WealthRunning 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 Consultant in New York, plus the official sources your CPA will want to see.
Last reviewed: January 21, 2026.
If your role or income shifted this year, assume the salary range should move too.
Consultants often blend billable delivery with sales, scoping, and account management. Compensation should reflect both client-facing execution and business development time.
Consultants split billable delivery with sales, scoping, and client management, which makes income lumpy across quarters. Your role often shifts between execution and relationship ownership depending on pipeline health. New York’s receipts-based fixed minimum tax creates a clear floor even in lighter revenue years. Dense markets and higher staffing costs can shift the reasonable-compensation range upward for owner-operators. Use the OEWS wage range as an anchor, then sanity-check it against local hiring realities and your exact responsibilities. The goal isn’t a perfect number; it’s a defensible narrative your CPA can validate with your file. Documenting time allocation and responsibilities is often the deciding factor in a defensible range.
Note: OEWS May 2025 was released on May 15, 2026 (latest available as of June 11, 2026). (https://www.bls.gov/oes/update.htm)
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.
Define the role. Capture what you actually do: client/patient load, revenue responsibility, admin oversight, and business development.
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.
Model the split. Pay the reasonable wage as W-2 salary; treat the remaining profit as distributions only after the wage is defensible.
Document the rationale. Keep your notes, sources, and calculations with the tax file so your CPA can defend the position.
Example: A New York consultant who is 60% billable and 40% sales/strategy work should document hours and engagement mix to support a defensible salary range.
Do I need a separate state S election in New York? Many states require additional registration or elections beyond the federal S election. Confirm the New York requirements with your CPA and the state tax authority.
Should I use national or New York wage data? State or local data is typically more defensible when available. Use BLS data and any reputable industry surveys your CPA prefers.
What documents should I keep? Time allocation notes, comparable wage sources, and written rationale for the salary range are the most common requests.
Use the S-corp Reasonable Compensation Guide to draft your range, then bring it to your CPA for validation.
This guide is for planning and coordination only. It does not provide tax or legal advice. Confirm details with a qualified professional.