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Maximize Your Work Opportunity Tax Credit Before It Disappears!

The Work Opportunity Tax Credit (WOTC) presents a valuable opportunity for employers to save significantly on taxes while supporting workforce diversity by hiring from specified target groups. However, with the potential sunset of this credit after December 31, 2025, unless Congress extends it, businesses must act quickly to benefit. This article explores the WOTC's eligibility criteria, targeted groups, necessary working hours, and the certification process critical to securing this tax advantage.

What is the Work Opportunity Tax Credit? The WOTC is a federal credit that incentivizes employers to hire individuals from groups facing employment barriers. To benefit, employment must commence by January 1, 2026, per the existing legislation. Image 3

Eligible Target Groups: Employers can claim the WOTC for hiring from various groups, such as:

  1. Veterans: Particularly those unemployed for at least four weeks or disabled veterans from service-related issues.

  2. Long-term Unemployed: Individuals without work for 27 weeks or more.

  3. Ex-Felons: Candidates struggling with employment due to past convictions.

  4. SNAP Recipients: Individuals who have received food assistance in the past six months.

  5. TANF Recipients: Those who have been on assistance within two years.

  6. Designated Community Residents and Summer Youth Employees: Residents aged 18 to 39 living in Empowerment Zones.

  7. Vocational Rehabilitation Referrals: Individuals with disabilities referred through rehabilitation programs.

Ensuring these individuals are employed before the deadline is vital, given that Congress may not extend the credit as it historically has.

The Credits and Limitations:

  • General Rule: Up to 40% of the first $6,000 of wages, allowing a maximum credit of $2,400 per employee.

  • Veterans: Credits can be up to $9,600 for disabled veterans meeting certain criteria.

  • Long-term Unemployed: Credits can reach $5,000.

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A minimum of 120 working hours is needed to qualify an employee, while 400 hours allow for claiming the full 40% of the first-year wages. For 120 to 399 hours, the credit reduces to 25%.

Certification Process: Successful WOTC claims require following the State Workforce Agency’s certification process. Timely submission of IRS Form 8850 and the Department of Labor’s ETA Form 9061 or 9062, within 28 days of a new hire’s start date, is essential.

Veterans Get Fast-tracked Certification: To encourage veteran employment, their certification is often quicker, easing employers’ access to this credit.

Non-Qualifying Scenarios: The WOTC doesn’t extend to:

  • Family and Dependents: Credits don’t apply when hiring a spouse, children, or any dependent.

  • Majority Owners: Credits aren’t given for hiring oneself or major stakeholders.

  • Subsidized Employment Programs: Wages under federal subsidized employment can’t be claimed.

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Insights for Tax-Exempt Employers: Organizations under 501(c) status may benefit differently from the WOTC, typically only for veteran hires, and can apply credits against employer Social Security taxes.

Act Now: As the December 31, 2025, sunset approaches, employers are urged to optimize the WOTC if they haven’t already. History demonstrates extensions, but no current assurances exist. Leverage this tax advantage for fiscal savings and positive societal impact. Ensure certifications and documentation are aligned promptly to maximize this soon-to-expire credit.

Reach out to our office for more insights on WOTC application strategies applicable to your business.

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