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Put your payroll tax compliance in CPA hands. Tell us how your payroll runs today and we will check your deposit timing, filings, and classifications, then tell you where the gaps are. No obligation.
Most payroll problems do not start with bad intentions. They start with a handoff that nobody owns.
The bookkeeper assumes payroll is handled, the CPA sees the numbers after the fact, and the owner trusts the process. Meanwhile a deposit slips, a contractor gets misclassified, or a state registration never gets filed.
Dimov Tax sits between the raw payroll data and the tax return: we manage the filings, review classifications, and keep every deposit on time. When something changes, a new state or a new hire, we catch it before it becomes a penalty notice.
Our payroll tax services cover the full compliance cycle:
The point is not more filings. It is no surprises from the IRS.
If your payroll is currently handled by a payroll processor, we work alongside that system. The processor runs the checks. We own the compliance layer: the filings, the classifications, the timing, and the connection back to your tax return.
We work in three steps, and we stay in the loop after the setup is done.
We map your filing history, deposit schedule, classifications, and every state you run payroll, then flag the gaps.
We manage federal deposits, file Form 941 and Form 940, register and file in each state, and review classification at hire.
Your CPA lines up reasonable compensation, bonuses, and multi-state withholding with your tax position.
Payroll tax work is priced by scope, not a flat rate, since no two situations carry the same risk. The drivers are how many employees you run and how often you pay them, how many states you file in, whether classification or back-filing needs cleanup, and whether your S-corp compensation needs an annual review.
A single-state employer on a steady payroll sits at one end; a multi-state workforce with contractor questions and unfiled registrations at the other. We scope to what your payroll actually requires and quote it directly.
Find the gaps in your payroll tax filings before the IRS does. We will tell you quickly whether anything needs fixing. Confidential, no obligation.
Payroll tax compliance is a set of overlapping deadlines, rates, and forms that interact with each other, and with your income tax position, at the same time. In practice, it covers federal deposit schedules, Form 941 and Form 940 filings, state registrations, and worker classification:
Monthly or semi-weekly timing
Quarterly wage reconciliation
Annual unemployment tax
Every jurisdiction you pay in
Employee or contractor
Some payroll tax penalties are simply expensive. The trust fund recovery penalty is the one that gets personal: the IRS can assess the unpaid amount against an owner, officer, or bookkeeper individually, even after the business closes. We cover how it works, and how to defend against it, on our trust fund recovery penalty page.
One of the most expensive payroll tax mistakes is not a late payment at all. Treat a worker as a contractor, have the IRS later call them an employee, and you owe the back payroll taxes, plus interest and compounding penalties.
Audits in this area tend to come from a few places:
By the time any of those happen, the exposure is already fixed.
We review classification at the time of hiring, not after the relationship is already established.
Remote hires create payroll tax obligations in every state someone works in, often from the first day: registration, withholding, and unemployment insurance, each with its own rules. Get it wrong and the state notices arrive all at once. Our multi-state payroll tax compliance page has the full picture; either way, we handle the registrations and filings.
A payroll tax service that operates in a silo misses half the problem.
The connection shows up in year-end bonuses, deferred compensation arrangements, and retirement plan contributions that reduce payroll-related taxable income.
At Dimov Tax, the CPA who understands your return is also aware of how the payroll is structured. That connection is the difference between a payroll function that is technically compliant and one that is actually working for the business.
“Reasonable compensation” reads like guidance, but the IRS treats it as a test: S-corp owners who work in the business must pay a market-rate salary, and paying below-market to dodge payroll taxes is a recognized audit trigger. The number is a judgment, documented before the return is filed.
The salary question for S corporation owners comes up on almost every return we touch. The answer is not the lowest defensible number. It is the number that holds up if someone asks about it in three years.
Payroll tax sits between systems. Your bookkeeper, your payroll processor, and your CPA each assume someone else owns compliance. A CPA firm owns it outright.
The penalties are personal. The trust fund recovery penalty can follow an owner, officer, or bookkeeper individually, not just the business.
Classification and multi-state are judgment calls. Worker status and state nexus turn on facts, not formulas, and a licensed CPA is who you want making and documenting them.
It connects to your return. The same firm that files your return lines up reasonable compensation, bonuses, and withholding with your wider tax position.
Most businesses call after something has already gone wrong: a notice arrived, a contractor disputed their status, or a registration was never completed.
Those situations are recoverable, but fixing a payroll tax problem after the fact, the back taxes, penalties, interest, and time, consistently costs more than getting it right up front.
This is worth a conversation if you:
Need broader tax planning, entity structure, or help with an IRS notice? That is where our wider advisory work picks up, and most clients start with payroll.
Talk to Dimov Tax about your payroll structure, your filing history, and where the gaps might be.
