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Tax Law - FBT, associates and third parties

Date: February 22, 2012

Authors: Jonathan Lim B.A., LL.B. (Hons)

Provided to or from associates

A fringe benefit must be provided in respect of employment. However, it does not have to be provided to the employee.

A taxable fringe benefit can arise where:

  • the benefit is provided by the employer’s associate; and/or

  • the benefit is provided to the employee’s associate.

Note that it is technically possible for a fringe benefit to be provided from an employer’s associate to an employee’s associate, with neither the employer nor employee being directly involved at all.

Associate

For FBT purposes “associate” includes:

  • spouses, relatives and children of an individual;

  • spouses or children of a relative of an individual;

  • a partnership in which the entity is a partner;

  • a trust in which the entity is a beneficiary or potential beneficiary; or

  • a company controlled by the entity.

Provided to or from third parties

Where the benefit is provided by or to an entity not associated with the employer or employee, then that entity is a third party. Third parties can still provide or be provided fringe benefits:

  • where the third party receives the benefit under an arrangement between the employer and the employee or associate – the third party is deemed to be an associate and the benefit may be taxable; or

  • where the third party provides the benefit, and the employer or its associate knew or ought reasonably to have known that this was because or an arrangement it had with the third party, or the employer participated in or facilitated the provision of the benefit, the benefit may be taxable.

Payments to industry welfare trusts etc

The ATO has ruled that contributions to industry welfare trusts, redundancy funds, worker income protection funds and portable sick leave insurance policies do not constitute taxable benefits provided to third parties.

No particular employee identified

Even though payments do not have to be made to the employee directly, they still have to be made in respect of a particular employee’s employment. Thus, the courts have held that payments into an “employee incentive trust” with no particular employee identified were not taxable fringe benefits.

Employee discount programs

Employee discount programs, involving third party goods and services providers offering discounts to employer’s employees over email have been ruled to be a fringe benefit, but only if the employer actually participated in or facilitated the provision of the benefit.

If, for example, a company happened to advertise discounts to an employer’s employees, with absolutely no knowledge by the employer or its associates, this would be likely not to constitute taxable benefits.

Example: Third party provider

A Co is the franchisor of B Co. A Co and B Co are not associates for the purposes of FBT. A Co has many franchisee companies.

The franchisee B Co has several employees. Under the franchise agreement, A Co performs the payroll function for B Co. A Co also sets up a trust for the benefit of those employees of B Co who sign workplace agreements and serve under B Co for a specified amount of time.

A Co then issues shares in itself to the trust. The shares are allocated to employees according to their length of service and their position. However, the trustee of the trust retains absolute discretion over whether or not to allocated shares to any employee.

The trust was set up with no consent or consultation with B Co.

In this case, B Co is still liable to FBT. Even though A Co handles payroll and needs absolutely no participation, assistance, consultation or consent from B Co to provide these benefits to the employees, B Co still knows, or reasonably ought to know, that the trust arrangement exists. Therefore the benefits are fringe benefits and taxable to B Co.

Conclusion

If you have concerns about fringe benefits provided by or to associates or third parties, call LAC Lawyers and we can provide advice and assistance.

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