The clock is ticking for small businesses considering a Safe Harbor 401(k) plan. But there’s still time to start in 2024.
If you’re considering enhancing your company’s retirement benefits, a Safe Harbor 401(k) plan is an excellent option. These plans offer a range of administrative, savings, and tax-related benefits, making them a popular choice for employers of all sizes. Whether you’re a small business owner or managing a larger enterprise, understanding the advantages and important deadlines associated with Safe Harbor 401(k) plans can help you make an informed decision.
Why Choose a Safe Harbor 401(k) Plan?
A traditional 401(k) is a company-sponsored retirement plan that allows employees to contribute a percentage of their income to their retirement. With traditional 401(k) plans, employers may or may not contribute to the plan.
Safe Harbor plans are similar, but employers are required to make contributions. Those contributions typically become immediately vested, which means employees are entitled to the full amount of the contribution. Safe Harbor plans are particularly beneficial because they automatically pass several required compliance tests, unlike traditional 401(k) plans. This feature is especially advantageous for small businesses, including family-owned companies or those with a significant disparity between highly compensated and non-highly compensated employees. By choosing a Safe Harbor plan, employers can avoid potential penalties and additional administrative burdens.
Key Benefits of a Safe Harbor 401(k) Plan Include:
Administrative Simplicity
Safe Harbor plans automatically pass compliance tests, reducing the administrative load.
Enhanced Savings
Business owners can contribute the maximum annual deferral amount ($23,000 for 2024), plus any catch-up contributions. Additionally, employers can benefit from company matching contributions.
Tax Advantages
Employers can deduct contributions made to employees’ accounts, and new plans may qualify for additional tax credits from Secure 2.0.
Critical Deadlines to Remember
Safe Harbor plans must be established three months prior to the plan year end date. To take full advantage of a Safe Harbor 401(k) plan, it’s crucial to adhere to the following deadlines:
– By September 16, 2024: Employers must sign agreements with to set up a 401(k) with their provider. This lead time is necessary to ensure timely setup.
– By October 1, 2024: The Safe Harbor plan must be fully operational, exempting the plan from specific compliance testing requirements. Ensure that eligible employees can make salary deferrals by the first pay date on or after this date.
These deadlines are essential to ensure your plan is set up and running smoothly before the year ends.
Don’t Miss Out on the Savings
Implementing a Safe Harbor 401(k) plan is straightforward, and the benefits it offers can significantly enhance your company’s retirement offerings. Don’t miss the opportunity to maximize savings and reduce administrative burdens.
For more information or to get started, request information on an Asure 401(k) plan. Remember, all onboarding requirements must be completed two weeks before the first payroll in October, so act quickly to secure your plan’s success.