The Qualified Business Income (QBI) deduction under Section 199A allows owners of pass-through businesses — sole proprietorships, S-Corps, LLCs, and partnerships — to deduct up to 23% of their qualified business income starting in 2026, permanently extended and enhanced under the OBBBA. The full deduction is available if taxable income is below approximately $197,300 (single) or $394,600 (married filing jointly).

Yes. S-Corp owners can claim the QBI deduction on their share of the S-Corp's qualified business income. However, W-2 wages paid to yourself as an S-Corp employee are not included in QBI — only the pass-through profit qualifies.

It depends on income. Consultants are classified as a "specified service trade or business" (SSTB), which means the QBI deduction phases out above approximately $197,300 (single) or $394,600 (married) in 2026. Below those thresholds, consultants get the full 23% deduction.

Yes — the OBBBA permanently extended and enhanced the QBI deduction, increasing it from 20% to 23% starting in 2026. It no longer faces a sunset date. This is one of the most significant permanent tax changes for self-employed individuals and pass-through business owners.

The basic calculation is 23% of your qualified business income, limited to the lesser of 23% of QBI or 50% of W-2 wages paid by the business (or 25% of W-2 wages plus 2.5% of qualified property). For most small business owners below the income thresholds, the calculation is simply 23% of net business income.

The QBI deduction (Section 199A) allows owners of pass-through businesses (sole proprietorships, partnerships, S-Corps, and some trusts) to deduct up to 23% of their qualified business income from federal taxable income starting in 2026, permanently extended and enhanced under the OBBBA. Employees and C-Corp shareholders do not qualify.

SSTBs are businesses in fields like law, health, financial services, accounting, actuarial science, performing arts, consulting (in the narrow IRS sense), athletics, and brokerage services. For SSTB owners with income above the phase-out thresholds (approximately $197,300 single / $394,600 MFJ in 2026), the QBI deduction phases out completely. Below the threshold, SSTB owners get the full deduction. The "consulting" SSTB is narrowly defined — many business advisors and management consultants do not qualify as SSTBs.

For non-SSTB businesses, the deduction is limited to the greater of: (a) 50% of W-2 wages paid by the business, or (b) 25% of W-2 wages plus 2.5% of the unadjusted basis of qualified property. These limitations apply when taxable income exceeds approximately $197,300 (single) or $394,600 (MFJ) in 2026. Below these thresholds, the full 23% deduction applies without the W-2 wage limitation.

For S-Corp owners, the QBI deduction applies to the S-Corp's qualified business income — which is the net income after the owner's reasonable salary is deducted. The salary itself is not QBI. This creates a tension: a lower salary increases QBI (and the deduction) but also increases the W-2 wage limitation at higher income levels. Uncle Kam can model the optimal salary to maximize the combined QBI deduction and SE tax savings.

Yes — the OBBBA permanently extended and enhanced the QBI deduction, increasing it from 20% to 23% starting in 2026. It no longer faces a sunset date. This is one of the most significant permanent tax changes for self-employed individuals and pass-through business owners.

Section 179 allows businesses to immediately deduct the full cost of qualifying equipment, vehicles, and software in the year of purchase instead of depreciating it over multiple years. The 2026 deduction limit is $1,250,000, phasing out dollar-for-dollar above $3,130,000 in total equipment purchases.

Qualifying property includes machinery, equipment, computers, office furniture, software, and certain vehicles. The property must be used more than 50% for business purposes. Improvements to commercial buildings (HVAC, roofing, security systems) also qualify under Section 179.

Yes, but passenger vehicles have annual deduction limits (approximately $13,200 in 2026 for cars). However, heavy SUVs and trucks with a GVWR over 6,000 lbs have a much higher Section 179 limit ($31,300 in 2026), and with 100% bonus depreciation restored under the OBBBA, heavy vehicles over 6,000 lbs can be fully expensed with no cap.

