I am looking for some guidance on the treatment of corporate wellness programs. As a company we pay a yearly fee to a program which enables employees to set up accounts within the program and access a range of discounts to gyms and retail brands. Would we as the company just treat the yearly fee as an expense payment fringe benefit and calculate as such?
Hi @er2312
An expense fringe benefit is where you reimburse your employee, or you pay a third-party directly for an expense your employee incurs. In this case it sounds like you pay a fee to get discounts for your employees, meaning they still pay something, which is a little different to an expense fringe benefit.
In your case, it sounds like it could be a residual fringe benefit. You're best to get tailored advice from us so we can understand the circumstances better and confirm treatment.
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