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Iowa Department of Revenue Updates Instructions for Employee Withholding Wages

30 Sep

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Update Applicable to:Effective date
All covered employersSee details below


What happened?

On May 13, 2024, the Iowa Department of Revenue (IDR) issued updated instructions for employee withholding for wages paid in calendar year 2024. 


What are the details?

Previous guidance instructed employers with employees who do not file an updated W-4 using the 2024 IA W-4 to use $40 as the total allowance amount and $0 as the additional withholding amount when calculating these employees’ Iowa withholding amounts.

The IDR has updated its guidance to provide employers with two options to calculate the amount of Iowa employee withholding in situations where the employer has not received a 2024 IA W-4 from an employee:

  • Employers awaiting updated 2024 IA W-4 forms can temporarily use $40 as the total allowance and $0 for additional withholding when calculating employee withholding amounts.
  • For employees with a pre-2024 IA W-4, employers can use the most recent W-4 but must multiply the allowances on line 6 by $40. For example, 6 allowances on a 2023 W-4 equals $240 for 2024 withholding.

For the formula and an example.


Business Considerations

  • Employers should inform employees to submit the updated 2024 IA W-4 form to ensure timely submission and accurate withholding.
  • Employers should ensure their payroll systems are updated to manage the new withholding calculations and any temporary measures.


Source References


Resources

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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