Section 179 is limited to your business's taxable income (you cannot create a loss with it), while bonus depreciation can create or increase a net operating loss. Section 179 gives you more control over which assets to expense, while bonus depreciation applies automatically to all qualifying assets unless you elect out.

Section 179 is limited to your business's net taxable income — it cannot create a loss. Any unused Section 179 deduction carries forward to future years. If you need to create a loss, bonus depreciation is the better tool since it has no income limitation.

As a sole proprietor, you pay 15.3% self-employment tax on all net profits. As an S-Corp owner, you pay yourself a reasonable salary (subject to payroll taxes) and take the remaining profit as a distribution — which is not subject to self-employment tax. On $150,000 in profit, this can save $10,000–$20,000/year.

The IRS requires S-Corp owner-employees to pay themselves a "reasonable compensation" — roughly what you would pay a third party to do your job. The IRS looks at industry benchmarks, the services you provide, and the profitability of the business. Underpaying yourself is a major audit trigger.

The S-Corp election typically makes financial sense when your net self-employment income exceeds $50,000–$60,000/year. Below that threshold, the administrative costs (payroll processing, additional tax filings) often exceed the SE tax savings.

Yes. An LLC can elect to be taxed as an S-Corp by filing IRS Form 2553. The LLC retains its legal structure while being treated as an S-Corp for tax purposes. This is one of the most common and effective tax elections for small business owners.

S-Corps require running payroll, filing quarterly payroll tax returns, and paying additional accounting fees. They also have restrictions: no more than 100 shareholders, all shareholders must be US citizens or residents, and only one class of stock is allowed. For most small businesses, the tax savings far outweigh these administrative requirements.

Yes. If you use your car for business purposes, you can deduct either the standard mileage rate ($0.725/mile in 2026) or your actual vehicle expenses (gas, insurance, repairs, depreciation) multiplied by the business-use percentage. You must keep a mileage log documenting the date, destination, business purpose, and miles driven.

The IRS standard mileage rate for business driving is $0.725 per mile in 2026. This rate covers gas, insurance, maintenance, and depreciation. You can also deduct actual tolls and parking fees separately on top of the mileage rate.

No. Commuting from your home to your regular workplace is not deductible. However, if you have a qualifying home office, all trips from your home to client sites, meetings, or other business locations are deductible business miles.

Yes. The IRS requires contemporaneous records documenting the date, destination, business purpose, and miles driven for each business trip. Apps like MileIQ, Everlance, or even a simple spreadsheet work well. Reconstructed logs created at tax time are a significant audit risk.

Yes. An LLC can deduct vehicle expenses either through an accountable plan (reimbursing the owner for business miles) or by having the LLC own the vehicle directly. For heavy SUVs over 6,000 lbs GVWR, Section 179 and bonus depreciation can generate massive first-year write-offs.

Yes. An LLC can deduct ordinary and necessary travel expenses including airfare, hotels, rental cars, taxis, and 50% of meals when the travel is primarily for business purposes. The trip must take you away from your tax home overnight, and the primary purpose must be business.

Yes, with limitations. If the primary purpose of the trip is business, you can deduct all transportation costs (flights, rental car) even if you add personal days. However, hotel and meal costs are only deductible for the business days. Document the business purpose of each day carefully.

Deductible business travel expenses include airfare, train or bus tickets, rental cars, taxis and rideshares, hotel accommodations, 50% of meals, tips, laundry, and business calls. The travel must be away from your tax home overnight and primarily for business purposes.

Cruise ship conventions and seminars have a special $2,000/day limit under IRC §274(h). The ship must be a US-flagged vessel, all ports of call must be in the US or its possessions, and the convention must be directly related to your business. Documentation requirements are strict.

Your tax home is the city or general area where your principal place of business is located — not necessarily where you live. Travel expenses are only deductible when you travel away from your tax home. If you work remotely from a home office, your home is your tax home, making most business travel deductible.

