No Tax On Overtime

 

Let’s look at the overtime tax changes.

This is one of the provisions from the One Big Beautiful Bill (OBBB) that the president signed on July 4, 2025. It is retroactive to January 1, 2025, and we will be seeing the overtime deductions on individual tax returns filed in 2026 for tax year 2025.

Note that I said “deduction.” As we have discussed before, tax credits are generally worth more than a deduction. The tax impact of a credit is dollar-for-dollar. The tax impact from a deduction depends on your tax rate (if you are at a 22% rate, then your deduction is worth 22 cents on the dollar).  That said, we will take the break.

The key thing here is that the break applies to overtime, so you must be in a job that pays overtime. Multiple parties might address overtime requirements: the federal government, a state government, a union, a voluntary arrangement by your employer, but only the federal definition will work here.

The Code looks at the Fair Labor Standards Act (FLSA), which introduces us to the terms: “exempt” and “nonexempt” employee. Generally speaking, nonexempt employees are required to be paid overtime, whereas exempt employees are not. The overtime pay is defined as 1.5 times the regular pay rate for all hours over 40 and that itself over a 7-day period.

COMMENT: The definition of exempt looks to a duties test (executive, administrative, or professional). A CPA will be considered a professional and therefore exempt for purposes of the FLSA.

Let’s say you are nonexempt under FLSA. You next question should be: how is your overtime computed? The FLSA requires 1.5 times the regular pay rate. Let’s say that your employer pays double time (I wish). How much is your overtime and how much qualifies for the deduction?

EXAMPLE: You make $35/hour and your employer pays double rate for overtime. You have 150 hours of overtime for the year.

150 hours times $35 times 200% = $10,500

That is what you were paid for those overtime hours, but that is not the deduction.

We have previously discussed how the Code likes to take a common term and restrict it by placing “qualified” in front. Your qualified overtime deduction caps out as follows:

150 hours times $35 times 50% = $2,625

Note that the deduction does not apply to the base pay ($35) for your overtime hours. It applies only to the additional pay, and the additional only up to 50% ($35 times 50%). Chances are good that is not the way you think of overtime, but we are talking tax.

COMMENT: Not quite “No Tax On Overtime.”

The FLSA refers to a 7-day period. There are occupations (firefighters come to mind) that are paid on a different cycle. The Code allows for this variation, and we will not discuss it further.

There is a significant reporting issue for 2025 returns to be filed in 2026: the 2025 Form W-2 does not have a box to report “qualified” overtime. In fact, it does not have a specific box to report overtime at all, although an employer may use an available box (probably box 14) to report. The tax bill (OBBA) was signed by the president on July 4, 2025, a bit late into the year to reasonably demand retroactive changes in W-2 reporting. The new 2026 W-2 forms (for returns to be filed in 2027) will be changed to include the amount of qualified overtime.

But what are we to do for the 2025 returns filed in 2026?

First, it is a concern only if you are paid overtime. That knocks out quite a few of us.

Second, I suspect that tax preparers will routinely request a copy of your last 2025 paystub, if you are paid overtime. The stub should have information showing the calculation. Granted, the numbers may have to be reworked, but it is a logical place to start.

Third, your employer might voluntarily provide this information for 2025, in which case you likely have an attachment to your Form W-2. I suppose an employer could alternatively send you to a website for this information. There is a one-time reporting safe harbor for employers: if they tracked your overtime for the second half of 2025 (remember, OBBA was signed July 4, 2025), they can extrapolate to the full 2025 year. This safe harbor goes away for 2026, as employers will be required to track and report actual detail.

COMMENT: There is a somewhat similar W-2 reporting issue for qualified tips. The difference between the overtime deduction and the tips deduction is there is (some) existing tip reporting on the W-2. The tax preparer has a place to start. The preparer has no similar starting place for overtime.

Like the tips deduction, this is not an itemized deduction. You can get this deduction whether you itemize or not.

