What's New for 2025
IRS fringe benefit limit changes and policy updates that affect your calculations this filing season.
Based on IRS Publication 15-B (For use in 2025) and Revenue Procedure 2024-40
Limit Changes
These exclusion limits increased for tax year 2025 compared to 2024.
| Benefit | 2024 | 2025 |
|---|---|---|
Qualified Transportation & Parking §132(f) Both the transit pass exclusion and qualified parking exclusion increased. If your company offers commuter benefits, update the monthly cap. | $315/month | $325/month |
HSA Employer Contributions §223 Self-only and family limits both went up. Catch-up contribution for age 55+ stays at $1,000. These limits cover total contributions from employer and employee combined. Requires enrollment in an HDHP. | $4,150 / $8,300 | $4,300 / $8,550 |
Health FSA Salary Reduction §125 The maximum an employee can elect to contribute pre-tax to a health flexible spending arrangement through a cafeteria plan. | $3,200 | $3,300 |
FSA Carryover Maximum §125 If your cafeteria plan allows carryover of unused health FSA balances into the next year, this is the new ceiling. The alternative is a 2.5-month grace period — a plan can offer one or the other, not both. | $640 | $660 |
Adoption Assistance §137 The modified AGI phaseout range also shifted: begins at $259,190 (was $252,150), complete phaseout at $299,190 (was $292,150). | $16,810 | $17,280 |
Long-Term Care Per Diem Qualified LTC Applies to periodic payments received under qualified long-term care insurance contracts. Amounts above this limit are generally taxable unless actual care costs exceed the per diem. | $410/day | $420/day |
Unchanged for 2025
These limits and thresholds remain the same as 2024.
This is set by statute, not inflation-adjusted. Coverage above $50K creates taxable imputed income calculated using the IRS Uniform Premium Table.
Frozen since 1986. MFS limit is $2,500. Big change coming: this jumps to $7,500/$3,750 in 2026 under P.L. 119-21, the largest increase in decades.
Includes employer student loan repayments through 2025 under prior legislation. Made permanent by P.L. 119-21 for payments after 2025. The $5,250 cap covers tuition and loan repayments combined.
Qualified discount limits are tied to gross profit percentage for property and 20% of price for services. No fixed dollar threshold.
$1,600 for qualified plan awards, $400 for nonqualified. These limits have not changed.
De minimis benefits are still determined on a case-by-case basis by frequency and value. Occasional meal money, holiday gifts, and similar small items.
Looking Ahead to 2026
Four major changes take effect for tax years beginning after 2025. Plan now.
Dependent Care Jumps to $7,500
The biggest single limit increase in decades. The exclusion for dependent care assistance programs rises from $5,000 to $7,500 ($2,500 to $3,750 for MFS). Start planning now.
Student Loan Repayment Made Permanent
P.L. 119-21 permanently extends the §127 exclusion for employer student loan payments. No more sunset date. Employers can confidently add this as a benefit.
Bicycle Commuting Benefit Permanently Eliminated
The TCJA suspended the qualified bicycle commuting exclusion from 2018 through 2025. Instead of expiring and reverting, P.L. 119-21 permanently eliminates it. Employers can no longer provide tax-free bicycle commuting reimbursements.
Employer Meal Deduction Eliminated
For amounts paid after 2025, employers can no longer deduct expenses for meals provided through an eating facility, even if they meet the de minimis or convenience-of-employer tests. Time to rethink the cafeteria strategy.
Ready to run your 2025 calculations?
Open CalculatorSources: IRS Publication 15-B (2025), Notice 2024-80, Publication 15-B (2026)