7 min read
July 23, 2025

FICA Know-How for Employers

FICA Payroll Tips for Employers: How to Save on Taxes & Stay Compliant

How much do you know about FICA taxes, including how much to withhold from your employees’ paychecks and how much your business is responsible for paying?

If you’re like many employers, FICA might feel like just another line item in your payroll system. 

Most employers and their staff are required to pay FICA taxes to the IRS. While the tax rate itself is fixed, the amount you pay can vary significantly, depending on how much your employees earn and how those earnings are reported. From hourly wages and bonuses to customer tips, nearly every dollar counts and that means so does every mistake.

Failing to understand how FICA works doesn’t just put your business at risk of noncompliance; it could mean you’re overpaying on taxes you could legally recover.

What Is FICA and How Does It Work?

FICA stands for the Federal Insurance Contributions Act. It is a mandatory payroll tax that funds two major federal programs: Social Security and Medicare. These programs provide benefits for retirees, people with disabilities and individuals receiving survivor or healthcare benefits.

FICA Tax Breakdown:

Both you and your employee pay the same percentage, which means your business is responsible for matching every dollar withheld from wages. In total, FICA represents a 15.3% tax burden per employee.

This tax applies to most forms of compensation, including:

  • Regular wages and salaries
  • Tips reported by employees
  • Overtime pay
  • Bonuses and commissions
  • Certain taxable fringe benefits

Understanding how FICA works is the first step toward managing it effectively. In the next section, we’ll look at why many businesses end up overpaying on FICA taxes and what can be done to avoid it.

Why Do Businesses Often Overpay FICA Taxes?

Many businesses overpay FICA taxes without even realizing it. This usually happens not because they are careless but because payroll systems are set to operate on autopilot. Without regular review, incorrect classifications, underreported tips or ineligible wage types can slip through unnoticed.

Inaccurate Tip Reporting

In industries where tipping is common, employees may underreport tips or the system may fail to track them properly. This causes inconsistencies between reported income and actual taxable wages, which can reduce the ability for qualifying businesses to claim beneficial tax opportunities like the FICA Tip Credit.

Misclassified Compensation

Bonuses, fringe benefits and reimbursements must be categorized properly. Mislabeling these can result in paying FICA on income that may be exempt or partially exempt.

Failure to Monitor Wage Caps

The Social Security portion of FICA only applies up to a certain income limit each year. If your payroll software doesn’t stop deductions after this threshold, you could be contributing more than necessary.

Outdated Payroll Software or Settings

Even automated systems require periodic auditing. If your settings are incorrect or haven’t been updated to reflect current IRS thresholds, you may be making unnecessary contributions.

Missed Credits and Refund Opportunities

The IRS offers programs, such as the FICA Tip Credit, which allow qualifying businesses to recover overpaid taxes. Many eligible businesses never claim these credits simply because they don’t know they exist or assume their payroll provider handles it.

These errors might seem small at first, but over the course of a year, they can add up to thousands of dollars in avoidable expenses. Multiply that across a multilocation business or one with seasonal staff and the financial consequences become significant.

How To Reduce Your FICA Tax Burden 

Reducing the amount your business pays in FICA taxes doesn’t mean avoiding your legal responsibilities. It means understanding the rules well enough to take advantage of every opportunity the IRS allows. These strategies can help you minimize payroll tax liability while remaining fully compliant.

Use FICA-Exempt Fringe Benefits

Not all employee compensation is subject to FICA. You can reduce the total amount of taxable wages by offering certain noncash, FICA-exempt fringe benefits, such as:

  • Health insurance premiums are paid by the employer
  • Contributions to group-term life insurance (within IRS limits)
  • Qualified transportation benefits (e.g., commuter passes)
  • Educational assistance programs
  • Dependent care assistance

These benefits not only help lower your payroll tax costs but also make your compensation packages more attractive to employees.

Reimburse Expenses Through Accountable Plans

If you reimburse employees for business expenses like travel, mileage or meals, make sure you do so through an accountable plan. Under an accountable plan, reimbursements are not considered wages and are therefore not subject to FICA taxes.

