Unlock Significant Tax-Free Gains with Qualified Small Business (QSB) Stock

How Can Your C Corp Unlock 100% Tax-Free Capital Gains?

If you run your business as a C corporation, you may be eligible for a potentially significant tax break for qualified small business (QSB) stock. This opportunity has existed for years, but recent tax law changes have enhanced it.

What’s a QSB corporation?

QSB corporations are a special type of C corporation. At the entity level, QSB corporations are generally treated as regular C corporations for legal and federal income tax purposes. So, most of the standard advantages and disadvantages of C corporation status apply equally to QSB corporations, including the 21% flat federal income tax rate on corporate income. However, QSB shareholders can potentially enjoy a significant tax advantage: A special gain exclusion rule can allow them to avoid the federal income tax hit on up to 100% of the gain from selling QSB stock.

C corporations that own QSB stock aren’t eligible for the gain exclusion. But sales of QSB stock held by pass-through business entities — such as S corporations, partnerships and, typically, limited liability companies — may be eligible. The break is effectively passed through to individual pass-through entity owners.

Which shares qualify as QSB stock?

To be eligible for the QSB stock gain exclusion, several requirements must be met, including the following:

  • You must acquire the shares upon original issuance by the corporation or by gift or inheritance.
  • The corporation must be a QSB corporation on the date the stock is issued and for substantially all the time you own the shares. Among other things, this means it must not have assets that exceed $75 million ($50 million if the stock was issued on or before July 4, 2025). The $75 million limit will be indexed for inflation after 2026.
  • The corporation must actively conduct a qualified business. Service businesses and certain other businesses don’t qualify. (Contact us for a complete list of nonqualified businesses.)

Timing is also critical. To take advantage of the 100% gain exclusion for sales of QSB stock, you must have acquired the shares after September 27, 2010, and held them for at least five years.

How did the OBBBA expand the exclusion?

In addition to raising the QSB asset ceiling, the One Big Beautiful Bill Act (OBBBA) enhanced the gain exclusion rules for QSB shares acquired after July 4, 2025. It allows a 50% gain exclusion for QSB stock held for at least three years and a 75% gain exclusion for QSB stock held for at least four years. The 100% gain exclusion still applies to QSB stock held for at least five years.

For QSB shares acquired after July 4, 2025, your excludable gain for any year is limited to the greater of:

  • 10 times your aggregate tax basis in the QSB stock that was sold, or
  • $15 million ($7.5 million if you were married but filed separately), reduced by the amount of gain you excluded in prior tax years from sales of QSB stock issued by the same corporation.

When the $15 million (or $7.5 million) restriction applies, it’s effectively a lifetime limitation.

Next steps

The gain exclusion for QSB stock and the flat 21% corporate federal income tax rate are two powerful incentives to operate a business as a QSB corporation. You can potentially convert an existing unincorporated business into a QSB corporation by incorporating it. Contact CJ’s business tax planning experts to learn more about this tax-saving strategy. We can help you navigate the complex rules and requirements.

© 2026

The CJ Group Names Mike Rizkal Managing Partner

Rizkal to lead next phase of growth, building on a strong foundation and advancing the firm’s forward-looking client strategy.

Mike Rizkal, Managing Partner of The CJ Group

FRISCO, TX, UNITED STATES, April 23, 2026 /EINPresswire.com — The CJ Group, a Top 25 local CPA and advisory firm serving middle-market businesses, has named Mike Rizkal as Managing Partner, effective March 1, 2026. This appointment is a natural next step for the firm as it grows, invests in its people, and evolves how it serves clients through its core pillars: Insightful Expertise | Exceptional Talent | Tailored Approach.

Building on a Strong Foundation:

Rizkal succeeds Scott Bates, whose leadership has played a defining role in the firm’s growth and evolution over the past several years. Bates led the firm through a period of expansion and transformation, including its brand transition from Cornwell Jackson to The CJ Group and the opening of its Fort Worth office. These strategic initiatives strengthened the firm’s market position, expanded its capabilities, and reinforced its differentiated presence in the Texas middle market.

“Scott’s leadership has had a significant impact on this firm,” said Rizkal. “He saw where the market was heading and positioned CJ to evolve with it. The strength of the firm today is a direct reflection of his leadership.”

A Vision for What’s Next:

During Rizkal’s tenure with CJ, he has been instrumental in shaping the firm’s direction, anticipating market shifts, and improving how The CJ Group delivers clarity, insight, and consistency that clients depend on.

