The “401(k) plan,” the popular name for a qualified cash or deferred arrangement (CODA) permitted under Section 401(k) of the Internal Revenue Code (IRC), has become one of the most popular types of employer-sponsored retirement plans.
A qualified cash or deferred arrangement can be included as part of a profit-sharing plan, stock bonus plan, pre-ERISA money purchase pension plan, or rural cooperative plan.
With a 401(k) plan, an employee can elect either to receive cash payments (wages) from his or her employer immediately, or to defer receipt of a portion of that income to the plan. The amount deferred (called an “elective deferral” or “elective contribution” or “pre-tax contribution”) isn’t currently includable in the employee’s income; it’s made with pre-tax dollars. Consequently, the employee’s federal taxable income (and federal income tax) that year is reduced. The deferred portion is taxed to the employee when it’s withdrawn or distributed.
Assume Melissa is employed by a department store. She earns $30,000 annually. Melissa defers $5,000 of her earnings to the store’s 401(k) plan. As a result, Melissa’s taxable income is now $25,000. She isn’t taxed on the deferred money ($5,000) until she receives a distribution or makes a withdrawal.
State tax laws may differ from federal law. Consult your pension advisor for the tax impact in your particular state.
Special rules apply to SIMPLE 401(k) plans and safe harbor 401(k) plans (see Questions & Answers, below).
A 401(k) plan can allow employees to designate all or part of their elective deferrals as qualified Roth 401(k) contributions. Roth 401(k)contributions are made on an after-tax basis, just like Roth IRA contributions. Unlike pre-tax contributions to a 401(k) plan, there’s no up-front tax benefit, but if certain conditions are met, employees’ Roth contributions and earnings are entirely free from federal income tax when distributed from the plan.
Separate accounts must be established within a 401(k) plan (the “Roth accounts”) to track each employee’s Roth contributions and any gains or losses on those contributions. The taxation of distributions from the Roth account is also determined separately from any other 401(k) plan dollars.
Employers don’t have to allow Roth contributions to their 401(k) plans.
Whether an employee elects to make pre-tax contributions or Roth after-tax contributions to the 401(k) plan, careful attention must be paid to the elective deferral limits. In 2020, an employee can’t contribute more than $19,500 (up from $19,000 in 2019) of his or her salary to a 401(k) plan. Participants who are age 50 or older may also make additional “catch-up” contributions of up to $6,500 in 2020 (up from $6,000 in 2019). Other limits also apply (discussed later).
To encourage employee participation, some employers offer to “match” employee contributions under a specific formula. For example, you might decide to match 50 cents on every dollar contributed by employees up to a maximum of 10% of each employee’s salary. As an employer, you also have the option of making discretionary contributions (“non-elective contributions”) to the employees’ accounts. These contributions are subject to specific tests to ensure that they don’t discriminate in favor of highly compensated employees (see Questions & Answers for the definition of “highly compensated employee”).
Your employer contributions to the plan are always made on a pre-tax basis. That is, your employees aren’t taxed on these contributions until they’re distributed from the plan. This is true even if you choose to match employees’ Roth contributions.
In 2020 annual additions to an employee’s plan account (or accounts, if the employer offers more than one defined contribution plan) can’t be more than $57,000 (up from $56,000 in 2019) or, if less, 100% of that employee’s compensation. Employees age 50 or older can make catch-up contributions of up to $6,500 in 2020 (up from $6,000 in 2019) over and above the annual addition dollar limit. Annual additions include employer contributions, forfeitures, and employee contributions (pre-tax, after-tax, and Roth). Further, the maximum tax-deductible employer contribution is limited to 25% of total compensation of all employees covered under the plan. (Employee pre-tax deferrals are deductible separately.) Compensation for this purpose can’t exceed $285,000 for any one employee in 2020 (up from $280,000 in 2019).
All organizations except governmental entities are eligible to set up 401(k) plans. However, these plans may be particularly attractive to those employers who:
Your business may currently deduct (from business income) employer contributions it makes to the 401(k) plan.
A 401(k) plan offers a certain amount of flexibility. When you establish a 401(k) plan, you choose whether you want to contribute to your employees’ 401(k) accounts. If you decide to contribute, you can match all or a portion of your employees’ contributions. You also have the flexibility to decide whether to make discretionary profit-sharing contributions each year.
Contributions are generally required if you adopt a safe harbor 401(k) plan, or if your plan includes a qualified automatic contribution arrangement (“QACA”). See Questions & Answers, below.
