prescription for it, or.
Qualified medical expenses are those incurred by the following persons.
You and your spouse.
All dependents you claim on your tax return.
Any person you could have claimed as a dependent on your return except that:
The person filed a joint return,
The person had gross income of $4,050 or more, or.
You, or your spouse if filing jointly, could be claimed as a dependent on someone else's 2016 return.
Your child under age 27 at the end of your tax year.
You can’t receive distributions from your FSA for the following expenses.
Amounts paid for health insurance premiums.
Amounts paid for long-term care coverage or expenses.
Amounts that are covered under another health plan.
If you are covered under both a health FSA and an HRA, see Notice 2002-45, Part V, 2002-28 I. R.B. 93, available at irs. gov/pub/irs-drop/n-02-45.pdf.
You can’t deduct qualified medical expenses as an itemized deduction on Schedule A (Form 1040) that are equal to the distribution you receive from the FSA.
Qualified reservist distribution.
A special rule allows amounts in a health FSA to be distributed to reservists ordered or called to active duty. This rule applies to distributions made after June 17, 2008, if the plan has been amended to allow these distributions. Your employer must report the distribution as wages on your Form W-2 for the year in which the distribution is made. The distribution is subject to employment taxes and is included in your gross income.
A qualified reservist distribution is allowed if you were (because you were in the reserves) ordered or called to active duty for a period of more than 179 days or for an indefinite period, and the distribution is made during the period beginning on the date of the order or call and ending on the last date that reimbursements could otherwise be made for the plan year that includes the date of the order or call.
Balance in an FSA.
Flexible spending accounts are generally "use-it-or-lose-it" plans. This means that amounts in the account at the end of the plan year generally can’t be carried over to the next year. However, the plan can provide for either a grace period or a carryover.
The plan can provide for a grace period of up to 2½ months after the end of the plan year. If there is a grace period, any qualified medical expenses incurred in that period can be paid from any amounts left in the account at the end of the previous year. Your employer isn’t permitted to refund any part of the balance to you. See Qualified reservist distribution , earlier.
Plans may allow up to $500 of unused amounts remaining at the end of the plan year to be paid or reimbursed for qualified medical expenses you incur in the following plan year. The plan may specify a lower dollar amount as the maximum carryover amount. If the plan permits a carryover, any unused amounts in excess of the carryover amount are forfeited. The carryover doesn’t affect the maximum amount of salary reduction contributions that you are permitted to make.
A plan may allow either the grace period or a carryover, but it may not allow both.
Employer Participation.
For the health FSA to maintain tax-qualified status, employers must comply with certain requirements that apply to cafeteria plans. For example, there are restrictions for plans that cover highly compensated employees and key employees. The plans must also comply with rules applicable to other accident and health plans. Chapters 1 and 2 of Pub. 15-B, Employer's Tax Guide to Fringe Benefits, explain these requirements.
Health Reimbursement Arrangements (HRAs)
A Health Reimbursement Arrangement (HRA) must be funded solely by an employer. The contribution can’t be paid through a voluntary salary reduction agreement on the part of an employee. Employees are reimbursed tax free for qualified medical expenses up to a maximum dollar amount for a coverage period. An HRA may be offered with other health plans, including FSAs.
Unlike HSAs or Archer MSAs which must be reported on Form 1040 or Form 1040NR, there are no reporting requirements for HRAs on your income tax return.
For information on the interaction between an HRA and an HSA, see Other employee health plans under Qualifying for an HSA, earlier.
What are the benefits of an HRA?
You may enjoy several benefits from having an HRA.
Contributions made by your employer can be excluded from your gross income.
Reimbursements may be tax free if you pay qualified medical expenses. See Qualified medical expenses , later.
Any unused amounts in the HRA can be carried forward for reimbursements in later years.
Qualifying for an HRA.
HRAs are employer-established benefit plans. These may be offered in conjunction with other employer-provided health benefits. Employers have complete flexibility to offer various combinations of benefits in designing their plan.
