The ERC was a refundable payroll tax credit for businesses that retained employees during COVID-19 disruptions in 2020 and 2021. The credit was worth up to $5,000 per employee in 2020 and $21,000 per employee in 2021. The ERC program ended in September 2021, but businesses can still claim credits for 2020 and 2021 by filing amended payroll tax returns (Form 941-X). The statute of limitations for 2020 claims closed April 15, 2024; 2021 claims can still be filed through April 15, 2025.

Yes — after the Consolidated Appropriations Act of 2021, businesses can claim both PPP loan forgiveness and the ERC. However, you cannot use the same wages for both benefits. PPP forgiveness is based on payroll costs; the ERC is based on qualified wages not used for PPP forgiveness. Proper allocation of wages between the two programs is critical to maximizing both benefits.

There are two qualification tests: (1) the revenue decline test — a significant decline in gross receipts compared to the same quarter in 2019 (50% decline for 2020; 20% decline for 2021); or (2) the full or partial suspension test — a government order that fully or partially suspended your business operations due to COVID-19 (capacity restrictions, supply chain disruptions, etc.). You only need to meet one test per quarter.

For 2020: 50% of qualified wages up to $10,000 per employee for the year = maximum $5,000 per employee. For 2021 (Q1-Q3): 70% of qualified wages up to $10,000 per employee per quarter = maximum $21,000 per employee for the year. A business with 10 employees could potentially claim $210,000 in 2021 ERC credits alone.

In September 2023, the IRS announced a moratorium on processing new ERC claims due to concerns about fraudulent claims promoted by aggressive ERC mills. The IRS has since resumed processing but is conducting enhanced scrutiny of all claims. Legitimate businesses with valid ERC claims should work with a qualified tax professional to document their eligibility and file properly. The IRS has also offered a Voluntary Disclosure Program for businesses that received improper ERC payments.

The Retirement Plan Startup Credit (Form 8881) provides a tax credit for small businesses that establish a new qualified retirement plan (401(k), SEP-IRA, SIMPLE IRA, or defined benefit plan). Under SECURE 2.0, businesses with 50 or fewer employees can claim 100% of eligible startup costs up to $5,000/year for the first 3 years — a maximum of $15,000 in total credits.

Eligible startup costs include: plan setup and administration fees, employee education and enrollment costs, and costs to set up payroll integration. The credit covers 100% of these costs for businesses with 50 or fewer employees, and 50% for businesses with 51-100 employees. Businesses with more than 100 employees do not qualify.

Yes — SECURE 2.0 added a $500/year credit for plans that include automatic enrollment features. This credit is available for the first 3 years of the plan and stacks on top of the startup cost credit. A plan with automatic enrollment can generate up to $16,500 in total credits over 3 years ($15,000 startup + $1,500 auto-enrollment).

No — the startup credit is only available for new plans. If you already have a retirement plan and want to add features (like automatic enrollment), you may qualify for the auto-enrollment credit but not the startup cost credit. The plan must be established for the first time to qualify for the startup credit.

The best plan depends on your goals: a Safe Harbor 401(k) avoids discrimination testing and allows maximum contributions for owner-employees; a SIMPLE IRA is easier to administer but has lower contribution limits; a SEP-IRA is easy to set up but requires proportional contributions for all eligible employees. Uncle Kam can model the contribution and tax savings for each option based on your payroll.

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.

The One Big Beautiful Bill Act (OBBBA) adds an enhanced $6,000 standard deduction for taxpayers age 65 and older, on top of the regular standard deduction and the existing additional standard deduction for seniors. This applies starting in 2026 and represents one of the largest standard deduction increases for seniors in history.

Any taxpayer who is age 65 or older by December 31 of the tax year qualifies, provided they take the standard deduction (not itemizing). Both spouses qualify if both are age 65 or older, effectively doubling the benefit for married couples.

In 2026, a senior age 65+ filing single receives: the regular standard deduction (approximately $15,000) + the existing additional standard deduction for seniors ($1,950) + the new OBBBA enhancement ($6,000) = approximately $22,950 total. A married couple both age 65+ receives approximately $45,900 in total standard deductions.

Many seniors who previously itemized should recalculate in 2026 — the new enhanced standard deduction may now exceed their itemized deductions. Uncle Kam can run both calculations to determine which saves more.

The enhanced standard deduction reduces your taxable income, which may reduce the portion of Social Security benefits subject to federal income tax. This creates a compounding benefit for retirees with moderate income levels.