Your employees can elect to receive a portion of their compensation in cash, or instead defer those dollars into your 401(k) plan on a pre-tax (salary-reduction) basis. The contribution is taken directly from the employee’s salary and invested in the 403(b) plan before any taxes are withheld. This means that the amount each employee defers to the plan is not included in his or her gross income. The employee pays less current income tax because his or her taxable income is lower than it would otherwise be. Employee pre-tax contributions are generally taxable when distributed from the plan.
If your plan permits, your employees can elect to designate all or part of their elective deferrals as Roth 401(k) contributions. Your employees’ Roth contributions are made on an after-tax basis. Roth 401(k) contributions don’t provide any up-front tax benefit, but they’re always tax free when distributed from the plan. Earnings on Roth contributions are also tax-free if paid to the employee in a qualified distribution.
Employee contributions (both pre-tax and Roth) are called “elective deferrals.” The annual limit for elective deferrals is $19,500 in 2020 (up from $19,000 in 2019), plus any applicable catch-up contributions.
You cannot have a 401(k) that allows only Roth contributions.
Investment earnings on your contributions and your employees’ contributions accumulate tax deferred while inside your 401(k) plan. Earnings aren’t taxed to your employee until he or she takes a distribution from the plan, and earnings on Roth contributions are tax free if paid to the employee in a qualified distribution.
A 401(k) plan provides flexibility to your employees. Employees aren’t required to make contributions to the plan. If they do contribute, however, they can change the amount of their contribution, or even cease contributing altogether.
Because employees make 401(k) contributions through payroll deductions, they may find it easier to save. The money is “out of sight, out of mind.”
You may structure your 401(k) to allow employees to borrow as much as one-half of the vested benefits in their 401(k) plan account, to a maximum of $50,000.
All loans are required to bear a reasonable rate of interest, and must not be offered in a discriminatory fashion.
An employee’s ability to access his or her own elective deferrals to a 401(k) plan is limited by federal law. You can, however, structure the plan to allow certain in-service withdrawals. For example, you can let your employees withdraw their pre-tax contributions, and any investment earnings on those contributions, after they turn age 59½.
The Bipartisan Budget Act of 2018 enacted changes to the 401(k) hardship distribution rules. The discussion below is based on new rules proposed by the IRS in November of 2018. Provisions are effective – but not required – as of January 1, 2019. As of January 1, 2020, certain changes will be required.
You can also let your employees withdraw their elective deferrals prior to age 59½ if the employee, or the employee’s spouse, dependent, or plan beneficiary incurs a financial hardship. Hardship withdrawals are permitted only for immediate and heavy financial need and only in an amount necessary to meet that financial need. Examples of immediate and heavy financial need include the need to:
In general, an employee can’t take a hardship withdrawal to the extent the employee is eligible for a non-hardship withdrawal or a loan from your 401(k) plan or from any other retirement plan you sponsor. (As a result of the Bipartisan Budget Act of 2018, the rule requiring an employee to exhaust all loan options before taking a hardship withdrawal expired at the end of 2018 plan years; however, plans may still impose this requirement through December 31, 2019.)
IRS regulations contain complex rules that apply to hardship withdrawals from 401(k) plans, and the rules have changed as a result of recent legislation. A pension professional can help guide you through the various options available to you.
Keep in mind that hardship distributions are subject to ordinary income tax. They’re also generally subject to the federal 10% additional penalty on distributions prior to age 59½ (unless an exception applies), and possibly a state penalty tax. Also, in some cases in 2019, an employee’s participation in your 401(k) plan may be suspended for at least six months following a hardship withdrawal. (As a result of the Bipartisan Budget Act of 2018, the prohibition on participation will not be permitted after December 31, 2019.) The taxation of hardship withdrawals from an employee’s Roth 401(k) account depends on whether the distribution is a qualified or nonqualified withdrawal (discussed in more detail below).
In 2019, the amount of a hardship withdrawal may be limited to the total amount of your employee’s contributions (pre-tax or Roth) to the plan, reduced by the amount of any previous hardship withdrawals. Investment earnings may not be available for hardship withdrawal in 2019, except for certain pre-1989 grandfathered amounts.
If your plan permits after-tax (non-Roth) contributions you can generally let employees withdraw those dollars at any time. And if you make regular matching or discretionary employer contributions to the plan, you can generally let employees withdraw those contributions after an employee reaches a specified age, after the employee has been a plan participant for at least five years, after the contribution has been in the trust for a specified period of time (at least two years), after the employee becomes disabled, or after the employee incurs a hardship. Beginning in 2019, plans may permit hardship withdrawals to include “qualified matching contributions” (QMACs), “qualified nonelective contributions” (QNECs), and safe harbor contributions, as well as earnings on those amounts.
