Article 27 Section XI of the LISR stipulates that contributions to savings funds are deductible if: On the other hand, the employee may not withdraw money from this fund more than twice a year. In the event that the employer gives the employee the opportunity to withdraw money from the fund more than twice a year, the contributions will be considered part of the salary, subject to the corresponding tax contributions. The savings fund is issued in such a way that, like the savings bank, savings are promoted among employees; the difference is that in the background, the employee and the employer contribute. This number is most often used by companies because not only does it not cause SRI (correct handling and always respecting the limits set by law), but it is also not part of the SDI (Integrated Daily Wage), this for the purposes of the IMSS. These funds are beneficial for both the company and the employee. The company can incorporate them into its social security plan and therefore all money provided to employees is tax deductible if it complies with established guidelines. In return, the worker can use this collective amount as a loan or simply as a savings system. Savings are synonymous with pension provision. Saving can enable them to cope with economic difficulties, long-term goals such as building a legacy, taking advantage of opportunities that come our way (a business, an investment, etc.) and is a fundamental part of financial education. However, saving in Mexico is not common.

In order for the corporation to deduct contributions to the fund and keep them tax-exempt for employees, the option in section 47 of the LHIN is exercised to determine the tax levied on surpluses, which is considered taxable income for employees and not deductible for the business. 1.-Suppose Sebastian has an annual salary of $216,000 and the company in which he works has as an advantage above the law the savings fund of 10% of his salary. In addition, articles 105 and 110 stipulate that all savings are part of the employee`s full salary, so that he himself cannot be subject to embargoes, allowances, discounts or withholding taxes. Having a savings fund in your business is a great benefit to promote better financial planning that will contribute to the future of your employees. This can give them a sense of support and security that impacts their commitment to your organization. Savings are invested in such a way that the worker has a savings system. Employees can contribute up to 13% of their salary to the fund, while the employer usually pays the same or a higher amount. For example, if an employee deposits $750 per month and the employer gives the same amount, the beneficiary has $1,500 in their fund each month. The accumulated amount is usually paid to employees once a year or, if applicable, at the end of the employment relationship. However, beneficiaries may not make withdrawals from their account more than twice a year without affecting their deductibility.

We will come back to this later. As employees, we are entitled to various benefits. Perhaps this can lead to confusion between one and the other. So here we explain them in detail, this time it is the turn of the savings fund. However, the employer can deduct them if he absorbs the ESR, which for this income would correspond to the salary of the employee, which also preserves the exemption of the savings fund for him. The company`s contribution, in turn, may be equal to or different from that of employees, according to the Joint National Committee for wage protection (CONAMPROS). This type of benefit is intended to promote savings among workers, it is also a strategy to unite their savings in a common fund to invest it, and therefore the investment is better. In summary, it can be said that loans to employees, as already mentioned, are specified in the plan of each company, but they are subject to what the law provides in this regard. CONAMPROS states that they are granted with the following characteristics: The savings fund is a benefit superior to the law in which a company and its employee also contribute a percentage to the employee`s savings.

This benefit is a voluntary contribution, if the employee wishes to join the savings bank, the amount or percentage of the discount must be agreed with the company at the beginning of his employment relationship.