Don't Miss Out: Utilize the Work Opportunity Tax Credit Before It Ends in 2025!

The Work Opportunity Tax Credit (WOTC) offers employers a strategic advantage of significant tax savings while fostering employment for individuals in designated target groups. The program is poised to conclude on December 31, 2025, unless Congress acts to extend it. This moment may be pivotal for businesses aiming to optimize their fiscal positions through this incentive. Let’s explore the nuances of the WOTC, from eligibility and target groups to application procedures necessary for maximizing potential benefits.

Deciphering the Work Opportunity Tax Credit: This federal credit is designed to encourage employers to hire individuals from groups with historically high unemployment rates. The ultimate objective is workforce diversification and strengthening. Only those employed before January 1, 2026, will be qualified under existing legislation, stressing the need for prompt action.

Eligible Target Groups: The WOTC highlights several target categories, including:

  1. Veterans: Especially those unemployed over four weeks or those with service-connected disabilities.

  2. Long-term Unemployed: Individuals without work for at least 27 weeks.

  3. Ex-Felons: Those facing employment challenges related to past convictions.

  4. SNAP Recipients: Individuals who have recently benefited from food assistance.

  5. TANF Recipients: Those who received cash assistance within the last two years.

  6. Designated Community Residents and Summer Youth Employees: Those aged 18-39 residing in designated zones.

  7. Vocational Rehabilitation Referrals: Individuals with disabilities under state or agency referrals.

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One key aspect is ensuring eligible individuals begin employment before the deadline, given that Congress may choose not to extend the credit.

Credit Amounts and Limitations: Employers can claim a credit proportional to the wages paid to eligible employees, with variations based on the target group and working hours:

  • General Rule: Up to 40% of the first $6,000, maximizing at $2,400 per employee.

  • Veterans: Credits can be as high as $9,600 for qualified disabled veterans.

  • Long-term Unemployed: This group may yield credits up to $5,000.

Employees must work at least 120 hours to qualify, with the full 40% credit available for those working 400 hours or more; those between 120 and 399 hours qualify for 25%.

Certification Process: Securing WOTC demands navigating a certification process via the State Workforce Agency (SWA). Employers must submit IRS Form 8850 and Department of Labor’s Form 9061 or 9062 within 28 days of hiring an eligible employee.

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Veterans' Certification Advantage: The certification is expedited for veteran employees, emphasizing quick access to the benefits linked with their employment.

When the Credit Doesn’t Apply: There are restrictions on WOTC eligibility:

  • Relatives and Dependents: Employers cannot claim credit for hiring family members.

  • Majority Owners: Owners and principal stakeholders are ineligible for credits.

  • Federal Subsidized Employment: Wages under specific federal subsidized programs do not qualify.

Tax-Exempt Organizations' Use: Non-profit entities under 501(c) can leverage the WOTC, but only for veteran hires and only against employer-paid social security taxes.

The Pressing Need to Utilize the Credit: As the WOTC approaches its potential expiration date, businesses must act swiftly to capitalize on the credits they may qualify for. Although historical legislative trends suggest extensions, current unpredictability heightens the importance of acting now.

By taking advantage of the WOTC, employers can significantly lower their tax liabilities while contributing to employment solutions for underrepresented groups. The time is now to ensure all necessary documentation and procedures are met for this soon-to-expire tax opportunity. Contact us for guidance on how this credit can benefit your business.

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