
Both can help business owners and employees save for retirement, but they differ considerably in contribution limits, employer responsibilities, costs, administration, and plan flexibility. A SIMPLE IRA can offer relatively straightforward administration, while a 401(k) can provide greater plan-design flexibility. The right structure depends on the business, workforce, and owner's objectives.
A Safe Harbor 401(k) is designed to satisfy certain annual nondiscrimination testing requirements when the employer meets specified contribution, vesting, and notice requirements. It can be particularly useful for some businesses where owners and highly compensated employees want to maximize contributions, but whether it makes sense depends on the company's workforce and objectives.
A business may consider a 401(k) when it wants to help employees save for retirement, strengthen its benefits package, attract and retain talent, or provide owners with additional retirement-saving opportunities. Company size, employee demographics, costs, administrative responsibilities, and business objectives should be evaluated before establishing a plan.
Compensation is more than salary. Retirement plans, life and disability benefits, and other workplace benefits can contribute to an employee's overall financial well-being and may make an employer's compensation package more competitive. The appropriate benefits depend on the company's workforce, budget, and objectives.
The death of an owner can affect ownership, management, employees, cash flow, and the owner's family. A properly structured succession or buy-sell strategy can establish how ownership interests may be transferred and how the transition may be funded. Planning before an unexpected event can help reduce uncertainty for everyone involved.
Let’s talk about your business, your people, and the goals you’re working toward.