Tax planning for executives can look very different from standard financial advice. The reason? Your compensation package likely includes a complex mix of salary, bonuses, company stock and deferred compensation — all of which involve tax considerations.
Last year’s One Big Beautiful Bill Act (OBBBA) introduced new “tax traps” specifically targeting the executive suite.
In 2026, a $75,000 bonus could lower your net take-home pay if it triggers the wrong phase-out. At this level, what matters isn’t what you earn, but what you keep.
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The good news from the OBBBA
The OBBBA resolved much of the uncertainty surrounding the expiration of the Tax Cuts and Jobs Act. For high-income earners, there are a few permanent victories:
- Top-rate stability. The 37% top tax rate is now permanent. Without this legislation, the rate was set to revert to 39.6% in 2026.
- QBI deduction. The 20% qualified business income deduction for pass-through entities (S corps, LLCs, partnerships) no longer has an expiration date.
- Estate exemption. The exemption is $15 million per person ($30 million for married couples) in 2026 and is locked in through 2033.
- Bonus depreciation. 100% first-year bonus depreciation has been restored permanently, allowing for the immediate deduction of business equipment costs.
The tax traps to watch out for
While the wins are significant, several new provisions act as a “stealth tax” on executive income.
1. The SALT phase-out.
The OBBBA raised the state and local tax (SALT) cap to $40,400 for joint filers, but it comes with a catch: It only applies to those with a modified adjusted gross income (MAGI) under $505,000.
Above that, the benefit phases out entirely, reverting to the old $10,000 cap by the time you reach $600,000.
Pro tip: Participation in deferred compensation can reduce current-year taxable income.
2. The 2026 AMT reset.
The alternative minimum tax (AMT) is set to kick in harder this year. For married filers, the exemption resets to $140,000 (down from 2025 levels), and the phase-out rate doubles from 25% to 50%.
If you plan to exercise incentive stock options (ISOs) in 2026, you should run an AMT projection first to avoid an unpleasant tax surprise next April.
3. The charitable “cover charge.”
Starting in 2026, charitable contributions face a new floor: You can only deduct gifts that exceed 0.5% of your AGI. On income of $800,000, your first $4,000 in donations provides zero tax benefit.
Strategy: Use bunching. Instead of annual gifts, contribute a larger sum (e.g., $50,000) to a donor-advised fund (DAF) in a single high-income year to clear the floor for a meaningful deduction.
4. The 2/37ths deduction limit.
If you’re in the 37% bracket, the OBBBA now caps the value of your itemized deductions at 35 cents on the dollar.
This 2% gap makes above-the-line deductions — such as 401(k) contributions and health savings account (HSA) funding — far more valuable because they reduce your income before this cap is applied.
Equity compensation: Where strategy makes the biggest impact
Company stock is often the largest component of executive pay and the primary source of complexity:
Restricted stock units. RSUs are taxed as ordinary income at vesting. If you have the cash to cover the taxes, holding the shares allows future growth to be taxed at lower long-term capital gains rates.
Stock options. Nonqualified stock options (NQSOs) generate ordinary income at exercise. Incentive stock options (ISOs) offer potential capital gains treatment, but the lower 2026 AMT thresholds make them “riskier” than in years past.
Too often, executives, especially those deemed control persons subject to Section 16 reporting, overconcentrate their wealth in company stock.
In addition, there’s often internal pressure from the C-suite for high-level executives of publicly traded companies to retain their stock. This can create difficulties in adequately diversifying one’s wealth while still indicating confidence in the company.
Advanced executive moves
To maximize efficiency, executives should look beyond the basic 401(k) limits:
The mega backdoor Roth. If your plan allows for after-tax contributions, you can potentially funnel an additional $47,500 into a Roth 401(k) for 2026 (up to the total $72,000 IRS limit), where it grows tax-free.
The PTET workaround. If you’re a small-business owner or have consulting income, the pass-through entity tax (PTET) election allows your business to pay state taxes at the entity level. This bypasses SALT income thresholds and remains a key tax strategy under the OBBB.
Deferred compensation (nonqualified deferred compensation or NQDC). These plans allow you to delay income — and the 37% tax hit — until retirement, when you might be in a lower bracket.
However, they’re governed by strict Section 409A rules. One wrong move can trigger a 20% excise tax penalty.
Distribution elections under deferred compensation are critical — it makes sense to consult with an adviser to determine how much to defer and what distribution election is most advantageous.
The bottom line
Most executives leave money on the table because their equity, retirement and charitable strategies aren’t managed in concert with one another.
In the OBBBA era, these elements are interconnected. Success requires a coordinated look at how a move in one area changes the math in another.
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This article was written by and presents the views of our contributing adviser, not the Kiplinger editorial staff. You can check adviser records with the SEC or with FINRA.
