NUA Strategy for Technology Industry Employees (IBM, Oracle, Intel, Cisco, HP Inc/HPE)

Long-tenure employees at IBM, Oracle, Intel, Cisco, and the post-2015 Hewlett Packard entities are among the most overlooked NUA candidates in the workforce. While pharmaceutical and manufacturing employees attract more attention, decades-long careers at legacy technology companies have quietly produced 401(k) employer stock positions with 3:1 to 10:1 appreciation ratios and six-figure potential federal tax savings. But the technology sector carries four complications that consistently trip up generalist advisors: the RSU and ESPP confusion (most equity comp in tech is in restricted stock units or employee stock purchase plan shares held outside the 401(k) — only stock inside the retirement plan qualifies for NUA), the IBM/Kyndryl spin-off trap (Kyndryl shares distributed in IBM's 2021 spin-off are not IBM employer securities and cannot be NUA'd by IBM employees), the HP Inc/HPE 2015 separation (original Hewlett-Packard shareholders need basis allocated across two separate stocks before modeling either NUA election), and Intel's recent stock-price decline (contributions made during the 2018–2022 era at $40–$68/share versus Intel's current price near $22 may have negative or zero appreciation — NUA does not apply when basis exceeds market value). For employees who clear all four of these issues, the federal savings are real and substantial.

Why legacy tech employees are NUA candidates

Several structural features of long-tenure technology careers at legacy companies produce favorable NUA conditions:

• 30-year careers with employer stock in the 401(k). IBM, Oracle, Intel, Cisco, and the original Hewlett-Packard have offered company stock as a 401(k) investment option for decades. Employees who made employer match elections or held company stock in their retirement accounts through the early 2000s often carry cost basis from a very different pricing environment. IBM at $12/share in 1993, Oracle at $10–$15/share in the mid-2000s post-dot-com crash, Cisco at $16/share in 2012 — all represent basis levels that produce 3:1 to 15:1 ratios against 2026 prices.
• Industry tenure patterns favor NUA. Technology careers at legacy companies are often long. IBM, Oracle, Cisco, and HP/HPE have high concentrations of 20–35 year employees in engineering, sales, consulting, and operations roles. These tenure lengths are long enough to accumulate meaningful employer stock positions and to benefit from NUA's one-shot lump-sum distribution opportunity.
• 401(k) plan design at legacy tech includes employer stock options. Unlike more recently founded tech companies (which tend to deliver equity exclusively through RSUs and ESPP outside the retirement plan), legacy technology companies have historically offered company stock as an investment option within the 401(k). Some plans also made employer match contributions in company stock. Verify with your plan's Summary Plan Description or HR benefits portal whether your plan holds qualifying employer stock.
• Corporate events create low-basis lots. Spin-offs, mergers, and restructurings mean that some lots of employer stock inside the plan may trace to transactions made at very favorable prices. IBM employees who held shares through the 2009–2010 recovery, Oracle employees from the post-dot-com trough, and original HP employees with contributions made before the 2015 separation can all have outlier-low basis lots that drive compelling ratios.

The RSU/ESPP confusion: what qualifies and what doesn't

The single most common misunderstanding for technology employees considering NUA is the belief that RSUs, ESPP shares, or stock options in a brokerage account qualify for the NUA election. They do not. NUA under IRC §402(e)(4) applies only to employer securities distributed from a qualified retirement plan — specifically a 401(k), profit-sharing plan, or ESOP.¹

Many technology employees — especially those at companies like Microsoft, Meta, Apple, and Google where RSUs dominate the equity compensation structure — discover that their 401(k) plan does not actually hold employer stock. If your employer match went entirely into target-date funds, mutual funds, or a stable value fund, there is no employer stock in your plan and NUA does not apply. Verify before modeling. The NUA opportunity at legacy tech companies arises specifically because their 401(k) plans have historically offered an employer stock investment option that employees elected into or received matching contributions through.

Major tech 401(k) plans

Plan structure, recordkeeper, and employer stock options change. Verify with your current HR benefits portal or Summary Plan Description before making any distribution decisions. In-kind distribution availability must be confirmed in writing from the plan administrator for your specific plan document.

