01/21/2026
QUALIFIED OVERTIME COMPENSATION - DEDUCTION
The One Big Beautiful Bill Act (OBBBA) of 2025 introduced a temporary federal income tax deduction for "qualified overtime compensation", effective for tax years 2025-2028, allowing workers to deduct the premium portion (the "half" in time-and-a-half) of their FLSA-mandated overtime, capped at $12,500 (single) or $25,000 (joint), with phase-outs for higher incomes. This deduction reduces taxable income, not paychecks, and applies to the extra pay above the regular rate for hours worked over 40 in a week.
Key Provisions:
Deduction Amount: Up to $12,500 for single filers and $25,000 for those married filing jointly.
Qualifying Pay: Only the premium portion (e.g., the extra 50% in "time-and-a-half") of overtime pay, not the regular hourly rate.
Eligibility: Non-exempt employees must earn overtime under the Fair Labor Standards Act (FLSA).
Income Phase-Out: The deduction phases out for incomes over $150,000 (single) or $300,000 (joint), and is unavailable above $275,000 (single) or $550,000 (joint).
Reporting: Employers are encouraged to report this on Form W-2, but the IRS provided penalty relief for 2025, allowing employees to estimate or use pay stubs if the W-2 isn't detailed.
How it Works: It's a deduction from your Adjusted Gross Income (AGI), reducing your overall taxable income, not a direct tax credit.
Example:
If you earn $20/hour and work overtime at time-and-a-half ($30/hour), the $10/hour premium (the "half") is the qualified overtime pay eligible for the deduction, not the full $30.
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