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-Trusted CPA firm for business & individual taxes provides tax preparation, tax planning, M&A & IRS/state audit representation for . Founded in 2005, VGCPA PC is a professional Certified Public Accountancy firm incorporated in Virginia. is one of the most sought after firms in the Washington DC, Metro area. Staffed with a highly skilled and experienced professional team, our fir

m provides close, one-on-one personal attention to all our clients. As a full-service Accounting firm, we offer a broad range of services for business owners, executives, and independent professionals. Our success is attributed to our philosophy in creating a strong personal partnership with each and every client. We have a variety of Business and Personal Services: Payroll, Tax Services, Government Contractors, Certifications (SWAM, 8A), Audits, FACTA, Multiple State Filings, and much more! Google+:
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07/20/2026

IRS Is Increasing Audits for S‑Corps in 2026 — What’s Going On

The IRS has officially shifted its enforcement focus toward pass‑through entities, especially S‑Corporations and partnerships. This is part of a multi‑year plan funded by the Inflation Reduction Act, which gave the IRS billions to hire auditors and upgrade technology.

For 2026, the IRS has publicly stated that S‑Corp audits will increase, especially for small and mid‑sized businesses. Here’s why.

1. IRS believes many S‑Corps underpay “reasonable compensation”
This is the #1 reason for S‑Corp audits.
IRS examiners believe:
- Owners pay themselves too little salary
- And take too much distribution
- To avoid payroll taxes (Social Security + Medicare)
- The IRS has said this is a major compliance gap.

What triggers audits:
- Owner salary below $60K
- Owner salary below industry norms
- Owner salary inconsistent year‑to‑year
- Large distributions with small W‑2 wages
- This is the easiest audit target for IRS agents.

2. IRS is targeting S‑Corps with high distributions
If your S‑Corp shows: (Example)
- $300K profit
- $40K salary
- $260K distribution
- This is a red flag.
IRS computers automatically flag these returns.

3. IRS is focusing on S‑Corps with shareholder loans
Shareholder loans are often misclassified.
IRS is auditing:
- Loans that look like disguised distributions
- Loans with no repayment schedule
- Loans with no interest
- Loans that never get repaid
This is a major 2026 enforcement priority.

4. IRS is auditing S‑Corps with large deductions
Especially:
- Vehicle deductions
- Home office deductions
- Travel
- Meals
- Contractor payments
- Fringe benefits
If documentation is weak, IRS adjusts the return.

5. IRS is using AI to identify risky S‑Corp returns
The IRS now uses:
- AI
- Machine learning
- Data analytics
To identify:
- Underreported income
- Suspicious deductions
- Unusual compensation patterns
- Multi‑year inconsistencies
- This dramatically increases audit accuracy.

6. IRS hired thousands of new auditors
The IRS has:
- New examiners
- New specialists
- New pass‑through entity teams
Their job is specifically to audit:
- S‑Corps
- Partnerships
- Multi‑entity structures

This is the first time in 10+ years IRS has had enough staff to do this.

7. IRS is focusing on S‑Corps with foreign income or crypto
If your S‑Corp has:
- Foreign transactions
- Crypto activity
- Offshore accounts
I- nternational contractors
You are at higher audit risk.

What This Means for You (Business Owners)
* You must pay yourself reasonable compensation
This is the biggest audit trigger.

* You must document shareholder loans
Promissory note
Interest rate
Repayment schedule

* You must clean up your bookkeeping
IRS is targeting sloppy books.

* You must avoid aggressive deductions
Especially vehicles and travel.

* You must keep payroll clean
Misclassification = penalties.

* You must prepare for IRS notices
- More S‑Corps will receive:
- CP2000
- Underreporting notices
- Payroll mismatch letters
- Audit letters

How to Protect Yourself (CEO Checklist)
✔️ Increase owner salary to a defensible level
Industry benchmarks matter.

✔️ Document distributions properly
Avoid mixing loans and distributions.

✔️ Clean up bookkeeping monthly
Not yearly.

✔️ Keep mileage logs
IRS is rejecting vehicle deductions without logs.

✔️ Avoid paying personal expenses through the business
This is a major audit trigger.

✔️ Have a CPA review your S‑Corp structure annually
Especially payroll and distributions.

07/20/2026

CEO Compliance Checklist: Per Diem Risk Management for Staffing Companies

A practical guide to avoid wage reclassification, IRS penalties, and multimillion‑dollar lawsuits
Per diem abuse has become one of the biggest compliance failures in the staffing industry. Courts are repeatedly ruling that when per diem is used as a salary substitute, it must be treated as taxable wages — triggering back overtime, payroll tax liability, and class‑action exposure.

This checklist gives CEOs a clear, actionable framework to stay compliant and protect their company.

1. Tie Per Diem to Actual Travel — Not Hours Worked
Per diem must reimburse real travel expenses. If employees work locally or remotely, per diem becomes wages.
CEO check:
Do we pay per diem only when employees travel?
Do we require receipts or travel logss

2. Never Use Per Diem to Reduce Taxable Wages
Courts strike down “low hourly wage + high per diem” structures. This is the #1 reason staffing companies lose lawsuits.
CEO check:
Is per diem being used to artificially inflate take‑home pay?
Is taxable hourly wage suspiciously low?

3. Ensure Per Diem Does Not Change During Overtime
If per diem drops when overtime starts, it becomes regular wages under FLSA.
CEO check:
Does per diem stay constant regardless of hours worked?
Is overtime calculated on the full regular rate?

4. Do Not Pay Per Diem to Remote Workers
Courts consistently rule that per diem for WFH employees is wages, not reimbursement.
CEO check:
Are any remote employees receiving per diem?
If yes, stop immediately — high IRS risk.

5. Avoid Per Diem for Local Assignments
If employees are not traveling away from their tax home, per diem is taxable.
CEO check:
Are local workers receiving per diem?
If yes, reclassify as wages.
6. Document Per Diem Policies Clearly
Courts punish companies that cannot prove per diem was a legitimate reimbursement.
CEO check:
Do we have a written per diem policy?
Does it define travel, lodging, meals, and reimbursement rules?

7. Audit Payroll for “Per Diem Manipulation” Patterns
Red flags include:
Per diem replacing overtime
Per diem fluctuating with hours
Per diem used to maintain flat pay rates
CEO check:
Have we run a quarterly payroll compliance audit?

8. Ensure Per Diem Is Not Used to Avoid Payroll Taxes
IRS aggressively reclassifies per diem as wages when used improperly.
CEO check:
Are we paying F**A, FUTA, Medicare correctly?
Is per diem being used to reduce employer tax burden

9. Train HR, Payroll, and Recruiters on Per Diem Rules
Most violations happen because internal teams don’t understand the law.
CEO check:
Have we trained recruiters on what they can and cannot promise?
Does payroll understand regular‑rate calculations?

0. Conduct Annual Legal Review of Compensation Structures
A small compliance review can prevent multimillion‑dollar lawsuits.
CEO check:
Has our employment attorney reviewed our per diem policy this year?
Are we aligned with IRS, DOL, and FLSA guidelines?

Final CEO Takeaway
Per diem is safe only when used as a true reimbursement. The moment it starts functioning like wages, courts will treat it as wages — and staffing companies face:

Back overtime
IRS payroll tax penalties
Liquidated damages
Class‑action lawsuits
Reputation damage

A compliant per diem policy is not optional — it’s a CEO‑level risk management priority.

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