You can also structure your 401(k) plan to allow “qualified reservist distributions.” A qualified reservist distribution is a distribution (1) to a reservist or national guardsman ordered or called to active duty after September 11, 2001, for a period in excess of 179 days or for an indefinite period, and (2) that’s made during the period beginning on the date of such order or call to duty and ending at the close of the active duty period. An individual who receives a qualified reservist distribution may, at any time during the two-year period beginning on the day after active duty ends, make one or more contributions to an IRA in an aggregate amount not to exceed the amount of the qualified reservist distribution. The dollar limitations otherwise applicable to contributions to IRAs don’t apply to, and no deduction is allowed for, these contributions. Qualified reservist distributions are exempt from the 10% early distribution penalty tax.
Keep in mind that you are not required to allow in-service withdrawals from your plan. The terms of your plan document control.
Basically, this means that you can, within specific limits, allow your plan to pay more to higher-paid employees. This is because benefits provided by a qualified retirement plan and those provided by Social Security are viewed by the IRS as one retirement program. Because Social Security provides a higher percentage of salary benefit to lower-paid employees, the IRS may allow a 401(k) plan that has discretionary profit-sharing contributions to favor higher-paid employees within specific limits (this is known as permitted disparity).
Individuals age 50 and older may make an additional yearly “catch-up” contribution to their 401(k) plans (over and above the regular employee elective deferral limit, and over and above the annual addition dollar limit). The catch-up contribution amount is $6,500 in 2020 (up from $6,000 in 2019), and is indexed for inflation. The purpose of this provision is to help older individuals increase their savings as they approach retirement. Catch-up contributions can be either pre-tax elective deferrals or, if your plan permits, after-tax Roth contributions.
If your employee elects to take his or her 401(k) balance in the form of a lump-sum distribution, and meets all necessary requirements, he or she may qualify for special income tax treatment. However, certain rollovers from or to the 401(k) plan may jeopardize your employee’s ability to take advantage of this special tax treatment.
Certain low- and middle-income taxpayers may claim a partial, nonrefundable income tax credit (“Saver’s Credit”) for amounts contributed to 401(k)s and certain other retirement savings vehicles. The maximum annual contribution eligible for the credit is $2,000. In addition, the amount of the credit (if any) depends on your employee’s adjusted gross income (AGI). Only joint returns with AGI of $65,000 or less, head of household returns of $48,750 or less, and single returns of $32,500 or less are eligible for the credit. Here are the credit rates based on 2020 AGI limits:
|Joint Filers||Heads of Household||Single Filers||Credit Rate|
$0 - $39,000
$0 - $29,250
$0 - $19,500
50% of contribution
$39,001 - $42,500
$29,251 - $31,875
$19,501 - $21,250
$42,501 - $65,000
$31,876 - $48,750
$21,251 - $32,500
To claim the credit, your employee must be at least 18 years old and not a full-time student or a dependent on another taxpayer’s return.
If you establish a new 401(k) plan, your business may be eligible to receive an income tax credit for 50% of the qualified start-up costs to create or maintain the plan in three tax years. The credit may be claimed for qualified costs incurred in each of the three years starting with the tax year when the plan became effective. The amount of the credit is limited in each of the three years to $500 to $5,000, depending on the number of employees.
In general you can, but you aren’t required to, let employees roll over assets from other retirement plans to your 401(k) plan. For example, you can allow participants to roll over pre-tax (but not after-tax) IRA funds to your plan. Pre-tax IRA funds generally include deductible contributions to the IRA, tax-deferred earnings, and rollovers of taxable dollars from other employer-sponsored plans. You can also let your participants roll over eligible taxable and nontaxable (after-tax) funds from another employer’s qualified, 403(b), governmental 457(b), or SIMPLE IRA plan to your 401(k) plan. The plan must receive after-tax contributions in a direct rollover and must account for those contributions (and any earnings) separately.
While you’re not required to accept rollover contributions to your plan, you must let employees roll over eligible distributions from your plan to an IRA or another employer’s retirement plan, if the other plan agrees to accept the contributions. Surviving spouses must also be given the option to roll over inherited 401(k) funds to the spouse’s own IRA or employer plan account. Beneficiaries other than surviving spouses may be given the opportunity to directly roll over inherited 401(k) funds to an inherited IRA.