IBM: the Kyndryl spin-off trap

IBM completed the spin-off of Kyndryl Holdings, Inc. (NYSE: KD) — its managed infrastructure services business — on November 3, 2021. IBM shareholders of record as of October 25, 2021 received one share of Kyndryl common stock for every five shares of IBM common stock held. The distribution was structured as a tax-free spin-off under IRC §355.²

IBM employees who held IBM stock in their 401(k) at the record date therefore received Kyndryl shares automatically in their plan account. These KD shares are now a separate holding alongside their IBM shares. This creates a critical NUA eligibility question that is not widely understood:

Which shares qualify for NUA at IBM?

Under IRC §402(e)(4)(E), "employer securities" eligible for NUA are limited to securities of the employer corporation or a member of the same controlled group (parent or subsidiary as defined in §424(e) and §424(f)). After the spin-off, Kyndryl is an independent publicly traded company — it is no longer a parent, subsidiary, or affiliate of IBM.

IBM cost basis and appreciation context

IBM's stock price history is more varied than that of pharma or retail companies. IBM recovered from near-bankruptcy lows around $10–$12/share in 1993 to peak above $215 in 2013, then declined through a transformation period to lows around $100–$115 from 2018 to 2020, and has since recovered. As of July 2026, IBM trades near $240/share.³

• 1992–2002 contributions (~$12–$120/share basis): The most compelling window. Employees who joined IBM in the early-to-mid 1990s and received employer match contributions during the recovery from near-bankruptcy levels hold shares at basis far below current prices. A blended basis for contributions concentrated in 1993–2000 could range from $15 to $55/share — producing 4:1 to 15:1 ratios against the current $240 price.
• 2003–2015 contributions (~$70–$160/share basis): IBM traded in a wide band, with a peak above $215 in 2013. Contributions made during this period carry a mixed basis. The blended ratio for these lots against today's price ranges from 1.5:1 to 3:1 — moderate but potentially workable depending on ordinary income tax rate differential.
• 2016–2021 contributions (~$100–$145/share basis): IBM was in a prolonged decline during this period, and post-Kyndryl spin-off contributions reflect the restructured company. Ratios at current $240 are approximately 1.7:1 to 2.4:1 — at the lower end of NUA's typical breakeven range.

For an IBM employee whose contributions were concentrated in the high-appreciation windows, the blended basis across all plan lots determines the final NUA ratio. Obtaining a lot-level cost basis report from Fidelity NetBenefits — not just the aggregate basis — is essential for accurately modeling the opportunity. See Fidelity NUA Distribution Mechanics for the call process and what to request.

What happened to Kyndryl employees' NUA?

Employees who transferred to Kyndryl at the spin-off and now work for Kyndryl rather than IBM are in a different situation: for them, Kyndryl shares are employer securities (Kyndryl is their employer), while IBM shares held in a transferred or retained plan are not. If you are a former IBM employee who became a Kyndryl employee, confirm with your plan administrator which plan you are now in and which company's shares constitute employer securities for your NUA analysis.

Oracle: post-dot-com era appreciation case

Oracle presents one of the stronger NUA cases among legacy technology companies for employees with significant tenure from the mid-2000s onward. After Oracle's stock price collapsed from dot-com highs above $45/share to a post-crash trough near $7–$10/share in 2002–2003, employer match contributions made to the Oracle 401(k) Savings and Investment Plan in the 2003–2012 period — when Oracle traded between $10 and $35/share — carry basis that produces 4:1 to 14:1 ratios against the current price near $144/share (July 2026).⁴

Oracle state tax shift: Austin HQ relocation

Oracle relocated its headquarters from Redwood City, California, to Austin, Texas, in December 2020. For Oracle employees who also relocated from California to Texas, this dramatically changes the NUA tax picture: California has no preferential LTCG rate (NUA appreciation sold in California is taxed as ordinary income at rates up to 13.3%), while Texas has no state income tax at all. An Oracle employee who relocated to Texas before executing the NUA election captures full federal benefit plus eliminates all state tax on the appreciation. This is one of the most favorable possible outcomes for a large NUA position — verify your state residency at time of distribution carefully.

Oracle acquisition history

Oracle has made numerous acquisitions (PeopleSoft 2004, Siebel 2005, BEA Systems 2008, Sun Microsystems 2010, Cerner 2022). Former employees of these companies who were absorbed into Oracle and continued receiving Oracle employer match contributions post-acquisition hold Oracle stock as their 401(k) employer security. The relevant basis is Oracle stock basis accumulated since the acquisition date — not any predecessor company's basis. The plan should have recorded these shares correctly, but if you were a former PeopleSoft or Sun employee, confirm with Fidelity that all pre-Oracle lot entries have been replaced with Oracle lot basis data.

