March 15, 2021 | By Wendy Katz
As of 2020, studies show that it is alarmingly difficult to find top-talent employees. According to ManpowerGroup, we're experiencing the highest shortage in more than a decade, with 69% of U.S. companies reporting a deficiency in talent. In response, employers are being pushed to maximize their appeal and offers.
A key to attracting top talent is offering great employee benefits and investment options. More specifically, benefit plans that include retirement plans and retirement plan services.
From a competitive standpoint, you should offer 401(k) retirement plans because potential hires want them. According to Access Perks, 81% of employees said retirement benefits make up a major portion of job search. Yet, ADP reveals that only 50% of companies surveyed offer retirement benefits.
This is surprising since there are genuine benefits for both employees and employers.
Employees benefit from financial stability and a concrete savings plan that will help their future after work. Many employees have trouble putting money aside that isn't automatically withdrawn from their paychecks. In fact, 92% of American workers with 401(k) plans have reported that having a payroll deduction helps them save.
According to AICPA, when employees were asked which benefits would help them meet their financial goals, 56% cited a 401(k) match.
Not to mention, contributions are tax-free until distribution and often matched by the employer.
Likewise, employers also benefit from offering 401(k) plans. First and foremost, there is the benefit of 401(k)'s come tax time that you won't want to miss out on.
The IRS highlights two tax advantages for employers:
Then there is the benefit of vesting. If you implement graded or cliff vesting into your plans, you can give employees an extra incentive to stay with your company until they have full ownership of their 410(k).
A PEO retirement plan is when you are partner with a Professional Employer Organization that gives you the option to take advantage of a Multi-Employer Plan (MEP). It allows you to outsource your fiduciary liability over plan assets for protection, while also reducing administrative costs related to offering the plan.
An MEP is a retirement savings plan available to multiple employers and administered by a Multi-Employer Plan sponsor, who is accountable for all the administrative responsibilities. The idea is to reduce the burden of expenses to encourage more businesses to offer employee benefits.
Groom Law Group reports that the government recently issued an executive order that "directed DOL [and the IRS] to consider issuing regulations or other guidance to make it easier for small and mid-size businesses, including those with non-traditional employment structures, to participate in MEPs." In response, DOL, "issued a proposed regulation to supersede its prior guidance and clarify when a group or association, or a PEO, would be acting as an ‘employer’ under ERISA that may sponsor an MEP.”
The Department of Labor (DOL) regulations state that only bona fide PEOs are permitted to sponsor single defined contribution multiple employer plans. This applies to PEOs that perform substantial employment functions on behalf of client employers and is determined based on a facts and circumstances test.
One of the benefits of MEP is that it's customizable. The client chooses eligibility conditions, age limits, vesting, hour requirements, and entry gate (1st of the month vs. end of the quarter).
Then, the match is customizable, allowing the employer to choose to make a:
There are several benefits of a PEO Retirement Plan, but four should be specially noted.
Employee asset-based fees are lower since a MEP has more assets than any individual employer has on their own. Employers also don't have to pay a CPA or similar professional for an annual audit.
The PEO takes responsibility for keeping retirement plans compliant no matter how it is customized. The PEO also handles reports and disclosures. This allows employers to spend more time growing their business and less time stressing over regulations and paperwork.
PEO takes up all liability for transactions and funds associated with the plan. That means employers can be guaranteed that their employees are taken care of with a PEO's 401(k) plan without the liability risks associated.
In the case of administrative duties associated with the plan, it can be a headache to keep up. Fortunately, PEOs take this burden off of employers, including responsibilities like:
Nowadays, employers need to offer retirement plans to attract and retain employees. The problem for many is that it can get incredibly complex and difficult to manage. That is why so many employers look to PEOs to make their decision much easier. It's the best of both worlds — employees are satisfied with their benefits, and the complexities of offering a 401(k) are outsourced to PEOs.
Wendy Katz is the Chief Financial Officer at Questco Companies. Wendy is aiding our clients’ drive for profitability and compliance by providing pragmatic insights and sound financial solutions to constantly evolving HR challenges.