When considering a rollover, to either an IRA or to another employer’s retirement plan, your employees should consider carefully the investment options, fees and expenses, services, ability to make penalty-free withdrawals, degree of creditor protection, and distribution requirements associated with each option. They should also weigh the pros and cons of either leaving the money in the current plan (if allowed) or taking a cash distribution.
Special rules apply to Roth 401(k) contributions and earnings. Distributions from an employee’s Roth account can only be rolled over to a Roth IRA or to a Roth account maintained in another employer’s 401(k), 403(b), or 457(b) plan. And a Roth 401(k) account can only receive a rollover contribution from another 401(k), 403(b), or 457(b) Roth account (not from a Roth IRA).
A rollover can be direct or indirect. With a direct rollover, the funds are moved directly from the 401(k) plan to an IRA or other employer plan. With an indirect rollover, the participant first receives the distribution from the plan, and then rolls it over to an IRA or to another eligible employer plan within 60 days. In either case, as long as the rollover follows all applicable rules, it will be treated as a tax-free transfer of assets. If an eligible rollover distribution is not directly rolled over to an IRA or another eligible retirement plan, you are required to withhold 20% from the taxable portion of the distribution for federal income tax purposes. (The participant will receive a credit for tax withheld when he or she files a federal income tax return for the year.)
The 60-day indirect rollover rules can’t be used to roll over the nontaxable portion of a 401(k) plan distribution to another employer plan. The direct rollover rules must be used. In addition, the receiving plan must agree to separately account for the nontaxable dollars and earnings.
Your plan must provide a timely notice [a “402(f) notice”] explaining the rollover rules, the withholding rules, and other related tax issues when making an eligible rollover distribution.
Certain distributions cannot be rolled over. These include:
A 401(k) in-plan Roth conversion (also called an “in-plan Roth rollover”) allows employees to transfer the vested non-Roth portion of their 401(k) plan accounts (for example, employee pre-tax and after-tax contributions, company contributions, and any investment earnings) into a designated Roth account within the same plan. Employees have to pay federal income tax now on the amount they convert (reduced by any basis the employee has in the converted funds), but qualified distributions from their Roth accounts in the future will be entirely income tax free. Also, the 10% early distribution penalty generally doesn’t apply to amounts converted (but that tax may be reclaimed by the IRS if an employee receives a nonqualified distribution from his or her Roth account within five years of the conversion).
While in-plan conversions have been around since 2010, they haven’t been widely used, because they were available only if employees were otherwise entitled to a distribution from the plan — for example, upon terminating employment, turning 59½, becoming disabled, or in other limited circumstances.
The American Taxpayer Relief Act of 2012 has eliminated the requirement that employees be eligible for a distribution from the plan in order to make an in-plan conversion. Beginning in 2013, if the plan permits, employees can convert any vested part of a traditional 401(k) plan account into a designated Roth account regardless of whether they are otherwise eligible for a plan distribution. The new law also applies to 403(b) and 457(b) plans that allow Roth contributions.
Here are some additional points about in-plan Roth rollovers to consider:
Whether a Roth conversion makes sense financially depends on a number of factors, including an employee’s current and anticipated future tax rates, the availability of funds with which to pay the current tax bill, and when he or she plans to begin receiving distributions from the plan. Also, employees should consider that the additional income from a conversion may impact tax credits, deductions, and phaseouts; marginal tax rates; alternative minimum tax liability; and eligibility for college financial aid. Employees should consult a qualified professional before making a conversion.
Funds held in a 401(k) plan are fully shielded from your employee’s creditors under federal law in the event of the employee’s bankruptcy. If your plan is covered by the Employee Retirement Income Security Act of 1974 (ERISA), plan assets are also generally fully protected under federal law from the claims of both your employees and your creditors, even outside of bankruptcy (certain exceptions apply). State law may provide additional protection.
Like other qualified plans, a 401(k) plan is subject to reporting and disclosure requirements under the Employee Retirement Income Security Act (ERISA). Therefore, you’ll require professional assistance to establish and administer your plan.
Unlike a defined benefit plan, a 401(k) plan doesn’t guarantee a specific benefit at retirement. Participants’ accounts are subject to market forces, so if plan investments perform badly, participants could suffer a financial loss.
In general, a 401(k) plan can distribute elective contributions and earnings to an employee only upon the employee’s death, disability, severance from employment, attainment of age 59½, hardship, or termination of the plan. The Pension Protection Act of 2006 also allows the payment of “qualified reservist distributions” (see “In-service withdrawals can be made available to plan participants,” above).