HP Inc and HPE: the 2015 separation and basis split

Hewlett-Packard Company separated into two independent publicly traded companies on November 1, 2015. Existing Hewlett-Packard common stock became HP Inc (NYSE: HPQ), retaining the personal systems and printing businesses. For every share of original HP common stock held as of the record date (October 21, 2015), shareholders received one share of Hewlett Packard Enterprise (NYSE: HPE) common stock — a 1:1 distribution. The separation was structured as a tax-free spin-off under IRC §355.⁵

Basis allocation between HPQ and HPE

At the separation, the cost basis of original HP shares was split between HP Inc (HPQ) and Hewlett Packard Enterprise (HPE) in proportion to the relative fair market values of the two stocks on the first day of when-issued trading. In practice, the split was approximately:

• HP Inc (HPQ): approximately 52–55% of the original HP cost basis per share
• Hewlett Packard Enterprise (HPE): approximately 45–48% of the original HP cost basis per share

The exact ratio is based on the opening prices on the first trading day after separation. Fidelity and other custodians should have applied this allocation automatically. If your plan shows a single line item for "original HP cost basis" without an allocation, contact Fidelity to confirm the basis was split correctly before modeling either NUA election.

Which shares qualify — it depends on your employer

An employee who works for HP Inc can only NUA HPQ shares (HP Inc is their employer). An employee who works for Hewlett Packard Enterprise can only NUA HPE shares. If you hold both HPQ and HPE in your plan from the pre-separation era, only the shares of your current employer qualify as employer securities. The other entity's shares must be rolled to IRA or handled separately in the lump-sum distribution.

HP and HPE appreciation context

HP Inc (HPQ) traded around $12–$14/share at separation and has since recovered to approximately $35/share — a 2.5:1 ratio for shares held continuously since separation, and a potentially higher ratio for pre-separation lots with basis below the $14 separation value. Hewlett Packard Enterprise (HPE) has traded in a $9–$22 range since separation; appreciation ratios are more modest. For employees whose original HP contributions were made before 2003 — when HP traded in the $15–$20 range pre-dot-com and then fell to $10–$14 during the market recovery — the combined pre-separation basis may produce more favorable ratios. Verify your specific lot data with Fidelity.

Intel: when NUA doesn't work

Intel presents the most important cautionary case in the technology sector for NUA analysis. Intel's stock peaked above $68/share in April 2021, then declined sharply as the company lost market share in advanced semiconductors to TSMC and AMD. As of July 2026, Intel trades near $22/share.⁶

This creates an unusual situation:

• Employees who received employer match contributions in 2018–2022 at $40–$68/share now hold stock worth $22 — a loss versus cost basis. NUA fundamentally requires appreciation (the stock must be worth more than basis for the election to produce any savings). These employees have no NUA opportunity on those lots and should plan around the loss rather than an NUA election.
• Very long-tenure employees with contributions from before 2015 (when Intel traded in the $20–$35 range) may have a positive but modest appreciation ratio of 1.1:1 to 1.6:1 against current prices. This is typically below NUA's standard breakeven ratio of 2:1 or better; rolling to an IRA usually makes more sense for these employees. See When NUA Wins vs. Loses for the breakeven framework.
• The exception: pre-2005 lots at basis below $15/share. Intel traded as low as $12–$14/share during the 2002–2003 post-dot-com recovery. Employees who received substantial match contributions during this window and held those shares undisturbed may have a 1.5:1 to 1.7:1 ratio — still modest but potentially worth modeling against rollover if the employee is in a high ordinary income tax bracket.

If you are an Intel employee or recently separated from Intel, verify your lot-level basis before assuming NUA applies. A plan statement that shows large unrealized losses in your Intel stock fund confirms that NUA is not currently beneficial — don't elect it just because you've heard of the strategy. Intel may recover; if the stock price improves substantially, the analysis changes. But an NUA election under current Intel pricing for most tenure windows will not save taxes.

Cisco: modest but real appreciation

Cisco Systems presents a more moderate NUA case. After its famous peak above $80/share during the dot-com bubble, Cisco spent most of the 2000s and early 2010s in the $16–$30 range. The stock has since recovered to approximately $54/share as of mid-2026.