As Managing Partner, Rizkal will continue to provide strategic guidance, leading the firm’s next phase of growth with a focus on investing in its people, strengthening its teams, and building lasting relationships in the markets it serves. He is also a strong advocate for the thoughtful use of technology to enhance how the firm operates and serves its clients—improving visibility, efficiency, and decision-making while building on CJ’s foundation of practical, relationship-driven service.

“Mike brings a clear understanding of where the market is headed and what clients will need next,” said Scott Bates, Senior Partner of The CJ Group. “He has been instrumental in helping the firm think strategically about growth, service innovation, and how we continue to create value for our clients.”

As the firm grows, including its expanding presence in Fort Worth, Rizkal remains committed to the culture that defines The CJ Group—one that values accessibility, accountability, and strong, local relationships. That balance of high standards and a grounded, Texas-based approach continues to set the firm apart.

“The strength of our firm has always come back to our people,” Rizkal said. “Our continued success depends on developing talent, creating an environment where people can grow, perform at a high level, and deliver consistent value to clients.”

A Firm Built for the Long Term:

For over four decades of service to North Texas businesses, The CJ Group has built its reputation on a simple but powerful premise: that middle-market companies deserve the same caliber of insight and expertise as the largest enterprises — delivered by people who know them by name, understand their industries, and show up as genuine partners in their success.

That premise doesn’t change under new leadership. It deepens.

“This transition reflects a deliberate step for our growing firm,” Bates said. “We’re confident in where CJ is headed with Mike leading the way — and genuinely excited about what’s ahead for our clients, our teams, and the communities we serve.”

About The CJ Group

The CJ Group is a Frisco, Texas-based CPA and advisory firm providing advisory, audit, benefit plan audit, tax, and outsourced accounting services to privately held and middle-market businesses across the Dallas-Fort Worth Metroplex. Serving a broad range of industries — including manufacturing and distribution, professional services, healthcare, auto dealerships, real estate, and technology — the firm’s approach is grounded in three core pillars: Insightful Expertise | Exceptional Talent | Tailored Approach. With more than 40 years of service and offices in Frisco and Fort Worth, The CJ Group has earned its reputation through responsive, relationship-driven service and a genuine commitment to helping clients navigate complexity, reduce friction, and grow with confidence.

For more information, visit www.TheCJGroup.com and follow us on LinkedInTwitterFacebook, and Instagram.

 

IRA-Based Retirement Plan Amendment Deadline: IRS Notice 2026-9

IRS Extends Amendment Deadline for SEP and SIMPLE IRA-Based Plans

If your organization sponsors a retirement plan for employees, you’ve probably noticed that compliance hasn’t been easy over the last few years. Whether the SECURE Act, the CARES Act and other pandemic-era legislation, or SECURE 2.0, employers have had to deal with significant changes.

The IRS apparently sympathizes. In its recently issued Notice 2026-9, the tax agency has extended the general deadline for amending certain IRA-based plans.

Key point

The key point of Notice 2026-9 is that the deadline for making required written amendments to certain retirement plans has been extended to December 31, 2027. (According to the notice, the deadline could be extended further if necessary.) For employers, the two arrangements chiefly in question are:

  1. Simplified Employee Pension (SEP) plans, under which sponsors provide participants with SEP-IRAs, and
  2. Savings Incentive Match Plans for Employees (SIMPLEs), under which sponsors provide participants with SIMPLE IRAs.

The notice also covers traditional and Roth IRAs, but these are generally individually owned.

The two plans mentioned are popular with many small and midsize employers because they’re generally easier and less expensive to maintain than, say, a traditional 401(k) plan. The IRS extension aims to help such organizations catch up and avoid compliance issues from outdated paperwork — a credible threat given how frequently the rules have changed.

Indeed, it’s important to note that the deadline extension applies to amendments required under not only the most recent SECURE 2.0, but also the earlier SECURE Act, CARES Act and even the largely forgotten Relief Act of 2020. In other words, Notice 2026-9 addresses the cumulative effect of several years’ worth of legislative updates.

Timely opportunity

Like many employers, your organization may have already implemented some or all of the operational changes required by these laws. But have you formally updated your plan document? Many employers have fallen behind on this crucial compliance matter.

Although the deadline has been pushed to the end of next year, don’t let procrastination win the day if your plan document still needs to be updated. In fact, you might think of IRS Notice 2026-9 as a timely opportunity to both review and revise your plan document and assess how well your retirement arrangement is working.

The truth is, while the deadline extension applies to the timing of written amendments, employers are still expected to operate their plans in compliance with applicable laws as the various changes take effect. The distinction matters. The IRS can deem a plan out of compliance even if the employer-sponsor intends to fix it later — especially if improper administration has occurred. For example, rules regarding eligibility, contributions or distributions may have changed in ways that materially affect employee-participants’ benefits.