Several rules and limitations involving contributions to 401(k) plans exist, including:
This dollar limit applies per person, and across all employer boundaries. Consequently, an employee who has several jobs with different employers and participates in several plans can’t contribute more than a total of $19,500 in 2020 (plus any allowable catch-up contributions) to all plans. Deferrals to 401(k) plans, 403(b) plans, SIMPLEs, and SAR-SEPs are included in this limit, but deferrals to Section 457(b) plans are not. In addition, only employee pre-tax salary deferrals and after-tax Roth contributions amounts count. Employer contributions and employee traditional (non-Roth) after-tax contributions, if allowed, aren’t subject to this dollar limit.
Your employee is responsible for making sure the overall limit isn’t exceeded if he or she participates in plans of more than one employer during a calendar year.
If your employee contributes too much in any particular year, the employee must withdraw the excess by April 15 of the following year to avoid adverse tax consequences. If your employee fails to do so, the excess will be treated as taxable income both in the year contributed to the plan and again in the year the excess contributions (and earnings) are distributed from the plan. This applies to both pre-tax and Roth excess contributions.
This 25% deduction limit isn’t per participant, but is a single overall limit based on total employer contributions and total participant compensation (up to $285,000 per participant in 2020).
Basically, this means that your highly compensated employees (see Questions & Answers, below, for the definition of “highly compensated employee”) may not defer a substantially higher percentage of their compensation than non-highly compensated employees. In order to ensure that this is the case, your 401(k) plan is generally required to undergo annual nondiscrimination testing.
These tests compare the average contribution rates of your highly compensated employees and your non-highly compensated employees.
The “ADP test” compares the average rate (stated as a percentage of each employee’s compensation) of employee pre-tax and Roth elective deferrals. The “ACP test” compares the average rate of employer matching contributions and employee traditional (non-Roth) after-tax contributions.
You generally don’t have to perform annual non-discrimination testing if you create a “safe harbor” 401(k) plan, or if your plan includes a qualified automatic contribution arrangement. See below.
A 401(k) plan is considered to be “top-heavy” if (as of the determination date) the total of the accounts of all key employees (generally the owners and officers of the business) exceeds 60% of the total of the accounts of all employees. If the plan is top-heavy, you must make a minimum contribution of 3% of pay to the accounts of all non-key employees. The top-heavy requirements generally do not apply to safe-harbor 401(k) plans, or to plans that include a qualified automatic contribution arrangement.
You’ll want a retirement plan specialist to develop a plan that meets all the necessary legal requirements. In addition, you’ll want the plan to serve the needs of your business. Here are some of the issues to consider (this is by no means a comprehensive list):
Once a plan is developed, the written document should be submitted to the IRS, unless it is a previously approved prototype plan. Since there are a number of formal requirements (for example, you must provide a formal notice to employees), a retirement plan specialist should assist you in this task. Submission of the plan to the IRS isn’t a legal requirement, but it is highly recommended (for more information, see Questions & Answers, below). The IRS will carefully review the plan and make sure that it meets all of the legal requirements. If the plan meets all the requirements, the IRS will issue a favorable “determination letter.” If the plan doesn’t meet all the requirements, the IRS will issue an adverse determination letter indicating the deficiencies in the plan.
You must officially adopt your plan during the year in which it is to become effective, so plan ahead and allow enough time to set up your plan before your company’s year-end. A corporation “adopts” a plan by a formal action of the corporation’s board of directors. An unincorporated business should adopt a written resolution in a form similar to a corporate resolution.
ERISA requires you to provide a copy of the summary plan description (SPD) to all eligible employees within 120 days after your 401(k) plan is adopted. A SPD is a booklet that describes the plan’s provisions and the participants’ benefits, rights, and obligations in simple language. On an ongoing basis you must provide new participants with a copy of the SPD within 90 days after they become participants. You must also provide employees (and in some cases former employees and beneficiaries) with summaries of material modifications to the plan. In most cases you can provide these documents electronically (for example, through email or via your company’s intranet site). ERISA may require that you also provide additional information to participants. For example, if you allow employees to direct their own investments, specific detailed information about the plan and its investments must be provided on a periodic basis.
Most qualified plans must file an annual report (Form 5500 series) with the IRS. Simplified reporting rules apply to certain single participant plans. A single participant plan is generally one that covers only an owner (and his or her spouse) or only partners (and their spouses). In general, single-participant plans aren’t required to file a return for a plan year (other than the final plan year) if the total value of the plan’s assets at the end of the plan year is $250,000 or less.
