Obtaining Tax-Exempt Status for Nonprofits

tax exempt

Starting a nonprofit is more than just pursuing a passion, it’s about creating a lasting impact. It comes with challenges, especially the financial challenge of carrying out the day-to-day operations. A tax-exempt status frees your organization from the burden of paying federal income taxes and opens doors to increased credibility, donor trust, and access to grants.

Whether you’re launching a nonprofit organization or want to understand how tax exemption works, this article is for you.

Let’s get started.

What is Tax Exemption for Nonprofits?

Tax exemption means paying no taxes for a certain income, item, or transaction. Unlike for-profit organizations, nonprofits do not pay federal taxes on their income. These organizations include charitable, religious, scientific, and educational institutions. Under section 501(c)(3), these organizations are exempt from paying federal income taxes. They are still entitled to pay federal corporate taxes for Unrelated Business Income(UBI).

What is the requirement?

Section 501(c)(3) is not for all the organizations. There are some requirements from the IRS to be tax-exempt. They are:

What are the benefits of having tax-exempt status?

Obtaining 501(c)(3) status offers several advantages:
  • Exemption from Federal Income Tax: The organization is exempt from federal income tax on income related to its exempt purposes.
  • Tax-Deductible Contributions: Donors can deduct contributions to the organization on their federal income tax returns, encouraging more substantial and frequent donations.
  • Eligibility for Grants: Many foundations and government agencies require 501(c)(3) status as a prerequisite for grant eligibility.
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Application process:

To apply for 501(c)(3) status, an organization must:
  • Establish a Legal Entity: Form a corporation, trust, or unincorporated association under state law.
  • Obtain an Employer Identification Number (EIN): Apply for an EIN from the IRS.
  • Complete and Submit Form 1023: File Form 1023, “Application for Recognition of Exemption Under Section 501(c)(3) of the Internal Revenue Code,” or the streamlined Form 1023-EZ, if eligible.
  • Pay the User Fee: Submit the required user fee with the application.
The IRS will review the application to ensure that the organization meets the requirements for tax-exempt status. If approved, the IRS will issue a determination letter recognizing the organization’s exempt status.

Maintaining compliance

After obtaining 501(c)(3) status, organizations must adhere to ongoing compliance requirements, including:

  • Annual Reporting: File the appropriate version of Form 990 annually to report financial information and activities.
  • Operational Restrictions: Continue to operate by the exempt purposes and restrictions outlined by the IRS, including limitations on political and lobbying activities.
  • Public Disclosure: Make certain documents, such as the application for tax-exempt status and annual returns, available for public inspection.
Failure to comply with these requirements can result in penalties or revocation of tax-exempt status.
Achieving 501(c)(3) tax-exempt status is a significant step for nonprofit organizations, providing benefits that can enhance their ability to serve their communities. However, it also comes with responsibilities to maintain compliance with IRS regulations. Organizations should carefully consider these factors and seek professional guidance when applying for and maintaining tax-exempt status.

State unemployment taxes (SUTA) for nonprofit organizations

In addition to federal tax exemption requirements, nonprofit organizations must also comply with state-specific regulations, including State Unemployment Taxes (SUTA). While 501(c)(3) organizations are generally exempt from the Federal Unemployment Tax Act (FUTA), they are often still responsible for SUTA. Here’s a detailed look at what this entails:.

What is SUTA?

State Unemployment Taxes (SUTA) are taxes that employers must pay to fund the state unemployment insurance program. This program provides temporary financial assistance to employees who lose their jobs through no fault of their own.

Requirements for nonprofits:
  • Registration: Nonprofit organizations must register with their state’s unemployment insurance program. This process usually involves submitting an application and obtaining a state-specific employer identification number.
  • Quarterly Reporting: Most states require nonprofit organizations to file quarterly reports detailing employee wages and the amount of SUTA owed. These reports ensure that the state has accurate and up-to-date information on the organization’s employment and payroll activities.
  • Paying SUTA: Nonprofits are generally required to pay SUTA based on a percentage of each employee’s wages, up to a certain limit. The exact rate and wage base can vary by state and are often determined by the organization’s unemployment insurance experience rating.
  • Reimbursement Option: In many states, nonprofit organizations have the option to reimburse the state for actual unemployment benefits paid to former employees instead of paying quarterly SUTA taxes. This option can be beneficial for nonprofits with stable employment and low turnover rates but may pose a risk if unexpected layoffs occur.

Failure to comply with SUTA requirements can result in penalties, interest charges, and potential loss of tax-exempt status. Nonprofits should seek professional guidance to navigate these complex regulations and ensure compliance.

How PeopleworX can help nonprofits

As a company that has successfully helped small businesses and nonprofits for over 15 years, our experts can help you from compliance to managing your grants.

By streamlining payroll and HR processes, you can focus more on the mission and less on administrative burdens. PeopleWorX can help prevent costly mistakes that could jeopardize your tax-exempt status. We will guide you through IRS requirements for maintaining tax-exempt status, in addition to advising you on your local SUTA requirements.

PeopleWorX can help nonprofits determine if they qualify for payroll tax exemptions (e.g., FUTA exemptions) and assist in the process.

Our system can help you track restricted funds to ensure they are used for their intended purpose, which is critical for grant compliance. We can help you with detailed payroll and HR records demonstrating proper fund usage for audits.