• 2010–2019 contributions at $16–$32/share produce 1.7:1 to 3.4:1 ratios against today's price — in the lower-middle range of NUA candidates. Whether NUA wins over rollover depends heavily on the employee's ordinary income bracket at retirement. An employee in the 37% bracket with a 2.5:1 ratio typically finds NUA beneficial; an employee in the 22% bracket with the same ratio may find rollover competitive. Model explicitly rather than assuming.
• 2002–2009 post-bubble contributions at $12–$22/share produce stronger 2.5:1 to 4.5:1 ratios — worth modeling in full against a rollover alternative, especially for employees in the 32–37% OI bracket.

Cisco's 401(k) plan is administered by Fidelity. See Fidelity NUA Distribution Mechanics for distribution process details.

Income stacking with RSU vesting in separation year

Technology employees separating from service frequently have RSU vests, option exercises, or ESPP purchase elections scheduled around their separation date. This creates the same income-stacking problem documented in the NUA and deferred compensation guide — except here the additional income comes from equity comp events rather than NQDC plan distributions.

Specific risks in the year of NUA distribution:

• RSUs that vest at or near separation are settled as ordinary income at vest. If 1,000 shares vest at $240 (IBM) in the same year as your $162,000 NUA cost basis distribution, you've added $240,000 of ordinary income on top of the basis hit — potentially pushing total ordinary income above the 32% or 37% bracket threshold.
• NQSOs expiring after separation (typically 90 days post-separation for many tech plans) create a forced-exercise deadline. If you exercise in the NUA distribution year, the spread is ordinary income and stacks on top of cost basis. Sequence carefully: if possible, complete RSU vests and NQSO exercises in a prior year or defer the NUA election to a separate lower-income year.
• ESPP purchase lookback settles in the taxable account, not the 401(k), so it doesn't affect the plan distribution — but the spread recognized as compensation income does add to your AGI in the year of purchase.

The NUA distribution year's taxable income determines the OI rate applied to your cost basis. If RSU income has already filled the upper brackets, the cost basis distribution may land at 35–37% — the same rate the rollover would eventually pay. In that scenario, the advantage shifts entirely to the NUA appreciation (still taxed at LTCG rather than OI), but the cost basis savings disappear. Plan the separation year's income carefully with these interactions in mind.

State tax table for major tech corridors

Technology employees are heavily concentrated in states with no preferential LTCG rates, which reduces but does not eliminate the NUA advantage. The federal tax savings are unaffected — the NUA election converts ordinary income (up to 37% federal) to LTCG (15%–20% federal) on the appreciation. The state factor determines whether there is an additional state-level spread.

For tech employees in California, New York, or Oregon: the federal NUA benefit remains very large even without a state LTCG advantage. Converting 37% federal ordinary income to 15%–20% federal LTCG on a $500,000 NUA position saves $85,000–$110,000 in federal taxes alone. The state simply doesn't add to it. See NUA and State Taxes for the full analysis of how state rates affect the NUA vs. rollover breakeven.

Worked example: 32-year IBM software engineer

Profile: Michael, age 62, retiring from IBM after 32 years as a software engineer based in Austin, Texas. Married filing jointly. Spouse has part-time income of $28,000/year.

Retirement accounts:

• IBM 401(k) via Fidelity NetBenefits: 2,800 IBM shares
• Plan cost basis (lot-level, from Fidelity): $58/share blended average (contributions concentrated 1994–2008 at $12–$80/share, with a mix of later higher-basis contributions)
• Total IBM FMV at $240/share: $672,000
• Total IBM plan cost basis: $162,400 (2,800 × $58)
• NUA amount: $509,600 ($672,000 − $162,400)
• NUA ratio: 4.1:1
• Also in plan: 560 KD (Kyndryl) shares received in the November 2021 spin-off at 1 KD per 5 IBM shares (2,800 ÷ 5 = 560); current KD price ~$15/share = $8,400 market value
• Other: $220,000 rollover IRA from prior positions

The Kyndryl complication: Michael's IBM 401(k) shows two equity holdings — 2,800 IBM shares and 560 KD shares. For Michael's NUA election, only the IBM shares qualify. The KD shares must be rolled to a rollover IRA as part of the lump-sum distribution of remaining plan assets. Michael confirms with Fidelity that the in-kind transfer request covers only IBM shares; the Kyndryl shares will be handled in the same-year IRA rollover.

