Municipalities and states
- New option to issue AIBs and receive a federal payment covering part of interest owed. The credit rate depends on the year of issuance (42% in 2026–2030; 38% in 2031; 34% in 2032; 30% in 2033+).
- AIB proceeds must be used 100% for capital projects or for operations and maintenance tied to those capital assets. Private‑activity bonds (including 501(c)(3) conduit bonds) cannot be AIBs.
- AIB interest paid to investors is taxable; you receive the subsidy directly from the U.S. Treasury on each interest payment date. The payment is capped by a “par‑rate” limit so artificially high coupons do not increase the subsidy.
- AIB projects must follow Davis–Bacon prevailing wage requirements.
- You may “current refund” an AIB with another AIB (meeting set limits); the refunding AIB gets a 30% credit.
- You may again do one tax‑exempt advance refunding for governmental and 501(c)(3) bonds if strict timing, redemption, and investment rules are met; abusive arbitrage is still barred.
- The small‑issuer “bank‑qualified” cap rises to $30 million (indexed after 2026), which can help you sell bonds to banks at better rates.
501(c)(3) nonprofits (hospitals, universities) using tax‑exempt bonds
- You cannot use AIBs (they are limited to non‑private‑activity governmental bonds).
- You may again be eligible for one tax‑exempt advance refunding under set limits.
- For “bank‑qualified” treatment, the law treats your organization as the issuer, and pooled/qualified financings can qualify if each borrower’s portion meets the rules. This may improve access to bank lending.
Banks and other financial institutions
- More bonds will qualify as “bank‑qualified,” allowing greater deduction of interest expense related to holding those bonds. The cap increases to $30 million per issuer and is indexed for inflation.
- Clarified rules expand bank‑qualified treatment for qualified financings and for 501(c)(3) borrowers that meet the small‑issuer limits.
Contractors and construction workers
- Projects financed with AIBs must pay prevailing wages under Davis–Bacon. This affects payroll, bidding, and compliance reporting.