S-Corp Owners: Skipping a Salary Could Cost You More Than You Think

If you’re an owner of an S-Corporation and actively working in your business, there’s a key tax rule you can't afford to ignore: you’re considered both a shareholder and an employee. And that means you need to be paying yourself a reasonable salary.

Why It Matters

Too often, S-Corp owners try to minimize employment taxes by taking only distributions, reimbursed expenses, or loans—and skipping a formal paycheck. This strategy may seem like a tax-saving shortcut, but if the IRS audits your business, it can backfire fast.

Under IRS rules, these “distributions” can be reclassified as wages—which means you could owe back taxes, penalties, and interest on unpaid payroll taxes.

What the IRS Says

The IRS has made its stance clear in Revenue Ruling 74-44: If you're providing services to your S-Corporation, you must receive reasonable compensation before taking profit distributions. Failing to do so can trigger costly recharacterizations.

Even if you're just doing “minor” work, you may still be classified as an employee under the Internal Revenue Code. If you’re getting paid in any form for work done, those payments must be treated as wages—subject to employment taxes—and reported on Form W-2.

What’s Considered a Reasonable Salary?

There’s no one-size-fits-all formula, but the IRS looks at several factors to determine whether your compensation is "reasonable," including:

  • Your experience, education, and certifications

  • The duties you perform and hours worked

  • Your company’s financial condition and pay practices

  • The industry standard for similar roles

 

The IRS reviews each case individually and has the authority to reassess underpaid wages—reclassifying any improper distributions or benefits as taxable compensation.

Best Practices for S-Corp Owners

  • Set a fair, supportable salary based on your role and industry.

  • Review and adjust your compensation annually, especially if your duties or income change.

  • Make sure wages are paid through payroll and properly reported.

 Bottom Line

Paying yourself a reasonable salary isn’t optional—it’s a requirement that protects you and your business from IRS scrutiny. Treat it as part of your compliance strategy, not just a tax detail.

If you’re unsure whether your current compensation meets the IRS standard, now’s the time to review it. A little planning today can save a lot of trouble tomorrow.

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