Bottom line: The extended amendment deadline provides breathing room, but it doesn’t eliminate the need for proper administration. Now’s a good time to confirm that your organization or its third-party administrator is tracking and implementing the required updates, and that your plan document has been amended accordingly.

Sound move

Sponsoring an IRA-based retirement plan can be a sound move for many small- and midsize-employers. But even seemingly minor compliance mistakes can lead to big headaches. If you have a SEP or SIMPLE IRA plan, The CJ Group’s Employee Benefit Plan experts can help evaluate its operation and identify required amendments. We can also assist you in deciding whether another type of retirement plan may now be a better fit for your organization.

© 2026

Cafeteria Plan Compliance: Is Your Section 125 Plan Audit-Ready?

How to Conduct a Regular Cafeteria Plan Checkup for 2026 Compliance

Employee benefits can quickly become outdated as tax laws change, new guidance is issued and workforce needs evolve. If your organization sponsors a cafeteria plan, regular checkups are essential to protect its tax-advantaged status and confirm that the plan continues to deliver meaningful value to your team.

Chief objective

Formally defined, a cafeteria plan is an employee benefits arrangement that meets the requirements of Section 125 of the Internal Revenue Code. Its chief objective is to give participants a choice between receiving taxable cash compensation or selecting from a menu of tax-free benefits, such as:

  • Group term life insurance (up to $50,000)
  • Accident and health coverage
  • Health Flexible Spending Accounts (FSAs)
  • Dependent care assistance programs
  • Adoption assistance.

Benefits are typically funded through salary reductions, though employers may also provide nonelective contributions. Essentially, participants “buy” benefits with pretax compensation dollars, reducing their taxable income, and the employer-sponsor avoids payroll taxes on those purchases.

It’s a good idea to occasionally discuss with your leadership team and professional advisors whether your plan’s design still suits your organization’s strategic objectives and workforce demographics. After all, flexibility is a major advantage of cafeteria plans.

For example, premium-only plans allocate a portion of employees’ pretax earnings to pay for accident and health insurance. Alternatively, a cafeteria plan may allow employees to make pretax contributions to FSAs or Health Savings Accounts (HSAs). FSAs allow participants to set aside dollars for qualifying medical or dependent care expenses, while HSAs may be used to pay or reimburse qualified medical expenses.

Note: To be eligible to contribute to an HSA, an employee must be covered by a qualifying high-deductible health plan and meet other IRS requirements.

4 best compliance practices

Although cafeteria plans are governed primarily by Sec. 125, many of the underlying benefits they provide — such as health coverage and health FSAs — are generally subject to the reporting, disclosure and fiduciary requirements of the Employee Retirement Income Security Act (ERISA). With this in mind, here are four best compliance practices to follow carefully and emphasize with your staff:

1. Keep your plan document and, as applicable, summary plan description (SPD) updated and accessible. Sec. 125 requires a written cafeteria plan document. In addition, ERISA-covered benefits generally require an SPD and other disclosures. Participants must receive a current SPD when they first become eligible for coverage and when material changes occur.

2. Guard against providing benefits to ineligible parties. Only common-law employees may participate in a cafeteria plan on a pretax basis. Partners in partnerships and more-than-2% shareholders in S corporations, for instance, are considered self-employed and therefore ineligible. Allowing them or other ineligible parties to participate can disqualify your plan.

3. Conduct scheduled nondiscrimination testing. Sec. 125 requires cafeteria plans to satisfy nondiscrimination rules. That means the plan can’t discriminate in favor of highly compensated or key employees with respect to eligibility, contributions or benefits. Sponsors need to test for discrimination at least annually — and more frequently if circumstances change and create compliance risks.

Simplified nondiscrimination testing is available for small businesses (those with fewer than 100 employees) that set up “simple cafeteria plans.” These plans provide a minimum level of benefits to all eligible participants who aren’t highly compensated or key employees.

4. Keep up with all administrative requirements. Beyond being subject to nondiscrimination testing, cafeteria plans must comply with various recordkeeping, notice and reporting requirements. Depending on the structure of the underlying benefits, certain plan assets may also be subject to ERISA trust requirements. It’s critical to keep up with these requirements and any new or updated federal guidance.

Be a participant pleaser

A cafeteria plan can be a powerful tool for delivering tax-efficient benefits to employees, but it demands careful oversight. Many employers make the mistake of taking a “set it and forget it” approach. Contact The CJ Group Employee Benefit Plan experts for help conducting a thorough review of your plan and leveraging its current tax-saving and participant-pleasing potential.

© 2026

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