Income in retirement Year 1 (Texas, no state income tax; no pension; Social Security delayed to age 67; no RMDs yet): Spouse income $28,000. Standard deduction MFJ 2026: $32,200.⁷ Taxable income before NUA basis: max($0, $28,000 − $32,200) = $0 — standard deduction exceeds spouse income alone.

NUA distribution year tax (IBM cost basis $162,400):

• Total gross income: $28,000 (spouse) + $162,400 (IBM basis as ordinary income) = $190,400
• Less standard deduction: $190,400 − $32,200 = $158,200 taxable income
• Federal OI tax on $158,200 MFJ (2026 brackets):⁷
  • 10%: $0–$23,850 → $2,385
  • 12%: $23,851–$96,950 → $8,772
  • 22%: $96,951–$158,200 → $13,475
  • Estimated total federal OI tax: ~$24,632
• Texas state income tax: $0 (no state income tax)
• KD shares rolled to IRA: no current tax; taxed when eventually withdrawn

NUA appreciation tax when sold (tranche selling over 10 years):

• Michael sells approximately $50,000 of IBM stock annually in taxable brokerage — LTCG treatment on the $509,600 NUA appreciation
• Annual income in retirement: ~$50,000 NUA sales + ~$35,000 IRA distributions + ~$28,000 SS (at age 67) = ~$113,000 total; stays below the 20% LTCG bracket threshold ($613,700 MFJ)
• At 15% federal LTCG on full $509,600: $76,440⁷
• NIIT (3.8%): Michael's MAGI stays below $250,000 MFJ — NIIT does not apply

Total NUA path (federal, Texas): $24,632 (OI on basis) + $76,440 (LTCG on appreciation) + ~$2,016 (eventual IRA OI on KD rollover at 24%) = ~$103,088

Full IRA rollover alternative:

• $672,000 IBM + $8,400 KD = $680,400 all rolled to IRA
• Withdrawn as ordinary income over retirement; blended effective rate including SS, RMDs, and other income approximately 28–32%
• At 30% blended effective: $680,400 × 30% = $204,120 federal OI tax

Federal NUA advantage: approximately $101,000. In Texas with no state income tax, Michael's NUA election converts $509,600 of what would have been ordinary income (at the rollover's future blended rate) into long-term capital gains at 15%, saving six figures in lifetime federal taxes. If he had remained in California instead of Austin, he would still save the full federal amount but would owe California state tax at ordinary income rates on both the basis distribution and the annual stock sales — reducing but not eliminating the total savings.

When NUA wins for technology employees

• Long tenure with contributions concentrated in low-basis windows. IBM employees from the early 1990s recovery era, Oracle employees from the post-dot-com trough (2002–2008), or Cisco employees from the mid-2010s recovery all have potential ratios that make NUA compelling. The key is knowing your actual blended basis from lot-level plan data — not estimated averages.
• Texas, Florida, Nevada, or Wyoming residency. Technology employees who relocated to no-income-tax states capture the full federal savings without state tax erosion. Oracle's Austin HQ move made this a live option for many Oracle employees who also relocated. IBM's Austin presence, HPE's Spring headquarters, and broader tech distribution provide similar opportunities for Texas residents.
• Pre-Social Security, pre-RMD income window. Retiring at age 60–65 creates a narrow income window where the cost basis distribution can land in the 22%–24% bracket and tranche NUA stock sales can occur at 15% LTCG — well below the 30–37% rate the same amounts would face as rollover distributions in later high-income years.
• Kyndryl spin-off handled correctly. IBM employees who understand that KD shares are not employer securities, handle them properly in the lump-sum distribution, and NUA only the IBM shares preserve the full election and avoid disqualification of the lump-sum requirement.

