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Salary sacrificing is a valuable financial strategy that allows Australian employees to boost their take-home pay by redirecting a portion of their salary into various benefits before tax. For business owners, implementing a salary sacrificing program not only enhances employee satisfaction but also provides a competitive edge in attracting and retaining top talent.

Salary sacrificing, also known as salary packaging, involves an agreement between an employer and an employee to redirect a portion of the employee’s pre-tax salary towards specific benefits, reducing their taxable income. These benefits can include items such as superannuation contributions, motor vehicles, laptops, childcare, and more.

Implementing a well-designed salary sacrificing program can be a win-win for Australian business owners and their employees. By offering flexible and attractive benefits, businesses can enhance employee satisfaction, attract top talent, and maintain a competitive edge in the marketplace. It is essential for business owners to stay informed about regulatory changes, communicate effectively, and continuously assess and update their salary sacrificing programs to meet the evolving needs of their workforce.

Key Benefits for Employees

Tax Savings

Salary sacrificing allows employees to reduce their taxable income, resulting in lower income tax payments. This can be particularly advantageous for higher-income earners.

Increased Take-Home Pay

By allocating a portion of their salary towards non-cash benefits, employees effectively increase their take-home pay, improving their overall financial well-being.

Access to Fringe Benefits Tax (FBT) Exemptions

Certain benefits provided through salary sacrificing may be exempt from FBT, offering additional cost savings for both employees and employers.

Some benefits, like motor vehicle leasing, may incur Fringe Benefits Tax (FBT) depending on the business circumstances. However, overall tax savings from salary sacrificing may still be substantial. It’s best to discuss specific FBT implications with a financial expert to obtain details tailored to your business.

Advice for Australian Business Owners

Employers are responsible for administering and implementing salary sacrifice agreements. This involves adjusting payroll processes to reflect the reduced taxable income for participating employees. Additionally, employers may need to manage fringe benefits tax (FBT) obligations associated with the non-cash benefits provided.

Understand Employee Needs

Conduct surveys or engage in discussions to understand the specific needs and preferences of your workforce. Tailor salary sacrificing options to align with employee priorities, such as childcare support, health insurance, or additional superannuation contributions.

Clear Communication

Clearly communicate the benefits of salary sacrificing to your employees, providing comprehensive information on the available options and the potential impact on their take-home pay and taxes. Regularly update employees on changes to the salary sacrificing program and any new offerings.

Compliance and Legal Considerations

Ensure compliance with Australian tax laws and regulations regarding salary sacrificing. Stay informed about changes in legislation to avoid potential legal issues and to make necessary adjustments to your program.

Flexibility in Offerings

Provide a variety of salary sacrificing options to accommodate diverse employee needs. Regularly review and update the available benefits to stay competitive in the job market.



Fringe Benefit Tax (FBT) is a tax applied by the Australian government on certain non-cash benefits provided by employers to their employees or associates in connection with their employment.

Employers or entities providing fringe benefits to their employees or associates are generally required to pay FBT. This includes companies, partnerships, trusts, and non-profit organisations.

Fringe benefits include non-cash perks provided to employees or associates, such as company cars, health insurance, housing, low-interest loans, and other non-monetary benefits

  • Loans Accommodation Debt
  • Waivers
  • Real Estate Housing and Board
  • Parking
  • Meals
  • Various types of insurance
  • Food and drink
  • Mortgage payments
  • Taxi or rideshare travel
  • Tolls
  • Cars and related expenses
  • Childcare costs and school fees
  • Living-away-from-home allowances
  • Non-work Related goods and services
  • Entertainment and recreation

Not all fringe benefits are subject to FBT. Some exemptions and concessions apply, and certain benefits may be exempt if provided in specific circumstances. Common exemptions include work-related items, certain small business benefits, and specific employee contributions.

Employers report FBT on the Business Activity Statement (BAS) or an FBT return form. The Australian Taxation Office (ATO) provides detailed instructions and guidelines for reporting.

Non-compliance with FBT regulations may result in penalties and interest charges. Employers are encouraged to stay informed about FBT rules and seek professional support to ensure compliance.

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