The “One Big Beautiful Bill Act” has been making headlines—and for good reason. At over 1,000 pages long, this sweeping federal legislation touches just about every part of the American economy. But for small business owners, HR managers, and payroll professionals, it brings new rules, responsibilities, and questions—especially when it comes to employee compensation and compliance.
Like many business owners, you might be hearing chatter about “no tax on tips” or “overtime exemptions” and wondering, "What does this actually mean for me and my business?" or "How will this affect my payroll and reporting processes?" You’re not alone in that worry.
In this article, we’ll walk through how the "One Big Beautiful Bill" impacts employers in real life. You’ll learn what the bill says, how it affects your employees, and what steps you need to take right now to stay compliant. Let's get started.
So, what’s actually in this thing? While the One Big Beautiful Bill covers a wide range of national issues, several key changes directly affect the way employers manage payroll, benefits, and compliance. Let’s take a closer look at what you need to know.
One of the most talked-about parts of the One Big Beautiful Bill is the exemption of taxes on overtime wages and tips. Sounds simple, right? But here’s what that actually means for your business.
Starting with wages earned in 2025, employees can take a credit for federal income tax of:
For married couples filing jointly, these limits double. But this only applies to employees earning less than $150,000 per year ($300,000 for couples), and only for federal income tax.
In the short term, federal income tax must still be withheld from ALL employee wages, including tips and overtime, and remitted to the proper tax authorities. When filing their tax returns, employees can take a tax credit of up to the thresholds listed above. This may change when the IRS issues further guidance—likely later this year.
Tipped wages and overtime earnings are still subject to Social Security, Medicare (FICA), and state income taxes.
This change will last from 2025 through 2028, unless Congress decides to extend it.
While the bill is meant to put more money in workers' pockets, it creates new complications for employers. You’ll need to:
It’s not a huge leap to say that this bill adds a whole new layer to payroll processing. Even though you won’t need to make these changes immediately, it’s smart to start preparing now.
If your business has tipped workers or employees who frequently work overtime (think hospitality, construction, healthcare, and retail), now’s the time to take a look at your systems.
If you are not doing so already, be sure to:
If you use a payroll provider, reach out to them and ask how they plan to accommodate these changes. If you’re handling payroll manually or through older systems, this might be a good time to think about upgrading or outsourcing.
Let’s face it—employees are already hearing that their tips and OT “won’t be taxed anymore.” And that’s technically true… eventually. But until the IRS releases new guidance (likely later in 2025), you must continue to withhold federal income tax as usual.
Here’s a simple talking point to use with your team:
“Yes, the law passed. And yes, it will reduce the taxes you pay on tips and overtime. But we’re waiting on the IRS to tell us exactly when and how to apply those changes. For now, we must still withhold federal income tax from all of your wages. Once that happens, our payroll system will reflect it, and you’ll still get the tax benefit when you file your 2025 taxes next year.”
In the meantime, we recommend that employers track employee questions, train supervisors on the basics, and stay consistent in their messaging across locations and teams.
Small businesses often run lean. That’s part of what makes them so resilient—but it also means less time for complex tax code changes. With the One Big Beautiful Bill, even the smallest employers need to start thinking about:
And don’t forget—employers are still responsible for FICA taxes on these wages. That means tips and overtime pay will still contribute to Social Security and Medicare, and the employer match requirement stays in place.
This bill doesn’t stop at income tax changes. Starting in 2026, the dependent care FSA contribution limit will increase from $5,000 to $7,500. This change is good news for working families, but it means employers need to:
This will mostly impact employers who already offer dependent care FSAs. But for small businesses considering adding one, this could be a helpful time to explore it.
Another part of the One Big Beautiful Bill includes tripled funding for ICE (Immigration and Customs Enforcement). That money will go toward:
If your business employs workers who require employment eligibility verification (which is nearly every business), now’s the time to audit your I-9s, review your onboarding documentation, and get ahead of potential enforcement.
This is especially important if you operate in industries known for employing immigrant workers or if you’ve been through an audit in the past. Don’t wait until ICE shows up—be proactive.
We get it—navigating federal changes like the One Big Beautiful Bill can feel overwhelming. But you don’t have to figure it out alone. At Paper Trails, we work every day with small business owners and HR teams to make sure they understand what’s required, stay ahead of new regulations, and keep their business running smoothly.
Whether you’re trying to prepare your payroll system, educate your managers, or just understand what’s actually changing, we’re here to help guide you through it.