To qualify:

  • The expense must have a business purpose
  • The employee must provide documentation or receipts
  • Any excess reimbursement must be returned promptly

This simple structural change can significantly reduce payroll tax exposure, especially for mobile or field-based employees.

Improve Tip Reporting With Digital Tools

For businesses in tipping industries, underreported or inconsistently tracked tips are a common problem. This not only increases your audit risk but also causes you to miss out on the FICA Tip Credit.

To improve tip tracking:

  • Integrate tip reporting with your point-of-sale (POS) system
  • Use mobile apps that allow employees to log tips in real-time
  • Provide monthly summaries to employees so they see how reporting impacts their income and benefits

Accurate tip data leads to more accurate FICA reporting and stronger claims for payroll tax credits.

Audit Payroll Categories Regularly

Mistakes in how compensation is categorized can quietly cost your business money. Make it a habit to review your payroll records and classifications at least quarterly.

Focus on:

  • Distinguishing between taxable wages and exempt fringe benefits
  • Properly coding bonuses, commissions and noncash rewards
  • Reviewing seasonal or temporary staff for misclassification risks

Clean records make it easier to comply, avoid audits and spot savings opportunities.

Monitor IRS Wage Caps and Thresholds

The Social Security portion of FICA only applies to wages up to a certain limit each year (for example, $176,100 in 2025). However, the Medicare portion has no cap, and high earners may trigger an additional 0.9% surtax (paid by the employee only).

Make sure your payroll system is configured to:

  • Stop Social Security withholding after the wage base limit is reached
  • Continue Medicare withholding on all additional earnings
  • Flag when an employee approaches the threshold for surtax obligations

Keeping your payroll software up to date with IRS limits prevents overpayment and ensures legal compliance.

Ready To Take Control of Your FICA Payroll Strategy?

If you've made it this far, one thing is clear: You care about running a smarter, more financially efficient business.

FICA taxes may be mandatory but overpaying them is not. Whether you're managing a single location or overseeing a multisite operation, the right payroll strategies can help you stay compliant, avoid costly mistakes and reclaim money you may have already paid.

At Anchor Accounting Services, we specialize in helping businesses like yours:

  • Identify and correct payroll tax overpayments
  • Claim available tax credits, such as the FICA Tip Credit
  • Streamline payroll processes for better reporting and compliance
  • Maximize savings without increasing audit risk

Our team handles the review, paperwork and filing with no upfront fees. If you don’t qualify or don’t save, you don’t pay.

[Start My Free Eligibility Check]

Frequently Asked Questions (FAQ)

How do you calculate FICA tax for an employer?

To calculate FICA tax for an employer, start by identifying each employee's FICA-eligible compensation (wages, tips, bonuses, etc.). The employer must match the employee’s FICA contribution:

  • 6.2% for Social Security (up to the annual wage limit, which is $176,100 in 2025)
  • 1.45% for Medicare (with no wage limit)

Multiply each component by the employee’s taxable wages and match the total. For example, if an employee earns $1,000, the employer pays $76.50 in FICA tax ($62 for Social Security + $14.50 for Medicare).

Is employer match for a SIMPLE IRA subject to FICA?

No. Employer contributions to a Savings Incentive Match Plan for Employees individual retirement account (SIMPLE IRA) are not subject to FICA taxes. These matching contributions are considered a retirement benefit and are excluded from the employee’s taxable wages for FICA purposes. However, employee salary deferrals into a SIMPLE IRA are still subject to FICA.

How much does an employer pay for FICA?

Employers are required to pay 7.65% of each employee’s gross wages in FICA taxes:

  • 6.2% for Social Security (up to the wage cap)
  • 1.45% for Medicare (no cap)

This is in addition to the 7.65% withheld from the employee's paycheck, making a combined FICA tax of 15.3% per employee.

Is FICA the same as federal income tax?

No. FICA and federal income tax are separate payroll taxes with different purposes and rules.

  • FICA funds Social Security and Medicare and is shared by the employee and employer.
  • Federal income tax is withheld from the employee’s paycheck based on income level and filing status, but employers do not match it.

Both must be withheld and reported, but they serve distinct roles in the United States tax system.