There is an overall limit on the deduction. If you are single, the limit is $12,500. If you are married, the limit is $25,000.

And this overall limit is reduced if you have too much income. Too much starts at $150,000 for singles and $300,000 for marrieds. Beyond that point, you will phase-out at a dime on the dollar.

If you are married, you will need to file a joint return.

You will need to provide your social security number to claim the deduction. Leave it out and the IRS will automatically revise your tax return and send you a bill.

A bonus will not qualify for this deduction. It must be overtime, even if the bonus is in lieu of overtime. Stand-by or on-call pay will not qualify either.

Like tips, the overtime deduction is for federal income tax only. It will not reduce your FICA taxes, and your state will decide whether you have a state equivalent to the federal tax deduction. Some states will; other states will not.

In case you were wondering: you cannot claim the overtime deduction and the tips deduction on the same income. One or the other, folks.

The deduction has a shelf life of four years. It will go away (unless a future Congress extends it) after the 2028 returns to be filed in 2029.

BTW, you can now revise your 2026 federal Form W-4 (telling your employer how much to withhold) to allow for your expected qualified overtime deduction. You did not have this option (directly; one could get there indirectly) for 2025. Why the difference between 2025 and 2026? Just look to November.

And there you have the new overtime deduction.

A Cannabis Business Offer In Compromise

 

Let’s talk reasonable collection potential (RCP).

If the conversation turns to RCP, chances are good that you owe the IRS and are hoping to settle for less than the full amount. A couple of programs come immediately to mind:

• Offer in Compromise

• Partial Payment Installment Agreement

 As you might guess, the IRS requires paperwork before agreeing to this. The IRS wants to look at your:

• Income

• Expenses

• Assets

• Liabilities

• Future Income Potential

Yes, the process is intrusive. I have had clients balk at the amount of disclosure involved, but in truth it is not much different from what a bank would request. I rarely work with OICs or partial pays these days. Some of it is the client base, but some also reflects past frustration. I have started this process too many times with a client and the first wave of documentation comes in quickly enough; the second wave takes longer. The last wave may take long enough that we must start the first wave over again, and sometimes we never even receive the last wave. It has happened enough that I am now reluctant to get involved, unless it is a client I have known for a while and am confident will follow instructions. The IRS is going reject a partially completed application anyway, so there is no upside to submitting one.

COMMENT: This is a repetitive tactic of the reduce-your-tax-debt mills. They will assemble and file whatever, knowing (or at least should know) that the application will be rejected. That does not matter to them, as they are paid in advance.

The IRS is trying to pin down how much you can pay: the RCP.

And it is not what you may think.

Assets are relatively easy: you must list and value all your assets. You may not want to disclose that restored Corvette or gun collection, but you really should.

Liabilities are tricky. You will submit all your liabilities, but the IRS may not allow them. Credit card debt comes to mind. Let’s just say that the IRS is not overly concerned whether you fail to repay your credit card balances.

Income again is easy, unless you have unusual sources of income. In practice, I have found that the IRS also has difficulty with erratic (think gig) income, sometimes to the point that one cannot get a plan in place.

Expenses can break your heart. Just because you have an expense does not mean that the IRS will allow it. Examples? Think an expensive car lease, private school tuition, even veterinary expenses for an aging dog. For some expense categories, the IRS will look to tables listing normalized allowances for your region of the country. You supposedly can persuade the IRS that your situation is different and requires a larger number than the table. I wish you the best of luck with that.

Future income potential has disqualified many. Let me give an example:

·      A retiree has substantial health issues. It is unlikely that the retiree will (or can) return to work, meaning that current income (sources and amount) is likely all there is into the foreseeable future.

·      A young(er) nurse practitioner is bending under the weight of credit cards, car loan, day care, and aging parents.

