Budget & Taxes

HB 2014 creates the Legal Services Revolving Fund in Oklahoma to provide legal representation for low-income residents in specific civil cases. It prioritizes family law, domestic violence cases, and eviction (forcible entry and detainer) cases, with funds allocated across all 77 counties based on census data showing poverty levels. The bill strictly prohibits using these funds for criminal cases, abortion-related services, or challenges to census data. Eligible legal aid organizations must follow federal auditing standards and report annually on fund usage to state committees.

HB 2740 amends Oklahoma's individual income tax structure for tax years beginning January 1, 2026. It reduces the top marginal tax rate from 5.50% to 4.75% for all taxable income above specific thresholds, applying to both single filers and married couples filing jointly. The bill establishes new, lower tax brackets: for example, single filers pay 0.25% on the first $1,000, 0.75% on the next $1,500, and 4.75% on all remaining income. This change affects all Oklahoma residents and nonresidents filing state income tax returns, with no federal tax deduction allowed.

HB 2742 clarifies and updates definitions related to Oklahoma's cigarette and heated tobacco product excise tax system. It defines "cigarette" to explicitly include heated tobacco products and creates new rules for "delivery sales" (such as online or mail orders to consumers). The bill affects cigarette manufacturers, wholesalers, retailers, and online sellers by specifying tax obligations for these transactions. Key provisions include redefining terms like "wholesaler," "retailer," and "delivery sale," and clarifying tax exemptions for sales to veterans hospitals, the U.S. government, and other specific entities. This is a procedural tax administration bill, not a new tax rate change.

HB 1258 creates a new defined contribution retirement plan for Oklahoma teachers hired on or after November 1, 2024. Teachers must make a one-time irrevocable election to join this plan, which replaces the existing defined benefit system for them; those who don’t elect it default to the current retirement system. Employees contribute a mandatory minimum of 4.5% of salary, with employers matching 6% (increasing to 7% if employees contribute more), all managed in tax-qualified retirement accounts. The plan prevents accrual of service credits under the old system, and participation is binding for all future service with participating employers.