10/16/2026
Is Deferred Bonus Income Available for Support?
In re the Marriage of Martha (petitioner) and Fred (respondent) Underwood
Presented by Ron J. Anfuso, CPA, ABV, CFF, CDFA, FABFA
Part One: MSPP Deferrals, Support, and Analysis
The primary issue in this case for resolution was whether Fred Underwood's income available for support included anticipated bonus money that he deferred under a non-qualified ERISA plan created under Internal Revenue Code Section 409A, otherwise known as the Management Stock Purchase Plan (MSPP). I was retained by the respondent in this case.
Because this case was not published, I have used fictitious names and adjusted certain dates and financial figures to preserve confidentiality.
Fred is an attorney and a member of the executive management team at a national real estate firm. He earns a base salary, receives Restricted Stock Awards (RSAs), and is eligible for an annual bonus. Unless otherwise directed by him, a yearly bonus, if awarded—there is no guarantee that one will be given—is paid in cash during the year it is awarded.
Federal law allows certain management employees to obtain tax advantages on bonus compensation by participating in a Section 409A plan. The employer must adopt and approve the provisions establishing the plan, which Fred's employer had done. If an employee participates, the bonus is converted into stock and paid four years later when the applicable units vest.
Participation in a 409A plan is voluntary. The employee must affirmatively elect to participate, and the election must be made in the year before the services are rendered for which the cash bonus may ultimately be awarded. The employee's spouse is not required to sign, acknowledge, or consent to the election.
The election is irrevocable, subject to certain exceptions. One exception involves an "unforeseeable emergency" that would result in severe financial hardship. The plan may also allow acceleration of payments pursuant to a domestic relations order if such a provision has been adopted by the plan administrator. The MSPP in this case had not adopted such a provision, and no other severe financial hardship was alleged.
There can be a significant potential financial benefit to participating in a 409A plan. All other things being equal, the future financial benefit could be approximately twice the cash payout four years later when the stock fully vests. Market conditions and inflation, however, could substantially increase or decrease the value of the payout at the time of vesting.
In this case, Fred became eligible to participate in the MSPP 409A plan beginning in 2017. Each year he was eligible to participate, he voluntarily elected to defer bonus compensation. Martha was fully aware of the choices Fred was making and did not object to any of the elections made during the marriage. Following separation, Fred continued to participate in the MSPP.
At the time of trial, Fred was earning a base salary of $39,000 per month. Historically, his bonuses had increased each year. In 2024, he received an annual bonus of $275,000.
The Analysis
The trial court found that Fred was acting in good faith when making his annual MSPP elections. He was making an investment in the company and demonstrating a long-term commitment to his employer.
The court further found that the bonuses were not used by the parties as income for purposes of establishing or maintaining their marital standard of living in the year the election was made.
Family Code Section 4058, subdivision (a)(1), provides that bonuses are income available for child support calculations. Family Code Section 4320, subdivision (c), identifies earned income as a factor to be considered in determining the amount of spousal support.
No case, however, had been cited by the parties—and the court was unaware of any authority based on its own independent research—that had considered whether a bonus deferred under an MSPP constituted income available for support under California law.
Relying on In re Marriage of Macilwaine (2018) 26 Cal.App.5th 514, Martha argued that an annual bonus, if awarded, constituted income available for support. The court found the argument had some appeal because the company had earmarked the compensation as a cash payout. Fred, however, voluntarily elected to participate in the MSPP, thereby delaying receipt of the cash bonus for four years, when the various stock units would vest. (See also In re Marriage of Cheriton (2001) 92 Cal.App.4th 269.)
In the next issue of Forensic Accounting Today, I will continue with the analysis of this case and include my calculations for child and spousal support, as well as Watts charges.