The IRS is not going to view the retiree and nurse practitioner the same. One’s earning power is behind him/her, whereas the other likely has many years of above-average earning power remaining. Granted, both may be in difficult straits and both may receive relief, but it is unlikely that the relief will be the same. The retiree may receive an OIC, for example, whereas the nurse practitioner may receive a temporary partial-pay with a two-year revisit. Even then, I anticipate that getting a partial pay for the nurse practitioner is going to be … challenging.

Let’s talk about a recent RCP situation that irritates me. It involves a business.

Mission Organic Center (Mission) is a state legal marijuana dispensary in California.

COMMENT: Two things come into play here. The first is the federal Controlled Substances Act, which classifies cannabis as a Schedule 1 substance. The second is a Code section (Sec 280E) that prohibits businesses from deducting ordinary business expenses from their gross income if the business consists of trafficking in controlled substances. This gives us the odd result of a state-legal business that cannot deduct all its expenses on its federal tax return. Perhaps the state will allow those expenses on its return, but there is no federal equivalent. An accounting firm can deduct its payroll, rent and utilities, by contrast, but a cannabis business cannot (there is an exception for cost of goods sold, but let’s skip that for now).

This raises the question: what is the reasonable collection potential of that cannabis business?

Did you know that there are different accounting methods for different purposes?

Let’s say that you are auditing a Fortune 500 company.  You probably want to keep the accounting on the pavement, something the accounting profession refers to as “generally accepted accounting principles.” Leave the pavement too long or too far and you might have liability issues.

Switch this to the tax return for the Fortune 500, and it is a different matter. The IRS is likely telling you which bad debt – or inventory, or asset capitalization, or depreciation, or deferred compensation, or (on and on) - accounting method to use. The profession calls it “tax accounting,” and that is what I do. I am a tax CPA.

Here is the Supreme Court in Thor Power Tool distinguishing generally accepted accounting income from taxable income:

The primary goal of financial accounting is to provide useful information to management, shareholders, creditors, and others properly interested; the major responsibility of the accountant is to protect these parties from being misled. The primary goal of the income tax system, in contrast, is the equitable collection of revenue; the major responsibility of the Internal Revenue Service is to protect the public fisc. Consistently with its goals and responsibilities, financial accounting has as its foundation the principle of conservatism, with its corollary that "possible errors in measurement [should] be in the direction of understatement rather than overstatement of net income and net assets." In view of the Treasury's markedly different goals and responsibilities understatement of income is not destined to be its guiding light. Given this diversity, even contrariety, of objectives, any presumptive equivalency between tax and financial accounting would be unacceptable.”

Got it: financial accounting provides useful information to stakeholders and tax accounting funds the fisc. Both use the word “accounting,” but they are not the same thing.

Question: what does a business pay bills with?

With cash. Unless somebody is throwing in equity or loaning money, profit is the sole remaining source of cash.

Mission owed a lot of taxes. It submitted an OIC. An IRS Settlement Officer reviewed the OIC and disallowed the Section 280E expenses. The reasoning? The IRS has a policy of disregarding for RCP purposes those business expenses nondeductible under Code Sec. 280E.

I do not see this is an issue of discretion. I see it as a matter of economic reality. Mission needed cash to pay the IRS, and merely making something nondeductible does not create cash. The IRS missed a step here by conflating RCP (an economic measurement of cash) with taxable income (which might mirror cash by luck or accident but then only rarely).

Mission however had a history of filing tax returns without paying. We are not making friends and influencing people here, Mission.

The Tax Court looked at this and decided that the policy was within IRS discretion, and the Settlement Officer did not abuse her discretion by following that policy.

I disagree.

We now have a precedential case that Congressional tax-writing caprice will override an economic evaluation of a business’ ability to generate and retain the cash necessary to pay its tax obligations to the IRS. Let me restate this: Congress - via tax law - can bankrupt you.

Bad facts.

Bad law.

Our case this time was Mission Organic Center v Commissioner, 165 T.C. 13 (2025).