OBBB signed: Reinstates immediate expensing for U.S.-based R&D

(www.kbkg.com)

337 points tareqak | 1 comments | 05 Jul 25 00:24 UTC | HN request time: 0.204s | source

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me551ah ◴[05 Jul 25 06:16 UTC] No.44470473[source]▶

I doubt if this will make much difference. Offshoring as a tactic emerged in the pandemic when companies realised that being “remote” works just as well.

Sure, foreign R&D still gets amortized over 15 years (NPV ≈59 % of a full write-off, so you “lose” ~8.6 % of your R&D spend in present-value terms, and only 6.7 % of the cost is deductible in year 1, creating a 19.6 % cash-tax gap). But offshore wages are often 50–70 % below U.S. rates:

• Even after the slower amortization drag, hiring at half the cost nets you ~30 % total savings on R&D headcount.

• On a pure cash basis you only need ~20 % lower wages to break even; most offshore markets easily exceed that.

• So the labor-cost arbitrage far outweighs the tax timing penalty unless your foreign salaries are less than ~20 % below U.S. levels.

In short: the 15-year amort rule hurts your tax deduction, but 50 %+ lower offshore wages more than make up for it.

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BobbyJo ◴[05 Jul 25 06:25 UTC] No.44470502[source]▶

>>44470473 #

This ignores the other financial and non-financial costs of offshoring: legal, cultural, temporal... a lot of the time, those close the gap.

On paper, offshoring has made sense the entire time, and yet here we are in 2025 and companies still hire American devs. Not only that, they often fly in foreign devs just to pay them more here than if they had just offshored to their home country.

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1. cbg0 ◴[05 Jul 25 08:37 UTC] No.44471113[source]▶

>>44470502 #

It also has to do with how the companies handle the offshoring, as some larger corporations take the approach of just using an outsourcing company from a specific country (usually chosen by price) and assume that you can just pay a specific amount of money per developer and they will all be the same quality as the guys coming into the office.

I've worked most of my career as a remote employee and I can say that the best arrangement is when the company is as involved in hiring offshore employees as they are with hiring onshore ones. Someone working through an intermediary will always be disconnected from the company's success, as they work for an outsourcing company, and not the US corporation itself.

There are definitely a lot of discussions to be had around employee cultural fit, and I don't just mean company culture. You want a similar mindset and work ethic that your other employees have if you want a high chance of success.

We also need to talk about how some companies haven't been able to successfully adapt their processes to work with remote employees alongside the office employees and sometimes treat the offshore ones as second class citizens, which is not really a great thing.

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