Your employer contributions to a 401(k) can be deducted from income
If your business contributes to the 401(k) plan, it can currently deduct such contributions up to 25% of the total compensation of all participants. For purposes of calculating your maximum tax-deductible contribution, the maximum compensation base that can be used for any one plan participant is $285,000 in 2020 (up from $280,000 in 2019). Employee pre-tax salary deferrals are deductible in full separately from this 25% limit on other employer contributions.
Elective deferrals are subject to Social Security and federal unemployment payroll taxes
Employee elective deferrals (including pre-tax and Roth contributions), but not employer contributions, are subject to payroll taxes under the Federal Insurance Contribution Act (FICA), Federal Unemployment Tax Act (FUTA), and Railroad Retirement Act.
Your business may qualify for the small employer pension plan start-up tax credit
If you establish a new 401(k) plan, your business may be eligible to receive an income tax credit for 50% of the qualified start-up costs to create or maintain the plan in three tax years. The credit may be claimed for qualified costs incurred in each of the three years starting with the tax year when the plan became effective. The amount of the credit is limited in each of the three years to $500 to $5,000, depending on the number of employees.
Plan contributions and earnings are income tax deferred
Your employee’s pre-tax deferrals aren’t currently includable in the employee’s income — they’re tax deferred, and included in income only when distributed from the plan. Likewise, your employee isn’t taxed on any employer contributions you make to his or her 401(k) account until a distribution is taken from the plan. Similarly, investment earnings on employee pre-tax contributions and employer contributions grow tax deferred, and aren’t subject to income tax until withdrawn.
Taxable income from a 401(k) plan is taxed at ordinary income tax rates even if the funds represent long-term capital gains or qualifying dividends from stock held within the plan.
A federal 10% premature distribution tax may be assessed on distributions made prior to age 59½ (unless an exception applies), and possibly a state penalty tax, too.
In general you can (but you aren’t required to) let your employees designate all or part of their elective deferrals as Roth 401(k) contributions. Because an employee’s Roth contributions are made on an after-tax basis, there is no up-front tax benefit. They’re included in your employee’s gross income at the time the employee contributes to the 401(k) plan. And because they’re made on an after-tax basis, an employee’s Roth contributions are tax-free when distributed from the plan. Investment earnings on an employee’s Roth contributions grow tax-deferred while they remain in the 401(k) plan. Whether they’re subject to tax when distributed depends on whether the distribution is qualified or nonqualified.
If an employee receives a qualified distribution from his or her Roth account, the entire amount distributed, both the Roth contributions and investment earnings, is totally free from federal income tax. A qualified distribution is a payment from an employee’s Roth account that meets both of the following requirements:
Nicole makes her first Roth 401(k) contribution to your 401(k) plan in December 2016. 2016 is the first year of Nicole’s five-year waiting period. The five-year waiting period ends on December 31, 2020.
You can let your employees roll over Roth contributions from another employer’s 401(k) or 403(b) plan to your Roth 401(k) plan. If your plan accepts these rollovers, then the five-year period starts with the year your employee made his or her first contribution to the prior employer’s plan (if that’s earlier than the year the employee first contributed to your plan).
If a payment doesn’t satisfy the conditions for a qualified distribution, the portion of the payment that represents the return of your employee’s Roth contributions will still be tax-free, but the portion of the payment that represents earnings on those contributions will be subject to income tax and a potential 10% premature distribution tax (unless an exception applies).
A distribution that’s made before the five-year waiting period has elapsed will always be a nonqualified distribution. A distribution that’s made prior to age 59½, disability, or death (for example, a distribution to your employee upon termination of employment before attaining age 59½) will also always be a nonqualified distribution.
IRS proposed regulations provide that each distribution from a Roth 401(k) account is deemed to consist of a pro-rata share of an employee’s Roth contributions and investment earnings on those contributions.
The value of the 401(k) account is included in the decedent’s gross estate
The entire vested value of a 401(k) plan death benefit is included in a deceased participant’s gross estate for federal estate tax purposes.
Your employees may qualify for the tax credit for IRAs and retirement plans
Some low- and middle-income taxpayers may claim a federal income tax credit for contributing to a 401(k) plan (or to certain other employer-sponsored retirement plans).
