What do you mean by year-end bonus and double pay?

What do you mean by year-end bonus and double pay?

Salary refers to various forms of remuneration obtained by employees for providing services to their organizations. In a narrow sense, salary refers to money and remuneration that can be converted into money. The salary in a broad sense includes not only the salary in a narrow sense, but also various non-monetary forms of satisfaction. Next, I'll sort out the meaning of year-end bonus and double salary for your reference only. I hope it will help you!

Year-end double salary

Some enterprises stipulate in the employee handbook that at the end of the Lunar New Year, the company will give employees one month's salary as a bonus, and the bonus will be calculated according to the proportion of employees who joined the company that year and passed the probation period before 65438+February 3 1. Employees with poor attendance, poor performance or violation of discipline will not get this bonus. That is, the income from wages and salaries in the 12 month, after deducting the expenses of the 800 yuan threshold, shall be calculated and paid according to the corresponding tax rate; The salary income of the 13 month is not deducted from the 800 yuan threshold fee, but the personal income tax is calculated and paid in full according to the corresponding tax rate; If the taxpayer's income from wages and salaries in the 12 month is less than that in 800 yuan, then the income from wages and salaries in the 12 month and the 13 month can be added, and then the 800 yuan is deducted, and the personal income tax can be calculated at the corresponding tax rate on the balance.

Some enterprises stipulate that employees must meet several conditions to get double pay at the end of the year: employees must have served in the company for three months in that year; You must still work in the company on the day of double pay; Most importantly, if an employee resigns or negligently terminates the labor contract before the double salary is paid, he will not enjoy the annual double salary. The enterprise stipulates that the employer can decide the way and amount of year-end double salary independently, and the autonomy of "whether to pay" and "how to pay" lies with the enterprise. The law does not clearly stipulate that the employer must pay double wages at the end of the year, which is not a legal obligation. If the enterprise does not expressly stipulate and has not practiced before, the laborer cannot force the unit to pay double wages at the end of the year. The standard of the thirteenth month's salary is basic salary or full salary or bonus, which is completely determined according to the agreement between the enterprise and employees or the provisions of the enterprise's salary and welfare policy.

What's the difference between double pay at the end of the year and year-end bonus?

The similarity between "year-end double salary" and "year-end bonus" is that it is not compulsory to pay, but it is linked to monthly income, which is generally equal to one month's salary, or just the basic salary part of monthly salary; The "year-end bonus" is more flexible, and there is no upper or lower limit of the amount.

There are obvious differences in taxation between "double salary at the end of the year" and "year-end bonus": double salary at the end of the year is equivalent to a one-time bonus of public institutions, and personal income tax should be calculated according to the policy of one-time bonus for the whole year; As far as enterprises are concerned, if there are both year-end double salary and annual one-time bonus in the current month, individual income tax can be calculated according to the annual one-time bonus policy. The year-end bonus is generally calculated and taxed separately as one month's salary and salary income.

"Double salary at the end of the year" refers to two months' salary in the twelfth lunar month, which is a common custom of employees in old businesses and production. Now everyone agrees to implement it in social economy, and the state has no hard and fast rules!

The year-end bonus is an uncapped bonus given by the boss to employees, and some also include travel rewards and material rewards. It is a reward for work performance in the past year, and it is a project that can be given or not. The amount and form of the year-end bonus are generally adjusted by the enterprise according to the situation.

Some enterprises stipulate in the employee handbook that at the end of the Lunar New Year, the company will give employees one month's salary as a bonus, and the bonus will be calculated according to the proportion of employees who joined the company that year and passed the probation period before 65438+February 3 1. Employees with poor attendance, poor performance or violation of discipline cannot get this bonus or bonus discount.

What the company didn't tell you: year-end bonus and double salary are not the same concept.

In addition to cash, year-end awards also include travel, physical objects and securities. In addition to caring about what and when the year-end bonus will be issued, you should also know the following four things, because these can make your year-end bonus "not shrink".

After a hard year, it's finally time to give out the year-end bonus. Perhaps many people have this experience: they are secretly happy after knowing the amount of their year-end bonus, but after the year-end bonus, they find that they actually get a lot less money. So, what is the reason for the "more and less" year-end awards?

Double salary at the end of the year and year-end bonus are not the same concept.

