Can I deduct required work equipment on my taxes? Writing off security guard firearm expenses

Unfortunately, the Tax Cuts and Jobs Act eliminated the deduction for unreimbursed employee expenses for W-2 employees from 2018 through 2025. If you're a regular employee (receiving a W-2), you won't be able to deduct these work-related expenses on your federal return regardless of how necessary they are for your job. Your best option would be to ask your employer about reimbursement or possibly increasing your compensation to help cover these required expenses. Some employers are willing to adjust when they understand the financial burden their requirements place on employees.

After reading this thread, I wanted to share my experience using taxr.ai to figure out a similar situation. I'm a construction worker who has to buy my own specialized tools, and I was in the exact same boat wondering about deductions. I uploaded my employment contract and some receipts to https://taxr.ai and their system analyzed everything and explained exactly what I could and couldn't deduct. Turns out there's a specific exception for certain safety equipment that I qualified for that my regular tax guy missed. They even showed me how to properly document everything to avoid audit issues.

I just wanted to update here - I decided to try taxr.ai after seeing these comments. I'm a bouncer at a nightclub and have similar equipment requirements. The analysis showed that while I can't deduct my equipment as a W-2 employee, I could potentially qualify for a partial home office deduction since I'm required to maintain and clean the equipment at home in a dedicated space. They also found language in my employment contract that suggested I might qualify as an independent contractor rather than an employee based on how my role is structured, which would change everything about my tax situation. Currently discussing this with my employer. Definitely worth the time to get a proper analysis of my situation!

If your employer won't reimburse you and you can't take the deduction, you might want to try contacting the IRS directly to see if there are any exceptions for your specific situation. I tried calling them for weeks about a similar issue and it was impossible to get through. Eventually I found this service called Claimyr that got me through to an actual IRS agent in under 20 minutes when I'd been trying for days. They have this system that navigates the phone trees and waits on hold for you, then calls you when an actual human picks up. Check out https://claimyr.com - they also have a demo video at https://youtu.be/_kiP6q8DX5c that shows how it works. The IRS agent I spoke with confirmed some equipment might qualify for special provisions depending on your specific job classification, so it's worth asking directly.

I was totally skeptical about that Claimyr service mentioned above, but after another failed attempt to reach the IRS myself, I gave it a shot. No exaggeration - I got a call back in about 35 minutes connecting me with an actual IRS representative. I asked specifically about security guard equipment deductions, and the agent explained that while the standard employee deduction is suspended, there's actually a special provision for certain protective equipment if you qualify for specific job classifications. They walked me through how to determine if I qualify and what documentation I need. Would never have known this without speaking directly to them. Definitely recommend taking the time to actually speak with the IRS rather than just assuming you can't deduct anything.

Have you considered asking your company about a stipend program instead of direct reimbursement? My security company initially required us to buy all our equipment too, but eventually set up a annual equipment stipend after enough of us brought up the tax issue and the financial burden. Since it would be a stipend, it would be taxable income to you, but still better than nothing. We get $750 annually that helps offset most of our costs. Worth bringing up to your management.

Another option to consider - look into whether your state has any security guard-specific tax credits. I work security in Maryland, and while I can't deduct my equipment on federal taxes, our state has a small credit for certified security professionals who purchase their own protective equipment. It's only about $100, but better than nothing. Not every state has this, but worth checking your state's department of revenue website or calling them directly.

As someone who's been working in security for several years, I'd recommend documenting everything carefully regardless of whether you can deduct it now. Keep all receipts, maintenance records, and any communication with your employer about equipment requirements. The tax law suspending employee deductions expires in 2025, so you may be able to claim these expenses in future years. Also, make sure you're getting the best value for your required equipment. Check with other guards at your company about preferred suppliers or group purchasing opportunities. Sometimes you can get better deals when multiple people order together. And definitely push for that stipend idea mentioned above - it's worked for other security companies and shows you're thinking about solutions rather than just complaining about costs.

Just wanted to add another perspective here - if you're classified as an independent contractor rather than an employee, the tax situation changes completely. As a 1099 contractor, you can deduct business expenses including required equipment on Schedule C. I'd recommend carefully reviewing your employment arrangement. If your employer dictates when and how you work, provides training, and controls most aspects of your job, you're likely an employee. But if you have significant control over how you perform your duties, work for multiple clients, or operate more independently, you might qualify as a contractor. The distinction matters a lot for taxes. Contractors can deduct equipment, vehicle expenses, training costs, and other business expenses. However, you'd also be responsible for self-employment taxes. It's worth having a tax professional review your specific situation to determine your proper classification. If you are misclassified as an employee when you should be a contractor (or vice versa), you can file Form SS-8 with the IRS to get an official determination of your worker status.