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Reminder Federal: SSA Releases 2025 Electronic Filing Guidance for W-2 and W-2c Forms

29 Aug

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As a reminder to all employers, the Social Security Administration (SSA) has released the 2025 specifications for electronically filing Forms W-2 and W-2c.

  • These are available on SSA’s website under Publications 42-007 (EFW2) and 42-0144 (EFW2C).
  • Use EFW2C for corrections.


Updates for 2025:

  • Social Security wage base: $176,100.
  • Tax rates: 6.2% for Social Security (up to $10,918.20); 1.45% for Medicare.
  • Additional Medicare Tax: 0.09% on wages over $2,000 (individual) or $2,500 (married filing jointly).
  • Box 11: Report certain deferred compensation.
  • No changes to file format.


Filing Deadlines:

  • BSO file upload: December 8, 2025 – January 31, 2026.
  • BSO registration: Must be completed by December 8.
  • Final W-2 filing deadline: February 2, 2026 (adjusted due to weekend).
  • Corrections: Submit as soon as errors are found.


Important Reminders:

  • Do not submit forms showing only the last four digits of SSNs.
  • All files must be validated using AccuWage Online before uploading.
  • Incorrectly formatted files will be rejected.


Additional IRS Updates:

  • New extension process: Use Form 15397 to request more time to furnish W-2 copies to employees.
  • New OMB number: 1545-0029 now applies to several wage forms.
  • Box 12 limits increased:
    • SIMPLE Plans: $16,500.
    • 403(b) Plans: $26,500.
    • Code G Deferrals: $23,500.
  • Code F and S: Now include Roth SEP and Roth SIMPLE IRA contributions.
  • Penalties: Increased for late or incorrect filings.
  • Disaster relief: Available for affected areas (see IRS website).


For additional information:

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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