529 Plans
529 plans are a great college savings option. And surprise…they aren’t just for college. Let’s review some key features of these plans
Contributions to 529 plans are treated as gifts to the beneficiary, so generally you can’t contribute more than the annual gift exclusion amount each year… $19,000 in 2025…per beneficiary. But there’s a twist. You can bunch up to five years of 529 contributions. If you do this in 2025, you can contribute $95,000. You’ll be treated as gifting $19,000 to that beneficiary in 2025 and in each of the next four years…2026-29.
You can’t deduct contributions to 529 plans on your federal tax return. But many states give residents a deduction or credit on state tax returns.
Distributions from 529 plans used for college are tax-free. Eligible expenses include the cost of room and board for students enrolled at a college or university at least half-time, tuition, books, supplies, fees, computers and internet access. 529 funds can cover off-campus housing, food and utilities, but the tax-free payout can’t exceed the room and board allowance included in the school’s cost of attendance.
529 funds can also be used tax-free for certain apprenticeship programs. The cost of many postsecondary credentialing programs is now 529-eligible.
529 plans can help pay for K-12 education as well. Tax-free payouts of up to $10,000 per year per beneficiary ($20,000 per year beginning in 2026) can be taken from 529 accounts to pay tuition for elementary and secondary schools. The “One Big Beautiful Bill” has expanded this tax break, so that tax-free payouts can also cover the costs of materials for curricula and online studying, books, educational tutoring, fees for advanced placement tests or college admission exams, and educational therapies performed by a licensed provider to students with disabilities. This OBBB easing begins with distributions from 529 accounts made after July 4, 2025. Note that tax-free 529 payouts cannot be made to cover homeschooling expenses. Also, not all states treat payouts for K-12 schooling as tax-free for state-tax purposes.
SALT Deduction
Let’s take a deeper look at the OBBB’s changes to the SALT deduction cap. The 2017 Tax Cuts & Jobs Act imposed a $10,000 federal limit on the deduction for state and local taxes claimed by itemizers on Schedule A of Form 1040. That $10,000 limit was set to expire at the end of 2025. The OBBB raised the cap to $40,000 for 2025 through 2029. It goes back down to $10,000 beginning in 2030. There is also an income limit. For 2025, the SALT write-off begins to phase out… but not below $10,000…for filers with modified adjusted gross incomes over $500,000… $250,000 for married couples filing separate returns. Modified AGI for this purpose is AGI plus any foreign earned income exclusion, foreign housing exclusion, and certain income excluded from gross income because it was received from sources in Puerto Rico, American Samoa, Guam and the Northern Mariana Islands. The $40,000 cap and income limit increase 1% each year through 2029.
The OBBB doesn’t restrict state workarounds for owners of pass-throughs to help them circumvent the SALT cap. Most states offer these workarounds, commonly known as the pass-through entity tax (PTET) regime, in which partnerships and other pass-through entities can elect to pay an entity-level state income tax instead of having the owners pay state tax on income that is passed through to them. The owners then get a state tax break for their pro-rata share of tax paid by the firm. When an election is made, state income tax payments shift from the business owners, who are subject to the $40,000 SALT cap (or less, based on the owner’s modified AGI), to the pass-through entities, which are not. The House version of the OBBB included language that would have ended these popular state PTET workarounds. The Senate version, which ultimately became law, removed that language.
Payroll Corner
We are excited to update our clients on the latest developments in the payroll world. We will be highlighting payroll topics each month. Information on payroll is provided by Kylie Beloian.
Managing payroll and HR has become increasingly complex for business owners, especially as regulations evolve and workforce expectations change. 70% of business leaders say managing compliance and workforce regulations is one of their biggest operational hurdles.
That’s why many organizations are turning to modern payroll and HR solutions. By automating tax filings, streamlining onboarding, integrating time and attendance, and centralizing employee data, businesses can reduce manual processing by up to 80% while minimizing compliance risks. These tools also provide real-time insights into labor costs, turnover trends, and workforce productivity - empowering leaders to make smarter, data-driven decisions.
Payroll and HR aren’t just administrative tasks anymore - they’re strategic drivers of growth. Companies that leverage integrated solutions are better equipped to attract top talent, retain employees, and stay ahead of changing regulations freeing up time and resources to focus on what matters most: growing the business.
Best,
Kylie Beloian
Kylie.beloian@adp.com
916-756-7095