A home office must be used regularly and exclusively for business — a dedicated room or clearly defined space used only for work. A kitchen table where you occasionally work does not qualify. The space must be your principal place of business or where you meet clients.

No. The Tax Cuts and Jobs Act of 2017 eliminated the home office deduction for W-2 employees through 2025. Only self-employed individuals, freelancers, and business owners can currently claim the home office deduction.

You can deduct the business-use percentage of your internet bill. If your home office is 10% of your home's square footage, you can deduct 10% of your internet costs. If you use the internet exclusively for business (a separate business line), you can deduct 100%.

The simplified method allows you to deduct $5 per square foot of your home office, up to 300 square feet ($1,500 maximum). It is easier to calculate but often produces a smaller deduction than the actual expense method for most homeowners.

The home office deduction is not an automatic audit trigger. The IRS does scrutinize it, but a properly documented, legitimate home office is fully defensible. The key is the "exclusive use" requirement — the space must be used only for business, not as a guest room or general living area.

Yes. Business meals where you discuss business with a client, prospect, employee, or business partner are 50% deductible. The meal must have a clear business purpose, and you must document the date, location, attendees, and business topic discussed. Entertainment expenses (sporting events, concerts) are no longer deductible.

In most cases, business meals are limited to 50%. Meals at company-wide events like holiday parties remain 100% deductible. Employer-provided meals on-premises (cafeteria, overtime meals) are 50% deductible in 2026 under current law.

The IRS requires: the amount of the expense, the date, the location, the business purpose, and the names and business relationships of all attendees. Keep the receipt and write the business purpose on the back (or in your expense app) immediately after the meal.

Yes. Meals while traveling away from home for business are 50% deductible. You do not need a client present — solo meals during business travel qualify. You can use the IRS per diem rates instead of tracking actual meal costs if you prefer a simplified approach.

No. The Tax Cuts and Jobs Act of 2017 eliminated deductions for entertainment expenses — tickets to sporting events, concerts, golf rounds, and similar activities are no longer deductible, even if business is discussed. Only the meal portion of a business dinner at a restaurant remains 50% deductible.

Bonus depreciation allows businesses to immediately deduct 100% of the cost of qualifying assets in the year of purchase. The OBBBA (signed July 4, 2025) permanently restored 100% bonus depreciation for property placed in service after January 19, 2025. It applies to new and used equipment, vehicles, and qualified improvement property.

No. The OBBBA permanently restored 100% bonus depreciation for property placed in service after January 19, 2025. The prior phase-down schedule (40% in 2025, 20% in 2026, 0% in 2027) has been eliminated. This is now a permanent feature of the tax code.

Yes — unlike Section 179, bonus depreciation can create or increase a net operating loss (NOL). That NOL can be carried forward to future years to offset future income, or in some cases carried back to prior years for a refund.

Yes. Since 2017, bonus depreciation applies to both new and used qualifying property, as long as the property is new to you (you have not previously used it). This makes it possible to generate large deductions from purchasing used equipment, vehicles, or even existing rental properties.

Yes. You can elect out of bonus depreciation for a specific class of assets (e.g., all 5-year property) if you prefer to depreciate assets over their regular recovery period. This might make sense if you expect to be in a higher tax bracket in future years and want to preserve deductions for when they are worth more.

A Health Savings Account (HSA) offers three tax benefits: (1) contributions are tax-deductible, (2) the balance grows tax-free, and (3) withdrawals for qualified medical expenses are tax-free. No other account offers all three benefits simultaneously. After age 65, HSA funds can be withdrawn for any purpose (taxed as ordinary income, like a Traditional IRA).

The 2026 HSA contribution limits are $4,400 for self-only coverage and $8,750 for family coverage. Individuals age 55 or older can contribute an additional $1,000 catch-up contribution. The OBBBA also expanded HSA eligibility to include bronze and catastrophic health plans starting in 2026.