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.

An HRA is an employer-funded account that reimburses employees for qualifying medical expenses and health insurance premiums tax-free. The employer deducts the reimbursements as a business expense; the employee receives them tax-free. There are several types: the Qualified Small Employer HRA (QSEHRA) for businesses with fewer than 50 employees, the Individual Coverage HRA (ICHRA) with no size limit, and the traditional group health plan HRA.

A QSEHRA (Qualified Small Employer HRA) is available to businesses with fewer than 50 full-time employees that do not offer a group health plan. Contribution limits apply (approximately $6,350 for self-only coverage, $12,800 for family coverage in 2026). An ICHRA (Individual Coverage HRA) has no size limit and no contribution limits, but employees must be enrolled in individual health insurance (not a group plan) to participate.

S-Corp owners who own more than 2% of the company are treated as self-employed for health insurance purposes and cannot participate in a QSEHRA on a tax-free basis. However, they can participate in an ICHRA if the S-Corp includes the HRA reimbursements in their W-2 wages, and then deduct the premiums as a self-employed health insurance deduction on Schedule 1. The net result is a deduction for the full cost of health insurance.

Yes — HRAs can reimburse any qualifying medical expense under IRS Publication 502, which includes dental care, vision care, prescription drugs, mental health services, and many other out-of-pocket medical costs. The specific expenses covered depend on the HRA plan document, which the employer controls.

An HSA (Health Savings Account) is owned by the employee, funded by both the employer and employee, and requires enrollment in a High-Deductible Health Plan (HDHP). An HRA is funded solely by the employer, does not require an HDHP, and is not portable (funds generally do not follow the employee if they leave). HSAs offer a triple tax advantage (pre-tax contributions, tax-free growth, tax-free withdrawals for medical expenses); HRAs offer a double tax advantage (employer deduction, employee tax-free reimbursement).

The WOTC is a federal tax credit of $2,400–$9,600 per qualifying new hire for employers who hire individuals from certain target groups, including veterans, long-term unemployment recipients, SNAP recipients, ex-felons, and vocational rehabilitation referrals. The credit is a dollar-for-dollar reduction in federal income taxes.

To claim WOTC, you must submit IRS Form 8850 (Pre-Screening Notice) to your state workforce agency within 28 days of the employee's start date. The state agency certifies eligibility. You then claim the credit on IRS Form 5884 with your tax return.

Qualifying target groups include: veterans (especially disabled veterans), long-term TANF recipients, SNAP (food stamp) recipients, designated community residents, vocational rehabilitation referrals, ex-felons, SSI recipients, long-term unemployment recipients (27+ weeks), and summer youth employees in empowerment zones.

The standard WOTC credit is 40% of first-year wages up to $6,000 ($2,400 maximum). For long-term TANF recipients, the credit extends to the second year (total up to $9,000). For disabled veterans, the credit can reach $9,600. The employee must work at least 400 hours to qualify for the full credit.

Yes. There is no minimum size requirement — any employer that hires qualifying individuals and files the required forms is eligible. The WOTC is one of the most underutilized credits for small businesses, particularly in industries with high turnover like restaurants, retail, and hospitality.

The Augusta Rule (IRC Section 280A(g)) allows homeowners to rent their personal residence for up to 14 days per year and receive the rental income completely tax-free — no reporting required on Schedule E. Business owners exploit this by renting their home to their own business for legitimate business meetings, retreats, or events. The business deducts the rental payment; the homeowner receives it tax-free.

The rental rate must be the fair market rate for comparable event space in your area — what a hotel or event venue would charge for a similar space. You should document the market rate with comparable venue quotes or rental listings. Charging an inflated rate is a red flag for the IRS. Typical rates range from $500 to $2,500/day depending on the size and location of the home.

You need: (1) a written rental agreement between you personally and your business, (2) a legitimate business purpose for each rental day (board meeting agenda, planning retreat notes, etc.), (3) evidence of fair market rental rate (comparable venue quotes), (4) a business check or ACH payment from the business to you personally, and (5) minutes or notes documenting the business activities conducted at the home.

No — the tax-free treatment only applies to the first 14 days of rental per year. If you rent your home to your business for more than 14 days, all rental income becomes taxable (reported on Schedule E), and you must allocate expenses between personal and rental use. The 14-day limit is absolute; exceeding it eliminates the tax-free benefit for the entire year.

