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··3 min readNo Tax on OvertimeNo Tax on TipsW-2Payroll

W-2 Box 12 Codes TT and TP Explained (No Tax on Overtime and Tips)

Starting with 2026 W-2s, code TT reports qualified overtime and code TP reports cash tips. What each number means, how it maps to Schedule 1-A, and what to do if it is wrong.

Short answer: on Form W-2 for tax year 2026 onward, box 12 code TT is your qualified overtime compensation — only the FLSA overtime premium, not your whole overtime pay. Box 12 code TP is the total cash tips you reported to your employer, and box 14b shows the Treasury tipped-occupation code (up to two). These feed the two new deductions on Schedule 1-A. Estimate yours with the No Tax on Overtime Calculator and the No Tax on Tips Calculator.

Code TT — qualified overtime compensation

Pay stubs often show the same split as "OT premium 0.5" — see what the 1.5 / 1.0 premium rate factor means.

Code TP — cash tips reported to the employer

How the codes map to Schedule 1-A

W-2 itemSchedule 1-A partAnnual limitPhase-out
Box 12, code TP (+ box 14b code)Part II — No tax on tips$25,000 per return$100 per full $1,000 of MAGI over $150,000 ($300,000 joint)
Box 12, code TTPart III — No tax on overtime$12,500 ($25,000 joint)Same thresholds and reduction

Both deductions are available whether or not you itemize. Neither reduces Social Security or Medicare tax, and married couples must file jointly to claim either one. Qualified overtime does not include any amount that is a qualified tip, so the same dollars cannot be counted twice.

Tax year 2025 was different

Employers were not required to report either amount separately for 2025. Employees could use pay stubs, an optional employer statement, Form W-2 box 7 (social security tips) or Form 4137 for unreported tips, as described in IRS Notice 2025-69.

Checklist when your 2026 W-2 arrives

Sources

Try our free calculators

Verify the numbers for your specific situation — built on the same DOL sources cited above.

Not legal advice. This article is for informational purposes only. Compliance obligations depend on employer-specific facts, collective bargaining agreements, and applicable jurisdictions. Consult qualified counsel before acting on any information here.