How to Maximize Executive Compensation in 2026

The One Big Beautiful Bill Act made the current federal tax brackets permanent — the top rate stays at 37% instead of jumping to 39.6%. For executives with bonuses, stock options, and deferred compensation agreements, that certainty changes the planning math. In this episode of You & Your Money, Logan Lum, Associate Vice President, Lead Wealth Advisor at WHZ Strategic Wealth Advisors, walks through a five-item checklist for making the most of the new rules. What Logan covers: Deferred compensation — why knowing the rates makes deferral strategy easier to model, and the one risk people overlook: non-qualified deferred comp isn't protected if your company is acquired or goes bankrupt. Max out the protected vehicles first. Timing stock option exercises — in the top bracket, itemized deductions are worth about 35 cents on the dollar instead of 37. One mistimed exercise can push you into the top bracket, which starts at $640,600 for single filers and $768,700 for couples. Straddling an exercise across two years may be the better move. The SALT cap, and why it hits Connecticut hard — the state and local tax deduction cap rose to $40,400, but it phases out fast: 30 cents on every dollar of modified adjusted gross income above $505,000, landing you back at $10,000 by roughly $606,000. Stack Connecticut's 6.99% top rate and the highest property taxes in the country on top of that. The Social Security wage cap — once you pass $184,500 in compensation, you're no longer paying the 6.2% Social Security tax, which makes Q4 an opportune window to look at bonus timing and deferral. Old agreements — deferred comp arrangements written under the previous rules are worth a fresh review. - Subscribe to the You and Your Money podcast - Follow us on Facebook, Instagram, LinkedIn and YouTube - See how we can create a tailored financial strategy to help you live with Absolute Confidence, Unwavering Partnership, For Life: whzwealth.com