Many people easily confuse the concepts of double salary at the end of the year and year-end bonus. In fact, there is an essential difference between the two. The essence of double salary at the end of the year is "salary", and the amount and time of its payment are determined. What determines the payment and amount of "double pay" is whether employees are still working at the end of the year, that is to say, as long as they are still working in the company at the end of the year (65438+February), they should get this income. The essence of the year-end bonus is "bonus", and it is the employee's performance appraisal standard that determines whether and how much the year-end bonus is paid.

In addition, the taxation methods of the two are also different. Year-end double pay generally adopts the method of consolidated taxation, that is, it is merged into the month when double pay is obtained, and the tax is calculated together with the salary of that month. The calculation method is:

(salary+double salary-tax threshold) × tax rate = tax payable

The year-end bonus is to spread the bonus evenly every month of the year before paying taxes. That is, the one-time bonus obtained by employees is divided by 12, and then calculated according to the applicable tax rate. If the deduction is not reached in the month of payment, the deduction can be supplemented before calculation. The calculation method is as follows:

Monthly salary is higher than (or equal to) the deduction of expenses stipulated in the tax law:

Taxable amount = year-end bonus × applicable tax rate-quick deduction

The monthly salary is lower than the expense deduction stipulated in the tax law:

Taxable amount = (year-end bonus-the difference between employee's salary income and expense deduction in the current month) × applicable tax rate-quick deduction.

For example, an employee's monthly salary 1 10,000 yuan and year-end bonus of 40,000 yuan. If it is spread evenly to 12 months, it is 3333 yuan per month, and the tax rate is applicable to 15%. Quick deduction 125 yuan, the year-end award is 5875 yuan.

These year-end benefits are also taxable.

In addition to "real" cash rewards, some units will also issue year-end awards in the form of shopping cards or securities. According to the regulations, this part of the income also needs to be taxed-whether the rewards paid by enterprises in the form of money or in kind should be included in the calculation of total wages. Therefore, shopping cards and securities are part of the total wages and must be taxed. Therefore, the gift cards or securities that employees get at the end of the year are all obtained after tax deduction.

In addition, many enterprises will reward outstanding employees by traveling abroad at the end of the year, and the expenses incurred will be fully included in the personal income tax of employees. For those enterprises with generous welfare benefits, if they buy a house and a car in the name of employees at the end of the year as the grand prize, according to the regulations, the income tax can be calculated according to the employees' working years (up to 5 years) and the average monthly salary.

If employees directly subscribe for enterprise shares with the year-end bonus at the end of the year, or the boss directly rewards employees with personal shares, this part of the actual non-employee "salary income" should be combined with the salary income of the current month to calculate and pay personal income tax. Interestingly, the year-end bonus obtained in this way is much more cost-effective than direct cash reward in tax payment. Take the year-end bonus of 654.38+10,000 yuan as an example. The general tax rate is 30% ~ 45%, while interest, dividends and bonuses are subject to the tax rate of 20%.

Year-end double salary

Year-end bonus can avoid tax in this way.

For hundreds of thousands or more year-end award winners, they will be included in the highest tax rate. If the year-end awards are distributed in stages, the tax rate will be reduced. Specifically, as long as the year-end bonus is divided into 13 monthly salary and year-end bonus, a lower tax rate can be applied.

The "year-end bonus" issued in the form of housing subsidies can also be tax-avoided. According to the regulations, in areas where the ratio of house price to income is more than 4 times, enterprises can deduct housing rent subsidies and housing difficulties subsidies paid by employees who have no house and whose housing area does not meet the prescribed standards before tax according to the standards formulated by the municipal (county) government and approved by the provincial government. Therefore, when signing a labor contract with an enterprise, you can agree on your housing subsidy funds, which can be deducted before tax.

In addition, facing the critical point of tax revenue, it is also a good way for enterprises to postpone the payment of odd jobs.

I have the ability to get the year-end award myself.

The number of year-end awards is not only as simple as material rewards. If they are distributed in the form of "red envelopes", in a sense, they also reflect the boss's recognition of your work in the past year. At the end of the year, it is the time when the dust of a year's work settles, and it is also the time for the boss to score employees and measure how much they have contributed to the enterprise in this year.

At this time, you can take the initiative to win more year-end awards for yourself.

You can talk to your boss about the year-end bonus alone, but remember not to compare with other colleagues in the conversation, such as "So-and-so's work is not as good as mine …" and "Who heard about the year-end bonus?" You can emphasize the achievements you have made for the company this year, and "crying poor" with your boss will not have a good result, and threatening to resign and quit is even more undesirable.

