Common Mistakes to Avoid When Salary Packaging

Salary packaging can be a game-changer for many Australians, offering tax advantages and enhanced financial flexibility. Yet, it’s not without its challenges. Incorrect salary packaging arrangements can lead to unexpected liabilities, with fringe benefits tax (FBT) compliance being a frequent source of error. However, according to the Community Business Bureau, 81% of those surveyed in a 2020 report said the availability of salary packaging influenced their decision to accept their current role, while 85% said that salary packaging influenced their decision to stay with their current employer. This underscores the significant role it plays in career choices, financial well-being, and getting it right.

Understanding these pitfalls is crucial for employees and employers alike. From exceeding contribution caps to misunderstanding FBT implications, common mistakes can erode the financial benefits of salary packaging. As salary packaging experts, we often enable recruiters and organisations to offer salary packaging to contractors, so we’ve compiled a list of common mistakes and actionable solutions to optimise your salary packaging strategy.

Source: Community Business Bureau

What is salary packaging?

Salary packaging, or salary sacrifice, is an arrangement between an employee and employer in which the employee agrees to forgo a portion of their pre-tax salary in exchange for benefits of equivalent value. This strategy can effectively reduce taxable income, potentially lowering the amount of income tax payable. The most common form is salary packaging a car for work purposes.

Common benefits included in salary packaging are:

Fringe Benefits: Items like cars, property, or expense payments. These benefits may attract FBT, which the employer typically pays.
Exempt Benefits: Work-related items like portable electronic devices, protective clothing, and for contractors, tools of the trade are generally exempt from FBT.
Superannuation Contributions: Additional pre-tax salary contributions to superannuation accounts, taxed at a concessional rate of 15%, often lower than the individual’s marginal tax rate.

It’s important to note that the effectiveness of salary packaging depends on individual circumstances, including income level and the types of benefits packaged. Therefore, it’s advisable to consult with a financial advisor to determine if this strategy aligns with your financial goals.

The Most Common Mistakes to Avoid when Salary Packaging

Salary packaging can be a highly effective financial strategy, but its success depends on avoiding common pitfalls that undermine its benefits. Many employees inadvertently make mistakes that lead to unexpected costs, missed tax savings, or non-compliance with ATO regulations.

From failing to establish arrangements in advance to overlooking the impact on government benefits, these errors are often preventable with careful planning and informed decision-making. Below, we outline the eight most frequent mistakes and provide practical solutions to optimise your salary packaging strategy for maximum benefit.

Neglecting to Set Up Arrangements in Advance

One of the most critical mistakes in salary packaging is failing to establish the arrangement before earning the income to be sacrificed. The ATO strictly prohibits retroactive arrangements, meaning all salary packaging agreements must be set up in advance. To avoid this, plan ahead with your employer and ensure all necessary documentation is completed and compliant with ATO requirements. Early preparation ensures your salary packaging strategy is valid and effective.

Misunderstanding Tax Implications

Salary packaging has complex tax implications, including FBT and concessional contribution caps, which can confuse many employees. Misunderstanding these rules may negate the intended tax benefits or even result in penalties. Educate yourself on FBT guidelines specific to your chosen benefits to prevent these issues and monitor your concessional contributions. Staying within the $27,500 cap for FY 2024 is critical to avoid excess taxes and maintain compliance.

Exceeding Contribution Limits

Exceeding superannuation contribution limits is a common mistake that can erode the financial advantages of salary packaging. Additional taxes and penalties apply when the combined employer and salary sacrifice contributions surpass the concessional cap. Use employer-provided tools or financial calculators to track your yearly contributions to avoid this. This proactive approach ensures you remain within limits and optimise the tax benefits of your salary packaging arrangement.

Overlooking the Impact on Take-Home Pay

Salary packaging reduces taxable income and lowers take-home pay, creating financial strain if not properly managed. Many employees fail to account for this reduction, leading to cash flow issues. To address this, calculate the net effect of salary packaging on your disposable income using salary packaging calculators. Adjust your budget accordingly to ensure you can meet your living expenses while enjoying the benefits of reduced taxable income.