Generally, plan participation must be offered to all employees who are at least 21 years of age and who worked at least 1,000 hours for the employer in a previous year. For eligibility purposes, one year of service generally means a 12-month period during which the employee has at least 1,000 hours of service. Plan participation must also be offered to all employees who are at least 21 years of age with 3 consecutive 12-month periods during each of which the employee has at least 500 hours of service (12-month periods beginning before January 1, 2021, do not count). Two years of service may be required for participation in a discretionary employer contribution (if your plan has one) as long as the employee will be 100% vested immediately. The two-year service requirement can’t be required for employee pre-tax or Roth contributions. Consequently, if your plan includes both employee contributions and discretionary employer contributions, you could have two eligibility requirements. If you want, you can impose less (but not more) restrictive requirements. Many 401(k) plans don’t impose any age or service restrictions at all.
An employee who meets the minimum age and service requirements of the plan must be allowed to participate no later than the earlier of:
If you want, you can impose less (but not more) restrictive requirements.
Your plan can also provide for automatic enrollment once your employee is eligible to participate in your plan. For example, you could provide that an employee will be automatically enrolled in the plan at a 3% pre-tax contribution rate (or any other percentage) unless the employee elects a different deferral percentage, or chooses not to participate in the plan. This is sometimes called a “negative enrollment” because the employee must affirmatively act to change or stop contributions. You must notify the employee of the automatic enrollment procedures and allow the employee a reasonable amount of time to make a different deferral election. Automatic enrollment can help your plan satisfy nondiscrimination requirements, while also encouraging your employees to save for retirement. If you adopt a specific type of automatic enrollment provision, called a “qualified auto-enrollment arrangement,” or QACA, your plan won’t have to perform discrimination (or, in most cases, top heavy) testing. (See “What is an automatic enrollment arrangement,” below.)
A safe harbor 401(k) plan is one that by design satisfies the ACP test that applies to employer matching contributions. The safe harbor requires that you make a fully vested contribution equal to either:
Employers using the safe harbor 401(k) rules must give each eligible employee a written notice of the employee’s rights and obligations under the plan that satisfies specific content and timing requirements.
Your plan can provide that employees will automatically be enrolled in your 401(k) plan as soon as they become eligible. Your employee will then have to affirmatively elect not to participate in the plan. There are several different types of automatic enrollment arrangements.
A basic automatic enrollment arrangement must state that employees will be automatically enrolled in the plan unless they elect otherwise and must specify the percentage of an employee’s wages that will be automatically deducted from each paycheck for contribution to the plan. The document must also explain that employees have the right to elect not to have salary deferrals withheld or to elect a different percentage to be withheld.
An eligible automatic contribution arrangement (EACA) is similar to the basic automatic enrollment plan but has specific notice requirements. An EACA can allow automatically enrolled participants to withdraw their contributions within 30 to 90 days of the first contribution.
A qualified automatic contribution arrangement (QACA) is a type of automatic enrollment arrangement that automatically passes IRS ACP discrimination testing requirements. The plan must include certain required features, such as automatic employee contributions (including annual increases), fully vested employer contributions [generally, the same as the contribution required in a safe-harbor 401(k) plan], and specific notice requirements.
For 2020, a highly compensated employee is an individual who:
In general, to be qualified (i.e., tax exempt), a plan must meet employee coverage tests that demonstrate that the plan doesn’t discriminate in favor of highly compensated employees. Under the most basic minimum coverage test, a plan may cover any or all of the highly compensated employees if it also covers a number of non-highly compensated employees that is at least equal to 70% of the percentage of highly compensated employees covered. For example, if the plan covers 100% of the highly compensated employees, then the plan must also cover at least 70% of the non-highly compensated employees of the employer; or if the plan covers only 50% of the highly compensated employees, then the plan must also cover at least 35% of the non-highly compensated employees of the employer (70% of 50% equals 35%).
Vesting is the process by which participants in a 401(k) plan or other retirement plan earn the right to nonforfeitable benefits under the plan. A 401(k) plan participant is always 100% vested in his or her elective deferrals, and any investment earnings on those amounts. Participants need not be immediately vested in your employer contributions (matching or discretionary contributions). But if your plan is subject to ERISA, then you must comply with that law’s minimum vesting standards.
Those standards require that employer contributions either (1) vest 100% after three years of service (“cliff vesting”), or (2) vest 20% for each year of service beginning with the participant’s second year of service and ending with 100% after six years of service (“graded” or “graduate” vesting). Of course, your vesting schedule can always be less (but not more) restrictive than ERISA’s requirements.
Plans that require two years of service before employees are eligible to participate must vest 100% after two years of service.
A plan can have a faster vesting schedule than the law requires (for example, 100% immediate vesting of employer contributions), but not a slower one.
