Most employers assume that once a 401(k) plan is in place—with a solid investment lineup, competitive match, and smooth payroll integration—employees will naturally take full advantage of it. But the truth is that even the best-built plan can fall short if employees don’t understand how to use it. Retirement planning remains intimidating for many workers, […]
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One of the most overlooked elements of a 401(k) plan is the investment lineup—the menu of funds employees can choose from when deciding how to allocate their retirement savings. Many employers assume that as long as the plan offers a handful of options, they’ve checked the box. But in today’s retirement landscape, investment lineup design […]
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One of the most effective tools available to employers today is also one of the simplest: automatic enrollment. For years, retirement plans relied on employees taking the initiative to sign up on their own, but research consistently shows that when participation is optional, too many workers delay or avoid it altogether. Automatic enrollment changes that […]
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Over the last few years, a quiet shift has been taking place in the retirement plan industry. More and more employers—especially small and mid-sized businesses—are moving away from traditional standalone 401(k) plans and into Pooled Employer Plans, or PEPs. What started as a new option under the SECURE Act has now become one of the fastest-growing retirement plan structures in the country. And in 2026, that momentum is only accelerating.
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A surprising number of small and mid-sized businesses still operate without a formal retirement plan. Some believe they’re “too small” to offer a 401(k,” others assume it’s too expensive, and many simply put the decision off until the business matures. But delaying a 401(k) plan comes at a cost—one that grows larger each year. In today’s competitive hiring environment, not offering a retirement plan isn’t a neutral choice. It’s a strategic disadvantage.
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Many businesses start with a SIMPLE IRA or SEP IRA because they’re easy to set up and require minimal administration. For companies in their early stages, these plans can seem like the simplest way to offer a retirement benefit. But as your business grows—and as your employees’ expectations evolve—these plans often start to feel limiting. […]
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For many small business owners, the idea of offering a 401(k) can feel intimidating. Between setup requirements, administrative needs, and perceived costs, it’s easy to assume a retirement plan is something only larger companies can afford. But today, that belief couldn’t be further from the truth. Thanks to a series of government incentives—especially those introduced under the SECURE Act and SECURE 2.0—small businesses now receive some of the most generous tax benefits in the history of employer-sponsored retirement plans. Offering a 401(k) isn’t just a recruitment tool anymore; it’s a strategic financial decision that can create meaningful tax savings for your company.
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Many businesses assume that managing their 401(k) plan in-house will save money. On the surface, it seems logical—why outsource something your internal team could “just handle”? But when it comes to retirement plans, what looks simple rarely is. Behind every payroll cycle, contribution file, and compliance requirement lies a set of rules that are easy to misinterpret and even easier to mishandle. And the unfortunate reality is that the hidden costs of do-it-yourself 401(k) administration almost always outweigh the perceived savings.
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A well-designed 401(k) match is one of the most powerful retention tools a company can offer. In a job market where employees increasingly look beyond salary to evaluate long-term career fit, your retirement plan—and specifically your matching formula—can speak volumes about your commitment to their future. Matching contributions do more than help employees save; they send a message that your company values stability, growth, and loyalty. When employees feel that level of investment, they’re far more likely to invest back.
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The SECURE 2.0 Act is one of the most impactful pieces of retirement legislation in recent history, reshaping how employers design and manage 401(k) plans. While its name—“Setting Every Community Up for Retirement Enhancement”—may sound technical, the law’s purpose is simple: to make it easier for businesses to offer retirement benefits and easier for employees to save. For employers, understanding what changed and how to take advantage of it can mean the difference between running a basic plan and building a long-term competitive advantage.
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