Self-employed persons aren’t eligible for HRAs.
Certain limitations may apply if you are a highly compensated participant.
Contributions to an HRA.
HRAs are funded solely through employer contributions and may not be funded through employee salary deferrals under a cafeteria plan. These contributions aren’t included in the employee's income. You don’t pay federal income taxes or employment taxes on amounts your employer contributes to the HRA.
Amount of Contribution.
There is no limit on the amount of money your employer can contribute to the accounts. Additionally, the maximum reimbursement amount credited under the HRA in the future may be increased or decreased by amounts not previously used. See Balance in an HRA , later.
Distributions From an HRA.
Generally, distributions from an HRA must be paid to reimburse you for qualified medical expenses you have incurred. The expense must have been incurred on or after the date you are enrolled in the HRA.
Debit cards, credit cards, and stored value cards given to you by your employer can be used to reimburse participants in an HRA. If the use of these cards meets certain substantiation methods, you may not have to provide additional information to the HRA. For information on these methods, see Revenue Ruling 2003-43 at irs. gov/pub/irs-drop/rr-03-43.pdf, Notice 2006-69, 2006-31 I. R.B. 107 available at irs. gov/irb/2006-31_IRB/ar10.html, and Notice 2007-2, 2007-2 I. R.B. 254 available at irs. gov/irb/2007-2_IRB/ar09.html.
If any distribution is, or can be, made for other than the reimbursement of qualified medical expenses, any distribution (including reimbursement of qualified medical expenses) made in the current tax year is included in gross income. For example, if an unused reimbursement is payable to you in cash at the end of the year, or upon termination of your employment, any distribution from the HRA is included in your income. This also applies if any unused amount upon your death is payable in cash to your beneficiary or estate, or if the HRA provides an option for you to transfer any unused reimbursement at the end of the year to a retirement plan.
If the plan permits amounts to be paid as medical benefits to a designated beneficiary (other than the employee's spouse or dependents), any distribution from the HRA is included in income.
Reimbursements under an HRA can be made to the following persons.
Current and former employees.
Spouses and dependents of those employees.
Any person you could have claimed as a dependent on your return except that:
The person filed a joint return,
The person had gross income of $4,050 or more, or.
You, or your spouse if filing jointly, could be claimed as a dependent on someone else's 2016 return.
Your child under age 27 at the end of your tax year.
Spouses and dependents of deceased employees.
For this purpose, a child of parents that are divorced, separated, or living apart for the last 6 months of the calendar year is treated as the dependent of both parents whether or not the custodial parent releases the claim to the child's exemption.
Qualified medical expenses.
Qualified medical expenses are those specified in the plan that generally would qualify for the medical and dental expenses deduction. These are explained in Pub. 502.
Also, non-prescription medicines (other than insulin) aren’t considered qualified medical expenses for HRA purposes. A medicine or drug will be a qualified medical expense for HRA purposes only if the medicine or drug:
Requires a prescription,
Is available without a prescription (an over-the-counter medicine or drug) and you get a prescription for it, or.
Qualified medical expenses from your HRA include the following.
Amounts paid for health insurance premiums.
Amounts paid for long-term care coverage.
Amounts that aren’t covered under another health plan.
If you are covered under both an HRA and a health FSA, see Notice 2002-45, Part V, which is available at irs. gov/pub/irs-drop/n-02-45.pdf.
You can’t deduct qualified medical expenses as an itemized deduction on Schedule A (Form 1040) that are equal to the distribution from the HRA.
Balance in an HRA.
Amounts that remain at the end of the year generally can be carried over to the next year. Your employer isn’t permitted to refund any part of the balance to you. These amounts may never be used for anything but reimbursements for qualified medical expenses.
Employer Participation.
For an HRA to maintain tax-qualified status, employers must comply with certain requirements that apply to other accident and health plans. Chapters 1 and 2 of Pub. 15-B, Employer's Tax Guide to Fringe Benefits, explain these requirements.
How To Get Tax Help.