In 2026, an HDHP must have a minimum deductible of approximately $1,700 (self-only) or $3,400 (family) and maximum out-of-pocket limits of approximately $8,500 (self-only) or $17,000 (family). The OBBBA also expanded eligibility to bronze and catastrophic ACA plans starting in 2026 — check with your plan administrator.

Yes — and this is the most powerful HSA strategy. Instead of leaving HSA funds in a low-interest cash account, invest them in index funds or ETFs for tax-free growth. Many HSA providers (Fidelity, Lively, HSA Bank) offer investment options. Paying current medical expenses out of pocket and letting the HSA grow invested is the optimal long-term approach.

Before age 65, non-medical HSA withdrawals are subject to income tax plus a 20% penalty. After age 65, non-medical withdrawals are taxed as ordinary income (like a Traditional IRA) with no penalty. This makes the HSA a powerful retirement account that also covers medical expenses tax-free.

A Simplified Employee Pension (SEP-IRA) is a retirement account for self-employed individuals and small business owners. It allows contributions of up to 25% of net self-employment income (after the SE tax deduction), with a maximum of $72,000 in 2026. Any self-employed person with net income can open a SEP-IRA.

A SEP-IRA can be opened and funded up to the tax filing deadline, including extensions. For a sole proprietor, this means you can open a SEP-IRA and make a 2026 contribution as late as October 15, 2027 (with an extension). This makes it the most flexible retirement plan for last-minute tax planning.

The SEP-IRA contribution limit is 25% of net self-employment income (after deducting half of self-employment tax), up to a maximum of $72,000 in 2026. For a freelancer with $100,000 in net income, the maximum SEP-IRA contribution is approximately $18,587.

For most self-employed individuals, a Solo 401(k) allows higher contributions because it includes both employee deferrals and employer contributions. A SEP-IRA is simpler to administer and can be opened after year-end. If you want maximum contributions and are willing to manage payroll, the Solo 401(k) wins. If simplicity is the priority, the SEP-IRA is excellent.

Yes. SEP-IRA contributions do not affect your ability to contribute to a Roth IRA (subject to income limits) or use the backdoor Roth strategy. However, having pre-tax SEP-IRA funds can complicate backdoor Roth conversions due to the pro-rata rule. Uncle Kam helps clients navigate this interaction.

A Solo 401(k) is a retirement plan for self-employed individuals with no full-time employees other than a spouse. It allows contributions in two capacities: as an employee (up to $24,500 in 2026, plus $7,500 catch-up if 50+) and as an employer (up to 25% of net self-employment income), with a combined limit of approximately $70,000 in 2026.

The total Solo 401(k) contribution limit is approximately $70,000 in 2026 ($77,500 if age 50 or older). This includes up to $24,500 in employee deferrals plus employer profit-sharing contributions of up to 25% of net self-employment income (after the SE tax deduction).

A Solo 401(k) must be established by December 31 of the tax year for which you want to make contributions. Employee deferrals must also be made by December 31. Employer profit-sharing contributions can be made up to the tax filing deadline (including extensions).

Yes, but the employee deferral limit ($24,500 in 2026) applies across all 401(k) plans combined. If you contribute $24,500 to your employer's 401(k), you cannot make additional employee deferrals to your Solo 401(k). However, you can still make employer profit-sharing contributions to the Solo 401(k).

A Solo 401(k) generally allows higher contributions for most self-employed individuals because it includes both employee deferrals and employer contributions. A SEP-IRA is limited to 25% of net self-employment income (no employee deferral component). For someone earning $100,000 net, a Solo 401(k) allows $46,000 vs. $18,587 for a SEP-IRA.

Yes. Self-employed individuals can deduct 100% of health insurance premiums paid for themselves, their spouse, and dependents as an above-the-line deduction on Schedule 1. This deduction reduces adjusted gross income and is available regardless of whether you itemize. It includes medical, dental, and qualifying long-term care insurance premiums.

