Is Your Business Ready for Year-End OBBBA Reporting?
See Where You Actually Stand
Most employers assume their provider has this handled. OBBBA reporting touches classification, tips, blended overtime, and pay frequency all at once — and most don't find out something's wrong until it's already on the W-2. Here's where to start.
Check your own setup against classification, tips vs. service charges, blended overtime, and semi-monthly payroll — the places OBBBA reporting most often breaks.
Get the checklist →Most payroll companies sent a memo. Watch four short clips where our team breaks down what OBBBA actually requires — classification, blended overtime, and tip reporting, explained clearly.
Watch now →Not sure any of this applies to you? Tell us where you're based and a member of your local Coastal team will help you find out — no pressure.
Request a callback →OBBBA Explained - Quick Video Insights
Not a sales pitch — just a helpful look at what's involved and what's at stake.
The Problem(s) We Solve
The deduction applies only to the FLSA overtime premium — the "half" in time-and-a-half — not total OT compensation. Most payroll systems don't isolate this.
The deduction applies only to the FLSA overtime premium — the "half" in time-and-a-half — not total OT compensation. Most payroll systems don't isolate this.
Bi-weekly, semi-monthly, and monthly pay groups must reconstruct hours by workweek. That requires day-level hour isolation.
Qualified tips must be separately identified for W-2 reporting. Tip credit, tip pooling, and service-charge distinctions all affect what qualifies.
Have someone call me
A member of our team will ask a few key questions about how your payroll and time systems work today and help consult with you on your next best step.