FAQS FFCRA

The Employee Retention Credit is a fully refundable tax credit for employers equal to 50 percent of qualified wages (including allocable qualified health plan expenses) that Eligible Employers pay their employees. This Employee Retention Credit applies to qualified wages paid after March 12, 2020, and before January 1, 2021. The maximum amount of qualified wages taken into account with respect to each employee for all calendar quarters is $10,000, so that the maximum credit for an Eligible Employer for qualified wages paid to any employee is $5,000.

Eligible Employers for the purposes of the Employee Retention Credit are employers that carry on a trade or business during calendar year 2020, including tax-exempt organizations, that either: Fully or partially suspend operation during any calendar quarter in 2020 due to orders from an appropriate governmental authority limiting commerce, travel, or group meetings (for commercial, social, religious, or other purposes) due to COVID-19; or Experience a significant decline in gross receipts during the calendar quarter. Note: Governmental employers are not Eligible Employers for purposes of the Employee Retention Credit. However, tribal governments and tribal entities may be Eligible Employers. See Are tribal governments and tribal entities eligible for the Employee Retention Credit? Also, self-employed individuals are not eligible for this credit for their own self-employment earnings, though they may be able to claim the credit for wages paid to their employees. For more information, see Determining Which Employers are Eligible to Claim the Employee Retention Credit.

The operation of a trade or business is partially suspended if an appropriate governmental authority imposes restrictions on the employer’s operations by limiting commerce, travel, or group meetings (for commercial, social, religious, or other purposes) due to COVID-19 such that the employer can still continue some, but not all of its typical operations. For more information, see Determining When an Employer’s Trade or Business Operations are Considered to be Fully or Partially Suspended Due to a Governmental Order.

A significant decline in gross receipts begins with the first calendar quarter in 2020 in which an employer’s gross receipts are less than 50 percent of its gross receipts for the same calendar quarter in 2019. The significant decline in gross receipts ends with the first calendar quarter that follows the first calendar quarter in which the employer’s 2020 quarterly gross receipts are greater than 80 percent of its gross receipts for the same calendar quarter in 2019, or with the first calendar quarter of 2021. For more information, see Determining When an Employer is Considered to have a Significant Decline in Gross Receipts.

The Employee Retention Credit equals 50 percent of the qualified wages (including qualified health plan expenses) that an Eligible Employer pays in a calendar quarter. The maximum amount of qualified wages taken into account with respect to each employee for all calendar quarters is $10,000, so that the maximum credit for qualified wages paid to any employee is $5,000. For more information and examples, see Determining the Maximum Amount of an Eligible Employer's Employee Retention Credit.

Qualified wages are wages (as defined in section 3121(a) of the Internal Revenue Code (the “Code”)) and compensation (as defined in section 3231(e) of the Code) paid by an Eligible Employer to some or all employees after March 12, 2020, and before January 1, 2021. Qualified wages include the Eligible Employer’s qualified health plan expenses that are properly allocable to the wages. The definition of qualified wages depends, in part, on the average number of full-time employees (as defined in section 4980H of the Code) employed by the Eligible Employer during 2019. If the Eligible Employer averaged more than 100 full-time employees in 2019, qualified wages are the wages paid to an employee for time that the employee is not providing services due to an economic hardship, specifically, either (1) a full or partial suspension of operations by order of a governmental authority due to COVID-19, or (2) a significant decline in gross receipts. For these employers, qualified wages taken into account for an employee may not exceed what the employee would have been paid for working an equivalent duration during the 30 days immediately preceding the period of economic hardship described in (1) or (2) above. If the Eligible Employer averaged 100 or fewer full-time employees in 2019, qualified wages are the wages paid to any employee during any period of economic hardship described in (1) or (2) above. For more information, see Determining Qualified Wages.

In March 2020, the Families First Coronavirus Response Act (FFCRA) was signed into law to help companies offer paid sick leave and unemployment benefits caused by COVID-19. Initially the FFCRA focused on employers with W-2 employees to help them weather the economic impact caused by the pandemic. In December 2020 Congress passed the Coronavirus Aid, Relief, and Economic Security (CARES) Act which expanded the FFCRA to cover not only employers, but the self-employed. Thanks to the FFCRA expansion self-employed individuals, freelancers, independent contractors, and gig workers are now eligible for tax credits that pay you back for the time you would’ve normally spent earning money that was lost because of COVID. The FFCRA is federal legislation passed in response to the COVID-19 pandemic. It provides paid sick leave, free COVID-19 testing, food assistance, unemployment benefits, and stipulates employer-provided health insurance protection. For self-employed individuals, it offers equivalent coverage via tax credits that can be claimed on your income tax return, effectively reimbursing you for periods of sick leave due to COVID-19.

The total FFCRA Tax credit can be up to $32,200 and is based on your self-employed net earnings in 2020 and 2021. To calculate your FFCRA credit, we use your daily average of self-employment income (this is your net earnings for the taxable year divided by 260) and the amount of self-employment work missed due to COVID-19 related issues. This allows the IRS to estimate how much you lost in wages for every day you were not able to work.

It can take up to three weeks for the IRS to acknowledge the acceptance of your FFCRA credit application and up to 20 weeks from that acceptance to receive your refund via check or direct deposit.

It can take up to three weeks for the IRS to acknowledge the acceptance of your FFCRA credit application and up to 20 weeks from that acceptance to receive your refund via check or direct deposit

FFCRA is a tax credit not a loan. It is also not considered a grant as it’s a refund of taxes you’ve already paid. The tax credits are designed to cover the same types of expenses that mandatory paid leave would cover for employees. If you’re sick or caring for someone due to COVID-19, or you’re experiencing conditions that prevent you from working, these credits aim to compensate you for the income you have lost.

To qualify for the FFCRA, you must meet the following criteria Indentify as a Self-employed individual. A few examples, but not limited to include: sole proprietors, independent business owners, 1099 contractors, freelancers, gig workers, single-member LLCs. Have filed a Schedule SE of IRS Tax form 1040 in 2020 and/or 20201 with positive net income and paid self-employment tax on your earnings Have missed work due to COVID-19-related issues

The FFCRA covers the days you were unable to perform self-employment work from April 1, 2020 to September 30, 2021. Here is a breakdown of the number of days you could be eligible ‍ Childcare-related time off – up to 110 days • 50 days between April 1, 2020 and March 31, 2021 • 60 days between April 1, 2021 and September 30, 2021 Yourself or loved one – up to 20 days • 10 days between April 1,2020 and March 31, 2021 • 10 days between April 1, 2021 and September 30, 2021