If you have questions about a tax issue, need help preparing your tax return, or want to download free publications, forms, or instructions, go to IRS. gov and find resources that can help you right away.
Preparing and filing your tax return.
Find free options to prepare and file your return on IRS. gov or in your local community if you qualify.
The Volunteer Income Tax Assistance (VITA) program offers free tax help to people who generally make $54,000 or less, persons with disabilities, the elderly, and limited-English-speaking taxpayers who need help preparing their own tax returns. The Tax Counseling for the Elderly (TCE) program offers free tax help for all taxpayers, particularly those who are 60 years of age and older. TCE volunteers specialize in answering questions about pensions and retirement-related issues unique to seniors.
You can go to IRS. gov and click on the Filing tab to see your options for preparing and filing your return which include the following.
Free File. Go to IRS. gov/freefile. See if you qualify to use brand-name software to prepare and e-file your federal tax return for free.
VITA. Go to IRS. gov/vita, download the free IRS2Go app, or call 1-800-906-9887 to find the nearest VITA location for free tax preparation.
TCE. Go to IRS. gov/tce, download the free IRS2Go app, or call 1-888-227-7669 to find the nearest TCE location for free tax preparation.
Getting answers to your tax law questions. On IRS. gov get answers to your tax questions anytime, anywhere.
Go to IRS. gov/help or IRS. gov/letushelp pages for a variety of tools that will help you get answers to some of the most common tax questions.
Go to IRS. gov/ita for the Interactive Tax Assistant, a tool that will ask you questions on a number of tax law topics and provide answers. You can print the entire interview and the final response for your records.
Go to IRS. gov/pub17 to get Pub. 17, Your Federal Income Tax for Individuals, which features details on tax-saving opportunities, 2016 tax changes, and thousands of interactive links to help you find answers to your questions. View it online in HTML or as a PDF or, better yet, download it to your mobile device to enjoy eBook features.
You may also be able to access tax law information in your electronic filing software.
Getting tax forms and publications.
Go to IRS. gov/forms to view, download, or print all of the forms and publications you may need. You can also download and view popular tax publications and instructions (including the 1040 instructions) on mobile devices as an eBook at no charge. Or, you can go to IRS. gov/orderforms to place an order and have forms mailed to you within 10 business days.
The fastest way to receive a tax refund is to combine direct deposit and IRS e-file . Direct deposit securely and electronically transfers your refund directly into your financial account. Eight in 10 taxpayers use direct deposit to receive their refund. IRS issues more than 90% of refunds in less than 21 days.
Delayed refund for returns claiming certain credits.
Due to changes in the law, the IRS can’t issue refunds before February 15, 2017, for returns that claim the earned income credit (EIC) or the additional child tax credit (ACTC). This applies to the entire refund, not just the portion associated with these credits.
Getting a transcript or copy of a return.
The quickest way to get a copy of your tax transcript is to go to IRS. gov/transcripts. Click on either "Get Transcript Online" or "Get Transcript by Mail" to order a copy of your transcript. If you prefer, you can:
Order your transcript by calling 1-800-908-9946.
Mail Form 4506-T or Form 4506T-EZ (both available on IRS. gov).
Using online tools to help prepare your return.
Go to IRS. gov/tools for the following.
The Online EIN Application (IRS. gov/ein) helps you get an employer identification number.
The IRS Withholding Calculator (IRS. gov/w4app) estimates the amount you should have withheld from your paycheck for federal income tax purposes.
The First Time Homebuyer Credit Account Look-up (IRS. gov/homebuyer) tool provides information on your repayments and account balance.
The Sales Tax Deduction Calculator (IRS. gov/salestax) figures the amount you can claim if you itemize deductions on Schedule A (Form 1040), choose not to claim state and local income taxes, and you didn’t save your receipts showing the sales tax you paid.
Resolving tax-related identity theft issues.
The IRS doesn’t initiate contact with taxpayers by email or telephone to request personal or financial information. This includes any type of electronic communication, such as text messages and social media channels.