Need more information? Talk to us today and learn how we can help your organization.

If you need help with workforce management, please contact PeopleWorX at 240-699-0060 | 1-888-929-2729 or email us at HR@peopleworx.io

Supporting Employees Through Uncertain Times: A Guide for Small Business Leaders

uncertain times

In today’s interconnected world, even seemingly distant events can land close to home. News cycles don’t pause for business hours, and the emotional toll of global unrest often filters into the workplace, especially in close-knit teams. For small and mid-sized businesses, where relationships run deep and roles are often stretched thin, these moments can create quiet tension that undermines morale and productivity.

Leaders don’t need to have all the answers when the world feels heavy. But they do need to be present. Offering steady, compassionate leadership is not about making public statements or launching new initiatives. It’s about meeting people where they are through empathy, flexibility, and a commitment to emotional safety.

Here’s how thoughtful leadership can make all the difference when the world outside feels uncertain.

1. Acknowledge Without Overcommitting

In difficult times, silence can be misinterpreted as indifference. While small businesses may not issue formal communications like large corporations, leaders should still create room for recognition and care.

Even a brief message at a team meeting, a check-in email, or a quiet note of appreciation can help employees feel seen. These gestures aren’t about taking sides or offering commentary. They’re about validating that life doesn’t pause at the office door, and neither does the emotional weight employees may be carrying.

A supported team is resilient. According to the U.S. Surgeon General, 84% of workers say workplace conditions affect their mental health, and 81% will seek out supportive employers in the future.

Tip: If you’re unsure how to begin, a simple acknowledgment like, “I know many of us are carrying a lot right now. Please know it’s okay to take a breath and care for yourself today,” can be both grounding and powerful.

2. Empower Managers to Be Present

Middle managers are often the emotional first responders in a workplace, but they don’t always feel equipped to lead through emotional complexity. Give managers permission to slow down and model care.

Encourage one-on-one check-ins, flexible deadlines, and attention to behavioral changes that may signal distress. It can also be helpful to offer talking points or light-touch training on identifying stress cues, asking open-ended questions, and knowing when to recommend time off or additional support.

A meta-analysis published in the Journal of Leadership & Organizational Studies shows leader empathy “increases performance by increasing follower job satisfaction and fostering innovation”. Similarly, emotionally intelligent leadership boosts workplace satisfaction across teams as reported by several global academic and government institutions.

Remember: managers set the tone for the teams they lead. If they feel safe showing care, their teams will feel safer receiving it.

3. Make Mental Health Resources Easy to Access

Don’t wait for someone to ask. During stressful times, many employees won’t know what’s available, or may not feel comfortable seeking it out. That’s why it’s critical to clearly re-surface any mental health supports you offer, even if they’re informal.

One peer reviewed article in the The Journal of Occupational and Environmental Medicine confirms that poor mental health reliably correlates with lost productivity, through both absenteeism and presenteeism, and that workplace policies help reduce this impact. The US Surgeon General also highlights leadership support and robust benefits as one of eight best practices for workplace mental health.

If your business has an Employee Assistance Program (EAP), promote it directly. If not, offer no-questions-asked PTO, encourage mental health days, or simply let employees know that it’s okay to take a break.

Proactive, normalized support builds trust. When you name these options aloud, you lower the stigma and open the door to real relief.

4. Adapt Internal Communication Tone and Pace

Work communication carries weight, especially when employees are already carrying emotional burdens. Fast-paced updates, hard deadlines, and dense emails can add to the overwhelm.

Research shows that workplaces with a strong psychosocial safety climate, where psychological health is clearly prioritized, see significant drops in absenteeism and higher productivity.

Consider dialing back nonessential messages or softening the tone of recurring updates. Pause internal initiatives that may feel out of sync with the emotional climate. Be mindful of the language used in Slack channels or project briefs. A little thoughtfulness goes a long way in reducing cognitive load and preserving energy.

Consistency and calm are your communication goals.

5. Respect That Everyone Responds Differently

Not all employees will react the same way to world events, and that’s okay. Some may feel anxious or distracted. Others may choose to disengage entirely. Both are valid responses.

Avoid framing a workplace response as a shared emotional journey. Instead, offer opt-in resources, be flexible with participation, and make space for a wide range of feelings. Inclusivity means supporting both those who are emotionally impacted and those who are not.

Studies on empathy show leaders who adapt to individual emotional needs foster improved engagement, retention, and innovation .

A strong culture prioritizes psychological safety, allowing individuals to contribute authentically in whatever capacity they can.

Leadership in Times of Uncertainty

Running a business comes with enough complexity on a good day. But when the outside world feels unpredictable, the human side of leadership becomes even more important.

You don’t need sweeping policies or polished statements. You need presence. You need empathy. You need the awareness to lead with people in mind.

At PeopleWorX, we believe strong businesses are built on trust, resilience, and care. When leaders take the time to support employees during difficult moments, large or small, they create the kind of workplace where people thrive, even through uncertainty.

If your team needs help thinking through mental health policies, communication strategies, or manager coaching, we’re here to support you. Because your People Matter.

If you need help with workforce management, please contact PeopleWorX at 240-699-0060 | 1-888-929-2729 or email us at HR@peopleworx.io
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