The participant forfeits the non-vested portion of his or her account. In most 401(k) plans, forfeitures are reallocated to the accounts of the remaining participants. Also called reallocated forfeitures, these forfeitures can be used to reduce future employer contributions and/or administrative costs, as well. Forfeitures can’t be allocated to an employee’s Roth account.
Possibly. In most cases, when a traditional IRA owner is not covered by an employer-sponsored retirement plan, his or her contributions to the traditional IRA are fully tax deductible for federal income tax purposes. However, when the traditional IRA owner (or his or her spouse) is covered by such a plan [including a 401(k) plan], the ability to make tax-deductible IRA contributions may be limited or even phased out entirely. The amount of the tax deduction (if any) would depend on the IRA owner’s federal income tax filing status and modified adjusted gross income (MAGI) for the year. (Note that employees can generally make after-tax contributions to a traditional IRA regardless of how much they earn, and regardless of whether they or their spouse are covered by an employer sponsored retirement plan.)
Yes, participation in a 401(k) plan has no impact on an employee’s ability to contribute to a Roth IRA. However, annual contributions to a Roth IRA may be limited depending on your employee’s filing status and modified adjusted gross income (MAGI) for the year.
This section assumes that your 401(k) plan is subject to ERISA. Special considerations apply to plans that are not subject to that law.
Self-directed plans and ERISA Section 404(c)
You (or the applicable plan fiduciary) have a fiduciary responsibility to exercise care and prudence in the selection and appropriate diversification of plan investments. Failure to meet that duty could result in your liability to the plan for any losses incurred. You may even have liability for imprudent investment choices by your employees if your plan allows participants to select the investments in their account (“self-directed plans”). However, you may be able to limit your liability for investment losses that occur as a result of a participant’s exercise of investment control over his or her own account if you satisfy the requirements of Section 404(c) of ERISA. Section 404(c) requires that you:
If you adopt an automatic enrollment arrangement (for example, a QACA), you may have situations where a participant is contributing to the plan, but has not yet made an affirmative investment election. If your employee has not made an affirmative investment election you (or the applicable plan fiduciary) may have a fiduciary duty under ERISA to invest automatic enrollment contributions in a prudent manner for that participant, and you could be liable for investment losses if your plan’s default investments are deemed imprudent. However, you can avoid this potential liability if your plan’s default investments are “qualified default investment arrangements,” (QDIAs) as defined by U.S. Department of Labor (DOL) regulations.
DOL regulations provide for four types of QDIAs:
A QDIA must either be managed by an investment manager, plan trustee, plan sponsor or a committee comprised primarily of employees of the plan sponsor, or be an investment company registered under the Investment Company Act of 1940. A QDIA generally may not invest participant contributions in employer securities.
Several additional requirements must also be satisfied:
The DOL regulations do not absolve plan fiduciaries of the duty to prudently select and monitor QDIAs.
If you sponsor a self-directed plan, you may assume an additional responsibility — participant education. A balance must be struck between providing not enough — or too much — investment educational support for plan participants. Too much and you could be considered to be providing investment advice, and become legally responsible for your employees’ investment decisions. Employee education is an issue to be carefully considered when implementing a qualified retirement plan.
No, a plan does not need to receive a favorable IRS determination letter in order to be qualified. If the plan provisions (both the written provisions and as implemented) meet Code requirements, the plan is qualified and entitled to the appropriate tax benefits. Nevertheless, without a determination letter, the issue of plan qualification for a given year doesn’t arise until the IRS audits your tax returns for that year. By that time, however, it is generally too late for you to amend your plan to correct any disqualifying provisions. Consequently, a determination letter helps to avoid this problem, because auditing agents generally won’t raise the issue of plan qualification if you have a current favorable determination letter. Alternatively, pre-approved “prototype” plans are often used.
The IRS has established programs for plan sponsors to correct defects. These programs are designed to allow correction with sanctions that are less severe than outright disqualification. If, however, you are unable to correct the defects in your program appropriately, your plan may be disqualified. Loss of a plan’s qualified status generally results in the following consequences:
Note that a plan may be disqualified retroactively. This means that you and your employees would need to file amended returns to reflect the tax effects of disqualification for those prior years. Penalties for under-reporting income in those prior years could also be imposed. However, the IRS can generally not go back more than three years (six years if there was a substantial under-reporting of income). While the IRS wouldn’t be able to collect taxes for any earlier year, the Service might require correction of those closed years if you seek to re-qualify your plan.
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