Go to IRS. gov/idprotection for information and videos.
If your SSN has been lost or stolen or you suspect you are a victim of tax-related identity theft, visit IRS. gov/id to learn what steps you should take.
Checking on the status of your refund.
Due to changes in the law, the IRS can’t issue refunds before February 15, 2017, for returns that claim the EIC or the ACTC. This applies to the entire refund, not just the portion associated with these credits.
Download the official IRS2Go app to your mobile device to check your refund status.
Call the automated refund hotline at 1-800-829-1954.
The IRS uses the latest encryption technology to ensure your electronic payments are safe and secure. You can make electronic payments online, by phone, and from a mobile device using the IRS2Go app. Paying electronically is quick, easy, and faster than mailing in a check or money order. Go to IRS. gov/payments to make a payment using any of the following options.
IRS Direct Pay: Pay your individual tax bill or estimated tax payment directly from your checking or savings account at no cost to you.
Debit or credit card: Choose an approved payment processor to pay online, by phone, and by mobile device.
Electronic Funds Withdrawal: Offered only when filing your federal taxes using tax preparation software or through a tax professional.
Electronic Federal Tax Payment System: Best option for businesses. Enrollment is required.
Check or money order: Mail your payment to the address listed on the notice or instructions.
Cash: If cash is your only option, you may be able to pay your taxes at a participating retail store.
Go to IRS. gov/payments for more information about your options.
Apply for an online payment agreement (IRS. gov/opa) to meet your tax obligation in monthly installments if you can’t pay your taxes in full today. Once you complete the online process, you will receive immediate notification of whether your agreement has been approved.
Use the Offer in Compromise Pre-Qualifier (IRS. gov/oic) to see if you can settle your tax debt for less than the full amount you owe.
Checking the status of an amended return.
Go to IRS. gov and click on Where’s My Amended Return? (IRS. gov/wmar) under the "Tools" bar to track the status of Form 1040X amended returns. Please note that it can take up to 3 weeks from the date you mailed your amended return for it show up in our system and processing it can take up to 16 weeks.
Understanding an IRS notice or letter.
Go to IRS. gov/notices to find additional information about responding to an IRS notice or letter.
Contacting your local IRS office.
Keep in mind, many questions can be resolved on IRS. gov without visiting an IRS Tax Assistance Center (TAC). Go to IRS. gov/letushelp for the topics people ask about most. If you still need help, IRS TACs provide tax help when a tax issue can’t be handled online or by phone. All TACs now provide service by appointment so you’ll know in advance that you can get the service you need without waiting. Before you visit, go to IRS. gov/taclocator to find the nearest TAC, check hours, available services, and appointment options. Or, on the IRS2Go app, under the Stay Connected tab, choose the Contact Us option and click on “Local Offices.”
The IRS Video portal (IRSvideos. gov) contains video and audio presentations for individuals, small businesses, and tax professionals.
Getting tax information in other languages.
For taxpayers whose native language isn’t English, we have the following resources available. Taxpayers can find information on IRS. gov in the following languages.
The IRS TACs provide over-the-phone interpreter service in over 170 languages, and the service is available free to taxpayers.
The Taxpayer Advocate Service Is Here To Help You.
What is the Taxpayer Advocate Service?
The Taxpayer Advocate Service (TAS) is an independent organization within the IRS that helps taxpayers and protects taxpayer rights. Our job is to ensure that every taxpayer is treated fairly and that you know and understand your rights under the Taxpayer Bill of Rights.
What Can the Taxpayer Advocate Service Do For You?
We can help you resolve problems that you can’t resolve with the IRS. And our service is free. If you qualify for our assistance, you will be assigned to one advocate who will work with you throughout the process and will do everything possible to resolve your issue. TAS can help you if:
Your problem is causing financial difficulty for you, your family, or your business,
You face (or your business is facing) an immediate threat of adverse action, or.
You’ve tried repeatedly to contact the IRS but no one has responded, or the IRS hasn’t responded by the date promised.