When NUA doesn't help for technology employees

• Intel positions with negative or minimal appreciation. Contributions at $40–$68/share from 2018–2022 against a current price near $22 have no NUA benefit — basis exceeds market value. Rolling to IRA or modeling a loss harvesting strategy is more appropriate.
• RSU-dominant employers without employer stock in 401(k). Microsoft, Meta, Apple, Google, Amazon, and many newer tech companies deliver equity through RSUs into taxable accounts, not through 401(k) employer stock. If your plan has no employer stock fund or the match went entirely to target-date funds, NUA simply doesn't apply. Confirm before modeling.
• Kyndryl shares mistakenly NUA'd. IBM employees who include KD shares in the in-kind distribution may disqualify the election or complicate the lump-sum distribution structure. Confirm which shares are employer securities in writing from Fidelity before executing.
• IRA rollover already executed. Rolling employer stock to an IRA permanently eliminates NUA eligibility under IRC §402(e)(4)(B). For a 32-year IBM employee with $672,000 of appreciated IBM stock, this mistake can cost $100,000+ in foregone federal savings. See Should You Roll Over Company Stock? before signing any rollover paperwork.
• California or New York residency with low appreciation ratio. When there is no state LTCG advantage, the NUA election must stand on federal savings alone. At 2:1 to 2.5:1 appreciation ratios (which are common for more recent Cisco or HP/HPE contributions), the federal-only benefit may be marginal. Model explicitly against the rollover alternative including state taxes on both sides.

Questions to ask your plan administrator

1. Does my plan allow in-kind distribution of employer stock shares to a taxable brokerage account? (Confirm in writing — not all plans allow this.)
2. Can you provide lot-level cost basis for my employer stock — each contribution date, number of shares, and cost per share? (Do not accept an aggregate average; lot-level data is required for accurate NUA modeling.)
3. For IBM employees: Can you separately identify my IBM (IBM) holdings and my Kyndryl (KD) holdings, and confirm that the in-kind distribution request will cover only IBM shares?
4. For HP Inc or HPE employees: What is my current employer of record, and which stock (HPQ or HPE) is classified as employer securities for my plan?
5. What is the lump-sum distribution procedure? Must all plan balances be distributed in the same tax year — including the non-stock balances that go to a rollover IRA?
6. Is there a December 31 deadline for completing the full lump-sum distribution if I initiate the in-kind stock transfer in Q4?
7. What is the 20% mandatory withholding amount on the cost basis portion (IRC §3405(c)), and can I fund it from outside the plan to avoid selling shares?

Sources

1. IRC §402(e)(4) — Net unrealized appreciation; definition of employer securities and qualified lump-sum distribution requirement. Full statutory text at law.cornell.edu.
2. Kyndryl Holdings, Inc. — Spin-off Information. IBM shareholders of record October 25, 2021 received one share of Kyndryl common stock for every five shares of IBM common stock held. Distribution completed November 3, 2021. Tax-free distribution under IRC §355. (investors.kyndryl.com)
3. IBM historical stock price data — IBM traded at approximately $240/share as of July 2026 per Yahoo Finance / analyst price target data (BofA raised target to $330 from $315, July 6, 2026). IBM 1993 recovery era near $10–$12/share per MacroTrends historical data. (finance.yahoo.com/quote/IBM)
4. Oracle Corporation (ORCL) — stock price $143.76 on July 6, 2026 per Investing.com and Yahoo Finance. Post-dot-com trough at $7–$10/share in 2002–2003 per MacroTrends historical data. (finance.yahoo.com/quote/ORCL)
5. HP Inc. — Form 8-K, separation of Hewlett Packard Enterprise Company, November 1, 2015. Each holder of record of HP common stock as of October 21, 2015 received one share of HPE common stock for each HP share held. (sec.gov)
6. Intel Corporation (INTC) — stock price data circa July 2026. Intel peaked above $68/share in April 2021; current price near $22/share reflects ongoing semiconductor market share challenges. Per Yahoo Finance / MacroTrends historical data. (finance.yahoo.com/quote/INTC)
7. IRS Rev. Proc. 2025-32 — 2026 tax parameters: standard deduction $16,100 (single) / $32,200 (MFJ); LTCG rates: 0% up to $49,450 single / $98,900 MFJ; 15% up to $545,500 single / $613,700 MFJ; 20% above. OI bracket thresholds (MFJ): 10% to $23,850; 12% to $96,950; 22% to $206,700; 24% to $394,600; 32% to $501,050; 35% to $751,600; 37% above. NIIT: 3.8% above $200,000 single / $250,000 MFJ (IRC §1411). Values verified as of July 2026. (irs.gov)

Values verified as of July 2026. Tax law is subject to change. Consult a fee-only advisor before executing any NUA election.