A Dependent Care FSA (DCFSA) is an employer-sponsored benefit that lets you set aside pre-tax dollars to pay for qualifying dependent care expenses. The annual contribution limit is $5,000 per household ($2,500 if married filing separately). Contributions reduce your taxable income for federal income tax, Social Security tax, and Medicare tax — making the effective savings 22-37% depending on your tax bracket.

Qualifying expenses include daycare, preschool, after-school programs, summer day camps, and in-home care (nanny or au pair) for children under age 13. Care for a spouse or dependent who is physically or mentally incapable of self-care also qualifies. Overnight camps, tutoring, and kindergarten tuition do not qualify.

Yes, but not on the same expenses. The $5,000 FSA contribution reduces the expense base available for the Child and Dependent Care Credit. If you have one child, the credit base is $3,000 — after the $5,000 FSA, there is no remaining base for the credit. With two or more children, the credit base is $6,000 — after the $5,000 FSA, $1,000 remains eligible for the credit.

Dependent Care FSAs are "use it or lose it" — unused funds at the end of the plan year are forfeited. Unlike Health FSAs, there is no $640 rollover option. Some employers offer a 2.5-month grace period. Carefully estimate your annual childcare costs before electing your contribution amount.

Yes — payments to a nanny, au pair, or in-home caregiver for a qualifying dependent qualify for the Dependent Care FSA. However, you must report the caregiver's Social Security number on your tax return, and if you pay a household employee more than $2,800/year (2026), you may have "nanny tax" obligations (employer FICA, unemployment insurance).

Self-employed individuals pay 15.3% self-employment tax (covering Social Security and Medicare) on net self-employment income. The IRS allows you to deduct 50% of the SE tax paid as an above-the-line deduction on Schedule 1 of your Form 1040. This deduction reduces your adjusted gross income and is available regardless of whether you itemize.

The deduction equals 50% of your total SE tax. For someone with $100,000 in net SE income, the SE tax is approximately $14,130, and the deduction is $7,065. At a 24% marginal rate, this saves $1,696 in income taxes — on top of the SE tax already paid.

No. The SE tax deduction is an above-the-line deduction, meaning it reduces your adjusted gross income (AGI) regardless of whether you take the standard deduction or itemize. It is one of the most straightforward and universally available deductions for self-employed individuals.

The most effective way to reduce SE tax is to elect S-Corp status. As an S-Corp, you pay SE tax (payroll taxes) only on your reasonable salary — not on the full profit. Distributions above the salary are not subject to SE tax. For someone earning $150,000+ net, this can save $10,000–$20,000/year.

No. They are separate deductions. The SE tax deduction (50% of SE tax paid) reduces your AGI. The QBI deduction (up to 23% of qualified business income under the OBBBA) is a separate below-the-line deduction that reduces taxable income. Both are available to self-employed individuals and can be claimed simultaneously.

The Child Tax Credit is $2,000 per qualifying child under age 17 in 2026, permanently extended under the OBBBA. Up to $1,700 of the credit is refundable (the Additional Child Tax Credit) for taxpayers with earned income above $2,500. The credit begins to phase out at $200,000 AGI for single filers and $400,000 for married filing jointly, reducing by $50 for every $1,000 of income above the threshold.

The child must be under age 17 at the end of the tax year, a U.S. citizen or resident, claimed as your dependent, and have lived with you for more than half the year. The child must also have a valid Social Security number. There is no limit on the number of qualifying children you can claim.

Yes — up to $1,700 of the $2,000 credit is refundable as the Additional Child Tax Credit (ACTC). If your tax liability is less than the credit amount, you can receive the refundable portion as a cash refund. The refundable amount is calculated as 15% of earned income above $2,500, up to the $1,700 limit per child.

The credit phases out by $50 for every $1,000 (or fraction thereof) of AGI above $200,000 (single) or $400,000 (MFJ). At $440,000 MFJ, the credit is fully phased out for two children. Reducing AGI through retirement contributions, HSA contributions, or business deductions can preserve or increase the credit.

Yes — these are two separate credits. The Child Tax Credit ($2,000/child) is based on having a qualifying child under 17. The Child and Dependent Care Credit (up to $1,050 for one child, $2,100 for two or more) is based on childcare expenses paid so you can work. Both can be claimed in the same year for the same child.

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.

The personal Clean Vehicle Credit (§30D) for new EVs was repealed under the OBBBA for vehicles purchased after December 31, 2025. However, the Commercial Clean Vehicle Credit (§45W, Form 8936) for business-use EVs remains available at up to $7,500 for vehicles under 14,000 lbs. If you are buying an EV for business use, the commercial credit still applies. Book a call to confirm eligibility for your specific vehicle and use case.

To qualify for the full $7,500 credit, the vehicle must be a new plug-in electric vehicle with a battery capacity of at least 7 kWh, have a final assembly in North America, meet critical mineral and battery component sourcing requirements, and fall within MSRP limits ($55,000 for cars, $80,000 for SUVs and trucks). The IRS maintains a current list of qualifying vehicles at fueleconomy.gov.

Yes — starting in 2024, you can transfer the Clean Vehicle Credit to the dealer at the point of sale, effectively receiving the credit as a discount on the purchase price. This is beneficial if your tax liability is less than $7,500 or if you want the benefit immediately rather than waiting until you file your return. The dealer then claims the credit from the IRS.

Businesses can claim the Commercial Clean Vehicle Credit (Form 8936) for EVs used in business, which provides up to $7,500 for vehicles under 14,000 lbs GVWR and up to $40,000 for larger commercial vehicles. Unlike the personal credit, the commercial credit has no income limits and no MSRP caps. Businesses can also combine the credit with Section 179 expensing and bonus depreciation.

The personal Clean Vehicle Credit is non-refundable — it can reduce your tax liability to zero but cannot generate a refund. However, if you transfer the credit to the dealer at purchase, you receive the full benefit regardless of your tax liability. The Commercial Clean Vehicle Credit for businesses is also non-refundable but can be carried back 1 year or forward 20 years.

Yes, if the education maintains or improves skills required in your current trade or business, or is required by your employer or by law to keep your current job. You cannot deduct education that qualifies you for a new career or meets the minimum requirements for your current job. For self-employed individuals, qualifying education is deducted on Schedule C as a business expense.

It depends. An MBA is deductible if you are already working in a business management role and the degree improves your existing skills — not if it qualifies you for a new career. The IRS looks at whether the education maintains or improves skills in your current work, not whether it is useful. Many MBA students in management roles can deduct tuition; those switching careers cannot.

The business education deduction (Schedule C) has no dollar limit and reduces both income tax and self-employment tax. The Lifetime Learning Credit is a non-refundable credit worth up to $2,000 per year but phases out at higher incomes. Self-employed individuals with qualifying education expenses almost always benefit more from the Schedule C deduction than the LLC.

Yes, if the course or coaching program maintains or improves skills in your current business. A business coach, sales training program, marketing course, or industry certification all qualify. The key test is whether the education relates to your existing work — not whether it is delivered online or in person.

Yes. Books, trade publications, professional journals, and online subscriptions (such as industry databases, software training platforms, or professional newsletters) that are ordinary and necessary for your business are fully deductible on Schedule C. Keep receipts and document the business purpose for each.

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.