Including Non-Beneficial Items

Another frequent error is choosing inappropriate or non-beneficial items for salary packaging. Certain fringe benefits may result in higher costs due to FBT, which can offset the intended savings. To maximise the financial advantages, focus on tax-effective options like super contributions, work-related tools, and novated leases. Consulting with a financial adviser can help you identify which items will provide the most value based on your individual circumstances.

Ignoring Government Benefit Implications

Salary packaging can inadvertently affect eligibility for government benefits, such as Family Tax Benefit or Child Care Subsidy, by reducing your reportable income. This impact is often overlooked, resulting in unexpected consequences for employees reliant on these benefits. To mitigate this risk, assess how salary packaging will influence your eligibility for such benefits. Professional advice tailored to your financial situation can help you balance salary packaging advantages with potential government benefit implications.

Failing to Review Salary Packaging Regularly

Life changes, job transitions, and updates to tax laws can render previously effective salary packaging arrangements outdated or non-compliant. Unfortunately, many employees neglect to revisit their arrangements periodically, leading to missed opportunities for optimisation. Conduct an annual review of your salary packaging strategy and stay informed about tax law updates and contribution caps. Regular evaluations help ensure your arrangement remains relevant and aligned with your financial goals.

Overlooking Documentation

Salary packaging agreements must be formalised through written documentation to be valid and compliant with ATO regulations. Informal or verbal agreements do not suffice, leaving employees vulnerable to compliance issues and potential financial repercussions. To avoid this, formalise your salary packaging arrangements in writing and ensure they are signed by both you and your employer.

Retaining copies of all relevant documentation is also essential for compliance reviews and future reference. Taking these steps safeguards the integrity of your salary packaging strategy and ensures peace of mind.

The Steps to Avoid These Mistakes

To avoid these pitfalls:

Plan Ahead: Ensure all arrangements are formalised before your pay cycle begins. Early planning with your employer and proper documentation are essential for compliance.
Understand Tax Implications: Familiarise yourself with the intricacies of FBT and contribution limits. Seek professional advice if necessary to navigate these complexities.
Monitor Contributions: Regularly review superannuation contributions to avoid breaching caps and incurring penalties. Use financial tools to track your progress.
Assess the Impact on Take-Home Pay: Evaluate how salary packaging affects your cash flow. Budget adjustments can help you maintain financial stability while benefiting from reduced taxable income.
Prioritise High-Value Benefits: Focus on items that offer significant tax savings, such as additional super contributions, novated leases, or work-related expenses. Avoid unnecessary inclusions that may erode financial benefits.
Stay Informed: Conduct annual reviews of your arrangements, especially when your financial situation or tax laws change. This ensures your strategy remains effective and compliant.

Conclusion

Salary packaging offers a unique opportunity to maximise your financial potential by reducing taxable income and accessing valuable benefits. However, its effectiveness hinges on careful planning, informed decision-making, and ongoing management. Setting up arrangements in advance, misunderstanding tax implications, exceeding contribution limits, or including non-beneficial items can lead to significant financial and compliance risks.

Salary packaging is a proactive step toward financial empowerment. The right approach and guidance can simplify expense management, reduce tax burdens, and enhance your financial well-being. Make the most of these opportunities by staying informed and diligently managing your arrangements.

Salary packaging can be a powerful tool for managing your finances, but only when implemented correctly. By avoiding these common pitfalls, you can maximise the financial benefits of salary packaging while maintaining compliance with Australian tax laws.

SDP Solutions Can Simplify Salary Packaging

SDP Solutions can gift-wrap salary packaging for casual, independent or travelling professionals across Australia. Our tailored solutions ensure you avoid costly mistakes from initial setup to compliance. Connect with us today to optimise your salary packaging strategy.