Yes, but the process is different. The S-Corp must pay or reimburse the premiums and include them in the owner-employee's W-2 wages in Box 1 (but not in Boxes 3 and 5). The owner then deducts the premiums as a self-employed health insurance deduction on Schedule 1. Failing to follow this procedure disqualifies the deduction.

The deduction is limited to your net self-employment income (or S-Corp wages). You cannot deduct more in health insurance premiums than you earned from self-employment. Additionally, you cannot deduct premiums for any month in which you were eligible for employer-sponsored health insurance through a spouse's employer.

Yes. The self-employed health insurance deduction covers medical, dental, and vision insurance premiums. It also covers qualifying long-term care insurance premiums (subject to age-based limits). All premiums for coverage of yourself, your spouse, and your dependents are included.

Schedule A (itemized deductions) only allows medical expenses exceeding 7.5% of AGI — meaning most of your premiums may not be deductible. Schedule 1 (self-employed health insurance deduction) allows 100% of premiums as an above-the-line deduction with no floor. Self-employed individuals should always use Schedule 1, not Schedule A, for health insurance premiums.

A 529 plan is a tax-advantaged savings account designed for education expenses. Contributions are made with after-tax dollars (no federal deduction), but the account grows tax-free and qualified withdrawals for education expenses are completely tax-free. More than 30 states offer a state income tax deduction or credit for contributions to their state's 529 plan.

Qualified expenses include tuition, fees, books, supplies, and room and board at accredited colleges and universities. K-12 tuition (up to $10,000/year) also qualifies. Apprenticeship programs and student loan repayment (up to $10,000 lifetime per beneficiary) are also qualified uses. Non-qualified withdrawals are subject to income tax plus a 10% penalty on the earnings portion.

Yes — you can change the beneficiary to another member of the original beneficiary's family (siblings, parents, cousins, etc.) without tax consequences. If your child receives a scholarship or decides not to attend college, you can roll the funds to another family member's 529, use them for K-12 tuition, or roll up to $35,000 into a Roth IRA (subject to annual Roth contribution limits and a 15-year account seasoning requirement).

You can elect to treat a lump-sum 529 contribution as if it were made ratably over 5 years, allowing you to contribute up to $90,000 per beneficiary ($180,000 for married couples) in a single year without gift tax consequences. This is called the "superfunding" or "5-year election" and must be reported on Form 709. No additional gifts to the same beneficiary can be made during the 5-year period without gift tax implications.

Yes — 529 funds can be used for graduate and professional school (law school, medical school, MBA programs) at accredited institutions, just like undergraduate education. Tuition, fees, books, and room and board all qualify. There is no age limit on the beneficiary, so 529 plans can be used for adult education and career changes as well.

You can deduct up to $2,500 in student loan interest per year as an above-the-line deduction (you do not need to itemize). The deduction phases out between approximately $80,000 and $95,000 AGI for single filers, and between $160,000 and $190,000 for married filing jointly in 2026. The deduction reduces your AGI, which can improve eligibility for other tax benefits.

No — the student loan interest deduction is an above-the-line deduction claimed on Schedule 1, which reduces your AGI regardless of whether you take the standard deduction or itemize. This makes it available to virtually all qualifying borrowers.

If your parents paid your student loan interest and you are claimed as their dependent, neither you nor your parents can deduct the interest. However, if your parents paid the interest but you are not their dependent, you can deduct it as if you paid it yourself — the IRS treats this as a gift from your parents to you, which you then used to pay the loan.

The loan must have been taken out solely to pay qualified higher education expenses (tuition, fees, room and board, books, supplies) for you, your spouse, or a dependent. Both federal and private student loans qualify. Loans from family members or employer plans generally do not qualify.

Yes — you can deduct the interest portion of your payments regardless of which repayment plan you are on. Your loan servicer will send you Form 1098-E each year showing the total interest paid. Even if your payments are low under an income-driven plan, any interest you do pay is deductible up to the $2,500 limit.