The amount of double pay at the end of the year is mainly to give you one more month's basic salary rather than total income. Some units only use 13 salary or year-end bonus to attract more talents. I believe everyone already knows what their double salary is at the end of the year.

Year-end bonus distribution rules

The year-end award is a material reward for employees. If employees perform well and make outstanding contributions to the development of the enterprise, they should be rewarded. One is to recognize the efforts of employees, and the other is to encourage employees to continue their efforts and achieve better work performance. Year-end awards are distributed in different forms in different units. In addition to the "red envelope" in the general sense, there are some stock dividends, some "double pay", some commissions and some bonuses. However, it is not simple for enterprises to consider when issuing year-end awards. Some of them have a clear purpose, which is to reward employees for one year's work. However, some enterprises also have to do it when issuing year-end awards.

Calculation of year-end bonus

Issuing year-end awards is an independent act of employers. At present, there are no specific regulations requiring employers to issue year-end awards. So generally speaking, the year-end bonus should be calculated according to the labor contract or the rules and regulations of the employer.

If there is a clear agreement in the labor contract or the rules and regulations of the employer, the employer must pay in accordance with the agreement or rules and regulations. Of course, if there are no provisions in the labor contract or the rules and regulations of the employer, the employer may not issue the bonus, or decide whether to issue the year-end bonus according to the comprehensive operation situation and the individual annual work performance of the employee this year.

The year-end bonus should be paid according to the statutory holidays.

Annual leave, family leave, wedding and funeral leave, maternity leave, etc. They are all legal vacations. According to the Labor Law, the Labor Contract Law, the Law on the Protection of Women's Rights and Interests, the Measures for the Implementation of Paid Annual Leave for Enterprise Employees, and the Provisions on Labor Protection for Female Employees, etc. Workers should be regarded as normal attendance and pay labor remuneration during legal holidays, and the employer naturally has to pay the "year-end bonus" in full and shall not deduct it.

Leave early and get the year-end bonus.

If there is a certain amount of year-end bonus in the labor contract or the rules and regulations of the employer, then the resigned workers should also get the corresponding year-end bonus. The year-end bonus is not stipulated in the labor contract and the rules and regulations of the employer, but if it has actually been paid, the employer must also pay the resigned workers. Judging from judicial practice, labor dispute arbitration institutions or courts will also support such resigned workers to get a certain percentage of year-end bonus according to their working time.

There is also a year-end bonus of less than one year.

Article 46 of the Labor Law stipulates: "The distribution of wages should follow the principle of distribution according to work and implement equal pay for equal work." That is to say, as long as the year-end bonus is agreed in the labor contract or the employer has formulated a specific method for issuing the year-end bonus, and the new employee who has been employed for less than one year has indeed paid the corresponding labor, the employer must issue the year-end bonus to him according to the agreement or proportion.

The year-end award cannot be defaulted.

In essence, the year-end bonus is part of the salary. Because Article 4 of the National Bureau of Statistics "Provisions on the Composition of Total Wages" stipulates: "Total wages consist of the following six parts:

(1) hourly wages;

(2) piece rate;

(3) bonuses;

(4) Allowances and subsidies;

(5) Overtime pay;

(6) Wages paid under special circumstances.

Year-end bonus tax deduction rules

The basic provision of document No.9 issued by the State Administration of Taxation [2005] is: "Taxpayers who receive one-time bonuses throughout the year shall be taxed separately as one month's salary and salary income".

According to the provisions of the Notice of State Taxation Administration of The People's Republic of China City, People's Republic of China (PRC) on Adjusting the Method of Calculating Individual Income Tax for Individuals Obtaining Annual One-time Bonuses issued by State Taxation Administration of The People's Republic of China in 2005, the taxable amount of year-end bonus is: the taxable amount of annual one-time bonus = the annual one-time bonus obtained in the current month × the applicable tax rate-quick deduction, where the applicable tax rate is the tax rate corresponding to the year-end bonus and the quick deduction divided by 12.

