S-corp Tax Savings for Chiropractor in CO

Running an S corporation can lower self-employment taxes by splitting pay into W-2 salary and distributions, but the IRS expects that salary to be reasonable for the work performed. This guide gives a practical, planning-first framework for a Chiropractor in Colorado, plus the official sources your CPA will want to see.

Last reviewed: January 15, 2026.

Key takeaways

• The IRS expects shareholder-employees to take reasonable wages before distributions.
• Reasonable compensation is fact-specific: role, hours, revenue drivers, and comparable market pay matter.
• Use a documented range (not a single number) that your CPA can defend.

State tax snapshot

• Colorado S corporations file a Partnership and S Corporation Income Tax Return (DR 0106) for any year they do business in Colorado. (https://tax.colorado.gov/business-organizational-structure)
• If a corporation is an S corporation for federal income tax purposes, it is an S corporation for Colorado income tax purposes, and Colorado does not tax S-corp income at the entity level. (https://tax.colorado.gov/business-organizational-structure)
• For tax years 2022 and later, the Colorado individual income tax rate is 4.4%. (https://tax.colorado.gov/individual-income-tax-guide)

Role & revenue drivers

Chiropractors split time between patient care, treatment planning, and clinic operations. Revenue drivers typically include patient volume, payer mix, and treatment complexity.

State + profession context

Chiropractor owners are usually hands-on clinicians, so the same person delivers care and runs the business. Your time often splits between patient visits, care plan follow‑through, documentation, and running the clinic (staffing, scheduling, and compliance). If you’re the only provider, the role leans heavily clinical; if you manage additional providers, the leadership component grows quickly. Use the OEWS wage range as an anchor, then adjust for the real scope you carry: patient load, complexity, and operational oversight. The goal isn’t a perfect number; it’s a defensible range your CPA can validate from the facts you keep on file. Documenting time allocation and responsibilities is often the deciding factor.

Compensation benchmark (SOC)

• SOC code: 29-1011 (Chiropractors).
• BLS OEWS (May 2024 release) annual median wage in Colorado: $80,900; 25th–75th percentile range: $64,490–$90,840. (https://data.bls.gov/oes/)

Note: OEWS May 2024 was released on April 2, 2025. (https://www.bls.gov/oes/update.htm)

What "reasonable compensation" means

Reasonable compensation is the wage you would pay someone else to do your job under similar conditions. The IRS looks at duties, experience, time spent, and what comparable roles earn, not a fixed percentage of profit. Use multiple data points to defend a range, not a single number.

A clean framework

1. Define the role. Capture what you actually do: patient load, care plan oversight, clinic operations, and business development.

2. Benchmark a range. Use BLS occupational wage data plus any industry surveys or local comps your CPA trusts. Focus on state-level data where possible.

3. Model the split. Pay the reasonable wage as W-2 salary; treat the remaining profit as distributions only after the wage is defensible.

4. Document the rationale. Keep your notes, sources, and calculations with the tax file so your CPA can defend the position.

Example scenario

Example: A Colorado chiropractor who spends most hours on patient care but also manages staff can justify a wage range that reflects both clinical and operating duties. Document the split and anchor the range to OEWS state data, then review it with your CPA before setting distributions.

Decision checklist

• Did income or services change materially this year?
• Do you have a defensible compensation range for a Chiropractor in Colorado?
• Is the documentation clear enough to share with your CPA?
• Have you documented how time is split across delivery, management, and growth?

Questions to ask your CPA

• What compensation range is defensible for my role and hours?
• How do Colorado-specific filing requirements affect the split?
• What documentation would you want if the IRS asked for support?

FAQ

Do I need a separate state S election in Colorado? Colorado recognizes the federal S‑corporation election for state income tax purposes, but you still need to meet Colorado registration and DR 0106 filing requirements. Confirm details with your CPA. (https://tax.colorado.gov/business-organizational-structure)

Should I use national or Colorado wage data? Colorado or local wage data is more defensible when available; the OEWS database provides state‑level benchmarks you can cite. (https://data.bls.gov/oes/)

What documents should I keep? Keep a role description, time allocation notes, and compensation benchmarks; the IRS focuses on duties and comparable wages when evaluating reasonableness. (https://www.irs.gov/businesses/small-businesses-self-employed/s-corporation-compensation-and-medical-insurance-issues)

Related resources

• S-corp Reasonable Compensation Guide
• Year-End Tax Projection
• Estimated Tax Catch-Up
• Tax Optimization

Next step

Use the S-corp Reasonable Compensation Guide to draft your range, then bring it to your CPA for validation.

Compliance note

This guide is for planning and coordination only. It does not provide tax or legal advice. Confirm details with a qualified professional.

Sources

• https://www.irs.gov/businesses/small-businesses-self-employed/s-corporation-compensation-and-medical-insurance-issues
• https://data.bls.gov/oes/
• https://www.bls.gov/oes/update.htm
• https://tax.colorado.gov/business-organizational-structure
• https://tax.colorado.gov/individual-income-tax-guide