Investors Concerned About the Big, Beautiful Bill’s Section 899

Experts say the provision, which would raise taxes on the U.S. income of foreign businesses and individuals, is likely to hurt capital markets.

A provision in the Republican Party’s expansive tax bill, part of the agenda set by President Donald Trump, intends to raise taxes on foreign investments in the U.S., which investors say will hurt capital markets.

Known as Section 899, the provision targets dividends, interest, royalties and business profits earned by individuals and institutions based in certain foreign countries. It begins with a five-percentage-point surtax and ramps up to 20 points above current rates—potentially pushing the total tax burden on some income to 50%.

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One exception to the tax is that interest from U.S. Treasurys is not taxable for foreign investors, and the bill does not seem to include a clause to change that. Section 899 would, however, remove exemptions on non-U.S. central banks and other governmental entities from taxation on some U.S.-based investment income.

The provision would raise $116 billion in tax revenue over 10 years, according to the congressional Joint Committee on Taxation.

‘You Hit Us, We Hit You Back’

However, investors fear the bill would threaten foreign investments in the U.S., while also influencing countries to invest in other markets to avoid the tax.

“Foreigners own about $60 trillion in U.S. assets. U.S. equities make up almost half of global market cap—so deterring those investors could be damaging,” says Boris Peresechensky, principal portfolio manager at Orange Investment Advisors LLC.

According to an April report by Torsten Slok, Apollo Global Management’s chief economist, foreigners own nearly $19 trillion in U.S. equities, $7.2 trillion in U.S. Treasurys and $4.6 trillion in U.S. corporate credit investments, equating to 20% of U.S. equities, 30% of Treasurys and 30% of outstanding credit, respectively.

“It definitely fits Trump’s policy of reciprocal tariffs—you hit us, we hit back,” says Philip Ludvigson, a partner in King & Spalding LLP, where he advises clients on national security risks related to foreign direct investment. “But it also seems a bit at odds with parts of the America First investment policy to the extent that it hinders our traditional open investment policy and the notion of encouraging investment in the U.S.”

Foreign Investors ‘Likely to Retreat Quickly’

The Investment Company Institute, the leading association representing U.S. investment funds, wrote a letter to Senate Finance Committee Chairman Mike Crapo, R-Idaho, warning that the bill would hurt most foreign investments in U.S. stock markets, according to the obtained by CIO.

“In order to avoid the impact of section 899, portfolio investors are likely to retreat quickly from U.S. equities, leading to capital outflows from the United States,” the ICI’s letter, dated June 5, stated. “If sustained selling by foreign investors depresses U.S. equity markets, this would harm both U.S. companies and investors.”

The letter also warned the legislation could cut into management fees if foreign investors pull out of U.S. markets.

Peresechensky says one workaround for multinationals might be issuing bonds outside the U.S. to avoid the tax, which could shrink U.S. debt markets, and U.S. companies could respond with more stock buybacks instead of dividends to avoid the tax burden on foreign investors.

‘Game of Chicken’

Ultimately, if foreign investors seek to avoid the tax, the U.S. will likely raise less tax revenue, he says.

“20% on top of current withholding rates would be effectively a 50% tax—way too punitive for many foreign investors,” Peresechensky says. “You might end up collecting less, not more, tax revenue—especially if foreign investors reroute funds back home or shift to accounting tactics to avoid U.S. taxes.”

Ludvigson says the bill could further hurt foreign investment in U.S. markets, since countries not subject to the tax might also pull back on investing in the U.S. fearing they might eventually face a tax as well.

Section 899 resembles the Trump administration’s characterization of global trade policies which he has deemed unfair. Experts, however, believe the tactic will again be used as a negotiation tool and not end up in the final bill, for which the Senate has set a July 4 deadline.

“It’s a game of chicken, just like with tariffs: You threaten, you pressure, you try to change the other side’s behavior,” Ludvigson says.

Gen Z, Millennials Redefining the Future of Work

A Deloitte survey explores what drives Generation Z and Millennial workers and what leaders must understand to build future-ready workplaces.

As Generation Z and Millennials become the dominant force in the workforce, understanding their values, motivations and definitions of success is critical for any organization aiming to thrive in the future of work.

Deloitte Global’s 14th annual Gen Z and Millennial Survey explored these perspectives across 44 countries. Drawing insights from 23,482 respondents, the study revealed a generational shift of professionals who are questioning traditional workplace expectations, moving away from outdated structures and seeking careers that align with their values and sense of purpose.

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“Gen Zs and millennials began their careers amid a pandemic and financial crisis—events that shaped their values around work/life balance, meaningful work, and financial stability,” said Elizabeth Faber, Deloitte Global’s chief people and purpose Officer, in the survey report. “As [generative artificial intelligence] transforms the workplace, employers must rethink how to support these evolving priorities through modernized structures and thoughtful use of technology.”

Conducted from October through December 2024, the survey combined quantitative and qualitative insights to provide a nuanced understanding of how Gen Z and Millennials are reshaping the workforce and what businesses.

The following are a sample of some of the survey’s findings related to work and employment.

Learning and Leadership Gaps

Gen Z is more focused on work/life balance than climbing the corporate ladder: Only 6% of Gen Z respondents said their primary career goal is to reach a senior leadership position.

When asked why they chose their current employer, learning and development ranked among the top three reasons—behind work/life balance and opportunities for career progression.

Millennials also reported prioritizing growth, yet many said they feel their managers are falling short in supporting their development. Across both generations, respondents stressed the importance of a workplace culture that champions continuous learning—starting with onboarding, then evolving throughout their careers.

The respondents clearly expressed that leadership development must keep pace, according to Deloitte. They feel managers need more than operational skills; they need the training and support to lead people effectively and create environments in which talent can thrive.

Soft Skills and GenAI Integration

With generative AI transforming how work is done, respondents from both generations stressed the rising importance of soft skills. Most Gen Z respondents (57%) and Millennials (56%) reported using GenAI in their daily work—and most view it positively. Respondents said the technology improves the quality of their work, allows more time for strategic tasks and supports better work/life balance.

Respondents also emphasized the need for training to help them adapt and thrive alongside AI. Leaders who communicate clearly about AI’s role in job transformation and link it to long-term career growth can build greater trust and readiness across their teams.

In addition, more than 80% of Gen Z and Millennial respondents said developing soft skills, like empathy and leadership, is even more important for career advancement than honing technical skills.

Mental Health and Workplace Stress

Respondents from both generations said they believe that supporting employee mental well-being must start with tackling the root causes of workplace stress—especially financial pressures and concerns for family health and welfare. More than 30% of respondents (35% of Gen Z and 33% of Millennials) said their job is a major source of stress.

To address this, according to the report, managers should remain closely attuned to the stressors impacting their teams and take active steps to reduce them. Organizations that make mental health a visible priority are more likely to experience stronger engagement, improved retention and overall performance gains.

Purpose-Driven Mindset

Gen Z and Millennials increasingly seek purpose in their work or, at the least, the flexibility and resources to create meaningful change outside of it, according to Deloitte’s report. In qualitative interviews, many emphasized the importance of making a positive contribution to society. Yet about 25% of Gen Z respondents and 22% of Millennials said their current job does not align with their personal values and beliefs.

When alignment is not possible, these generations often prioritize work/life balance and higher compensation—enablers that allow them to pursue purpose on their own terms, beyond the workplace, according to Deloitte.

Purpose does not look the same for everyone, according to the report: Effective leaders know how to tap into it at the “unit of one.” Understanding what motivates individuals can help organizations inspire purpose, boost engagement and unlock innovation.

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