1, if the monthly tax payable does not exceed 1500 yuan, the tax rate is 3%, and the quick deduction is 0;

2. The tax rate is 4,500 yuan per month 1500 yuan. Quick deduction 105 yuan;

3. The monthly tax payable is more than 4,500 yuan to 9,000 yuan, and the tax rate is 20%. Quick deduction of 555 yuan;

4. The monthly tax payable is more than 9000 yuan to 35000 yuan, the tax rate is 25%, and the quick deduction is 1005 yuan;

5. The monthly tax payable exceeds 35,000 yuan to 55,000 yuan, and the tax rate is 30%, with a quick deduction of 2,755 yuan;

6. The monthly tax payable exceeds 55,000 yuan to 80,000 yuan, and the tax rate is 35%. Quick deduction of 5505 yuan;

7. The monthly taxable amount exceeds 80,000, and the tax rate is 45%. Quick deduction 13505 yuan.

It is worth noting that Guo Shui Fa [2005] No.9 document stipulates: "In a tax year, each taxpayer can only use this tax calculation method once". If the same person has won the year-end one-time bonus in both enterprises in the same month, the taxpayer shall not combine the two bonuses to calculate and pay personal income tax and enjoy the one-time bonus policy when he declares himself; According to the regulations, individuals can only enjoy one-time bonuses throughout the year.

Attachment: Specific calculation method of year-end bonus tax deduction

1. If the monthly salary of the year-end bonus is higher than 3,500 yuan, the year-end bonus will be calculated and paid separately as one month's salary. The tax deduction method of year-end bonus is: year-end bonus * tax rate-quick deduction, and the tax rate takes year-end bonus/12 as the corresponding tax rate of taxable income.

When the annual one-time bonus is calculated separately on a monthly basis, the tax rate is calculated by dividing it by 12, but when calculating the tax amount, the quick deduction is only allowed once.

2. When the monthly salary is less than 3,500 yuan, the year-end bonus will be paid as one month's salary alone. Personal income tax for year-end bonus = (year-end bonus -(3500- monthly salary)) * tax rate-quick deduction, and the tax rate is the tax rate corresponding to the "taxable income" obtained by dividing the year-end bonus -(3500- monthly salary) by 12.

However, the taxable income can be the balance after deducting "the difference of employees' salary income after deducting expenses in the current month" from the one-time bonus for the whole year. Among them, "wage income of employees in the current month" is the amount of income after deducting tax-free income (such as social insurance and housing provident fund paid according to regulations).

How to deduct tax for year-end awards?

The current calculation method and requirements of personal income tax for annual one-time bonus shall be calculated in accordance with the provisions of the Notice of State Taxation Administration of The People's Republic of China City, People's Republic of China (PRC) on Adjusting the Calculation and Collection Method of Personal Income Tax for Individuals Obtaining Annual One-time Bonus (Guo Shui Fa [2005] No.9). When a taxpayer obtains an annual one-time bonus, it shall be taxed as one month's salary and salary income respectively:

That is to say, divide the annual one-time bonus obtained by employees in the current month by 12 months, and determine the applicable tax rate and quick deduction according to their quotient. If, in the month when the year-end one-time bonus is issued, the employee's wage income in that month is lower than the expense deduction stipulated in the tax law, the applicable tax rate and quick deduction of the annual one-time bonus shall be determined according to the above method.

There are two ways to calculate the tax payable:

One is, if the employee's monthly salary income is higher than (or equal to) the expense deduction stipulated by the tax law.

The applicable formula is: tax payable = employee's one-time bonus in the current month × applicable tax rate-quick deduction;

On the other hand, if the employee's salary in the current month is lower than the expense deduction stipulated by the tax law.

The applicable formula is: tax payable = (employees get a one-time bonus in the current month-the difference between employees' salary income and expense deduction in the current month) × applicable tax rate-quick deduction.

For example, Miss Wu received a salary of 4,500 yuan in February, 65,438, and a one-time bonus of 8,000 yuan for the whole year. How much personal income tax should be paid under the new and old tax laws?

Wage income: (4500-3500)×3%=30 (yuan)

Annual one-time award:

8000÷ 12=666.67 determines the tax rate of 3%.

8000×3%=240 (yuan)

Tax payable in 65438+February: 30+240=270 yuan.

According to the new tax law, Miss Wu calculated the annual one-time bonus as 270 yuan.

Secrets about double pay in the workplace

In the double temptation of job-hopping and double pay, professionals have their own choices. But what is the form of double pay? There are still different doubts about newcomers in the workplace and those who are embarrassed to ask.