Yes — the Augusta Rule works for any business structure (sole proprietorship, LLC, S-Corp, C-Corp). For S-Corp owners, the rental payment is a deductible business expense for the S-Corp and tax-free rental income for the shareholder. The strategy is particularly valuable for S-Corp owners because it moves money from the S-Corp (where it would be subject to income tax) to the owner (where it is tax-free under the 14-day rule).

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 net operating loss occurs when your allowable tax deductions exceed your taxable income for the year. The excess loss can be carried forward to future tax years to offset up to 80% of taxable income in each future year. NOLs generated after 2017 can be carried forward indefinitely.

Under current law, most NOLs generated after 2017 cannot be carried back — they can only be carried forward. However, farming losses and certain insurance company losses are exceptions. During COVID (2020-2021), special 5-year carryback rules applied.

NOL carryforwards can offset up to 80% of taxable income in any given year. This means if you have $500,000 in taxable income, an NOL can reduce it to no less than $100,000 in that year. The remaining NOL continues to carry forward.

Yes — and this is a legitimate tax planning strategy. By timing large deductions (bonus depreciation, Section 179, cost segregation) in a high-income year, a business can intentionally generate an NOL that offsets income in future years when the business is more profitable.

NOL carryforwards generally do not transfer to the buyer in an asset sale. In a stock sale, the NOLs remain with the corporation but are subject to severe limitations under IRC §382 if there is a change in ownership of more than 50%. Proper planning before a sale is essential to preserve the value of NOL carryforwards.

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 — if your children perform genuine, documented work for your business, you can pay them a reasonable wage and deduct it as a business expense. The work must be real (not fabricated), the compensation must be reasonable for the work performed, and you must follow proper payroll procedures. Children as young as 7 or 8 can perform legitimate tasks like filing, cleaning, modeling for product photos, or helping with social media.

It depends on the business structure. For a sole proprietorship or single-member LLC (disregarded entity), wages paid to children under 18 are exempt from Social Security and Medicare taxes (FICA) and federal unemployment tax (FUTA). For an S-Corp or C-Corp, wages paid to children are subject to FICA taxes regardless of age. This FICA exemption is a significant advantage of operating as a sole proprietorship or partnership when employing children.

In 2026, the standard deduction for a single filer is $15,750. If your child's total earned income is below $15,750, they owe zero federal income tax. Wages from your business count as earned income. Paying each child up to $15,750/year maximizes the deduction for your business while generating zero tax for the child. Income above $15,750 is taxed at the child's rate (typically 10-12%), which is still much lower than your rate.

Yes — children can contribute to a Roth IRA as long as they have earned income. The contribution limit is the lesser of $7,500 (2026) or their total earned income. A child who earns $7,500 working in your business can contribute the full $7,500 to a Roth IRA, where it grows completely tax-free for decades. Starting Roth IRA contributions at age 14 instead of 25 can result in hundreds of thousands of dollars more at retirement due to compounding.

You need: (1) a written job description with specific duties, (2) time records or work logs showing hours worked and tasks completed, (3) payment records (checks or bank transfers — never cash), (4) W-2 issuance at year-end, and (5) evidence that the compensation is reasonable for the work performed. The IRS scrutinizes family employment arrangements, so documentation is critical. Keep records as if you were hiring an unrelated employee.

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.

The One Big Beautiful Bill Act (OBBBA) creates a new federal income tax deduction for qualifying overtime wages paid under the Fair Labor Standards Act (FLSA). This means overtime pay received by W-2 employees for hours worked over 40 per week may be excluded from federal taxable income starting in 2026.

W-2 employees who receive overtime pay under the FLSA qualify. This includes hourly workers, nurses, tradespeople, construction workers, factory workers, and any employee who receives time-and-a-half for hours worked over 40 per week. Salaried exempt employees who do not receive FLSA overtime do not qualify.

No — the overtime deduction applies to FLSA-qualifying overtime paid to W-2 employees. Independent contractors and gig workers do not receive FLSA overtime and do not qualify for this deduction.

Savings depend on your total overtime pay and your marginal tax rate. A worker earning $15,000 in overtime at a 22% rate saves $3,300/year. A worker in the 24% bracket saves $3,600/year on the same overtime income.

Your employer must correctly report overtime pay on your W-2. IRS guidance on the specific form and line for claiming the deduction is pending. Uncle Kam will ensure the deduction is properly claimed on your 2026 tax return.