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.
HR challenges

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

Reshoring Manufacturing: Why Tariffs Alone Won’t Bring Jobs Home

As the U.S. government doubles down on reshoring with a new wave of tariffs, manufacturers are once again under the microscope. But while headlines stir patriotic momentum, a more practical question emerges: Is America’s manufacturing sector, and more critically, its workforce infrastructure, truly ready for a domestic resurgence?

“The 2025 Kearney Reshoring Index fell by 311 points, signaling a sharp slowdown despite growing political pressure.”

Despite executive mandates and policy incentives, reshoring is not accelerating. It’s stalling. And one major reason stands out clearly: the people required to make it work.

Beyond Policy: The Workforce Behind the Production Line

Tariffs can shift economic levers, but they cannot train welders, recruit machinists, or build engagement programs in forgotten factory towns. Reshoring is not just about capital; it is about human capital. And that’s where the current strategy is weakest.

The U.S. manufacturing labor force is strained. Experienced workers are aging out, new entrants into the trades are scarce, and geographic labor shortages complicate multi-site expansions. In this environment, reshoring requires more than tax breaks. It demands a complete rethink of how we find, train, and retain talent.

That means manufacturers must take an integrated approach to:

  • Recruit both skilled and entry-level talent through modern sourcing methods
  • Reskill and upskill existing teams for next-generation manufacturing roles
  • Build strong cultures that retain workers, especially in post-industrial regions
  • Implement HR technology to manage scale without increasing administrative burden

At PeopleWorX, we’re helping manufacturers modernize workforce operations so hiring, training, and compliance can keep pace with production demand.

Reshoring Sentiment vs. Execution: A Widening Gap

According to Kearney, reshoring announcements are outpacing actual outcomes. Ambitious plans remain unrealized, primarily due to workforce limitations.

Only 11% of reshoring projects announced in 2024 have reached full operational capacity by mid-2025.

CEOs consistently cite labor availability as one of the top three reasons reshoring initiatives stall. The challenge is especially acute in sectors like semiconductors and electric vehicles, where specialized skillsets are essential but rare.

Redirecting financial capital is straightforward. Rebuilding human capital takes time, coordination, and the right systems.

HR Automation: The Hidden Engine of Reshoring

For reshoring to work at scale, manufacturers need more than workers. They need workforce infrastructure. That means automating the administrative burdens that slow down hiring, onboarding, scheduling, and compliance.

Picture this: a manufacturer opens three new facilities in two states. Each site must comply with local labor laws, onboard staff quickly, manage timekeeping, and track training progress. Doing this manually creates unnecessary delays and increases risk.

PeopleWorX helps solve this with HR automation that delivers:

  • Faster hiring through job posting, screening, and scheduling automation
  • Compliance at scale by applying local, state, and federal labor laws to workforce systems manufacturing roles
  • Real-time shift management for visibility into labor usage
  • Self-service tools that give employees easy access to pay, schedules, and benefits
  • Predictive workforce analytics to identify attrition risks, training gaps, and scheduling challenges

“Manual HR processes do not scale. Automation is now just as essential as robotic arms on the factory floor.”

What History Teaches Us About Industrial Transformation

This isn’t America’s first attempt to reinvigorate domestic industry. After World War II and again in the 1980s, U.S. manufacturing rebounded not because of tariffs, but because of coordinated investments in people.

Those successes were built on:

  • Public funding for vocational training
  • Strong union-backed apprenticeship programs
  • Strategic partnerships between industry, local governments, and education systems


These approaches worked because they aligned labor supply with production demand. Today’s reshoring movement requires the same commitment, combined with modern tools for workforce management and data-driven planning.

A Generational Commitment, Not a Quarterly Win

Reshoring is not just a logistical shift. It is a generational transformation. To rebuild American manufacturing, we need to stop treating workforce development as an afterthought and start building it into the foundation of every reshoring strategy.

This means:

  • Partnering with technical schools and community colleges to develop talent pipelines
  • Modernizing apprenticeship models to balance classroom learning with on-the-job experience
  • Implementing scalable HR platforms that support cross-location workforce management
  • Making labor market readiness a core criterion in site selection and expansion decisions

“No workforce means no factory. Site selection must begin with people, not just property.”

Reshoring Success Requires a People-First Foundation

Tariffs and legislation may start the conversation, but people operations will determine whether reshoring delivers long-term results. If we want to bring production home, we must bring people strategy with it.

At PeopleWorX, we believe strong businesses begin with people, and with the systems that support them.

How PeopleWorX Helps Manufacturers Build Workforce Infrastructure

Our HR and payroll automation platform helps manufacturing leaders:

  • Streamline hiring and onboarding across multiple job sites
  • Automate compliance with wage laws and employment regulations
  • Manage shift schedules, time tracking, and cost allocations
  • Support ongoing training through integrations with learning management systems
  • Monitor workforce KPIs for smarter planning and reduced turnover

Whether you are scaling operations or launching reshoring initiatives, PeopleWorX helps manufacturers build the people infrastructure necessary for long-term success.

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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