12+ 1

When talking about the topic of double pay, the reporter specially consulted Anthony Chong, a senior human resources expert, who served as the director of human resources in many internationally renowned companies. He said that double pay is a form of rewarding employees, which is usually divided into two types: one is the method of 12+ 1, that is, the enterprise will pay employees an extra month's salary at the end of the year. This kind is calculated by time. As long as you work for one year, you can get double salary. Now this method is not commonly used in Hong Kong and Singapore.

12+2 road

Another method is 12+2. That is, employees who have served the company for one year will be rewarded with two additional months' salary. This is a very flexible approach, which is generally measured by the company's business indicators, customer indicators and personal indicators. The company's operating index is to achieve the best effect at the minimum cost and obtain the maximum profit. The customer index is scored by customer satisfaction, and the personal index is scored by the quality and quantity of work completed by individuals. Generally speaking, the company's business indicators account for 10-20%, the collective workload accounts for 30-40%, and the individual indicators account for 40-50% of the double salary. In other words, when you work hard to complete the work, give full play to the spirit of collective cooperation and achieve the company's business goals, you can finally get double pay. This flexible method is very popular abroad. Fully mobilize the enthusiasm of employees, carry forward the spirit of teamwork and make contributions to the company.

Matters needing attention

Enterprises pay double pay according to their own policies, so if an employee leaves in August, some companies will be more reasonable and give him a part of double pay, but some companies will definitely not give a penny. Employees working in the latter will be very careful about this. Even if they choose to change jobs and lose a sum of income, they may ask for compensation in the new company.

Double pay is a windfall.

The year-end double salary, also known as1March salary, is not clearly stipulated in relevant laws that employers must pay employees1March salary, but the situation of1March salary is very common in many domestic enterprises, and it is a salary method transmitted from foreign companies. Some enterprises have agreed with their employees in their contracts that they can enjoy 12 months' salary at the end of the year. If there is such an agreement, the enterprise must pay the employee the first 13 month salary. If it is not stipulated in the contract, the enterprise cannot force the first 13 month salary. When it comes to the standard of salary, there is no provision on1March salary in the national legislation, so the amount of salary paid in1March, whether it is basic salary, full salary or bonus, depends entirely on the agreement between the enterprise and employees or the provisions of the enterprise's salary and welfare policy.

Different forms of double pay

In recent years, state organs, institutions, enterprises and other units have successively implemented the "double salary system", that is, the bonus salary of the 13 month is paid. This part of personal income belongs to the incentive income of employment and belongs to the category of wage income. "Double salary system at the end of the year" is one of the most common forms of year-end bonus. Most enterprises, especially foreign enterprises, prefer to use this relatively simple and crisp method to deal with the year-end bonus, that is, at the end of the year, according to the average monthly income of employees, an extra salary of 1 to several months will be paid. According to online data, ordinary employees of Intel will get an extra 2-4 months' salary at the end of the year, while the year-end bonus of senior employees of Lucent may reach the salary level of nearly 6 months, and the Shanghai Volkswagen part can get an extra 13 months' salary.

Another form of bonus is a red envelope. The charm of this form of year-end bonus payment lies in its "elastic mechanism". Leaders can give different amounts of rewards according to their subordinates' working attitudes and achievements, which is also an important measure to broaden the income level of employees. Especially in the sales industry that pays special attention to personal performance, red envelopes have become an important weight for employees' annual income.

The cold state before job-hopping People who have the idea of job-hopping are often dissatisfied with their existing jobs. At this time, the most important thing is not to get hot-headed, calm down first and see where the problem lies.

First, check whether you have neglected some aspects of your work because you are new to the workplace, which leads to unsatisfactory work or obstacles, thus causing dissatisfaction with your work. For example, do you know the cultural atmosphere of your unit and match it? Don't you bother to start with small things? Can you express yourself boldly and strive for important tasks? Do you learn from others with an open mind?

Second, check whether there are twists and turns after a certain period of work, such as changes in work content, requirements and difficulty, or I have lost interest in work and have new requirements. The professional society is always changing, and the professional environment can't always accommodate everyone, so people need to constantly charge and motivate themselves, track the changes of the professional society, and thus grasp the initiative of the professional society.

Third, check whether the job boredom comes from other aspects, such as long-term consumption and fatigue, external treatment and so on. At this time, we should adjust our mentality internally or strive for opportunities abroad.

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