The SECURE 2.0 Act of 2022 (“Act”) was designed to strengthen the retirement system and improve Americans’ financial readiness by expanding access to plans, encouraging savings, enhancing flexibility in planning, and simplifying plan administration.
The Act introduced several key implications for employers offering retirement plans, with many taking effect this year. Some of the Act’s most notable provisions include the following.
Automatic Enrollment
Effective January 1, 2025, new defined contribution plans such as 401(k) or 403(b) plans that were signed and enacted after December 29, 2022, must automatically enroll participants upon becoming eligible unless the participants opt out of coverage.
Plans established before December 29, 2022, are “grandfathered” and not subject to this mandatory automatic enrollment feature.
The initial automatic enrollment amount for new plans is at least 3%, but not more than 10%. Each year thereafter, that amount increases by 1% until it reaches at least 10%, but not more than 15%. If a participant makes an affirmative election, that remains in effect. Additionally, participants can affirmatively elect to make contributions in a different amount.
Automatic enrollment is expected to significantly increase employee participation in retirement plans. Participation rates in plans with automatic enrollment typically exceed 90%, for instance, compared to around 44% for traditional opt-in plans.
This broader participation can help plans pass non-discrimination tests more easily, benefiting highly compensated employees as well.
Catch-Up Contributions
Effective January 1, 2025, plans have the option to increase the amount of catch-up contributions employees aged 60-63 are able to make. If a plan adopts the provision, employees in that age group can make higher catch-up contributions of up to $11,250 to eligible retirement plans. The increased amounts are indexed for inflation after 2025.
Starting January 1, 2026, employees earning over $145,000 in the prior year must make catch-up contributions to Roth accounts in after-tax dollars. Other eligible participants in the plan who are not subject to this new rule will be able to make catch-up contributions on either a pre-tax or Roth basis.
Enhanced Tax Incentives
The Act provides increased tax credits for small businesses starting new retirement plans:
- For employers with up to 50 employees, 100% of startup costs can potentially be covered, up to $15,000 over three years.
- An additional credit for employer contributions, up to $1,000 per employee, is available for employers with up to 50 employees.
Improving Coverage for Part-time Workers
The SECURE Act requires employers to allow long-term, part-time workers to participate in the employers’ 401(k) plans. The SECURE Act provision provides that, except in the case of collectively bargained plans, employers maintaining a 401(k) plan must have a dual eligibility requirement under which an employee must complete either one year of service (with the 1,000-hour rule) or three consecutive years of service (where the employee completes at least 500 hours of service).
Section 125 of SECURE 2.0 reduces the three-year rule to two years, effective for plan years beginning after December 31, 2024. Section 125 also provides that pre-2021 service is disregarded for vesting purposes, just as such service is disregarded for eligibility purposes under current law.
Student Loan Payment Matching
Section 110 permits an employer to make matching contributions under a 401(k) plan, 403(b) plan, or SIMPLE IRA with respect to “qualified student loan payments.” A qualified student loan payment is broadly defined as any indebtedness incurred by the employee solely to pay qualified higher education expenses of the employee.
Governmental employers are also permitted to make matching contributions in a section 457(b) plan or another plan with respect to such repayments. For purposes of the nondiscrimination test applicable to elective contributions, Section 110 permits a plan to test separately the employees who receive matching contributions on student loan repayments.
Additional Distribution and Savings Options
The SECURE 2.0 Act introduces several new types of distributions to offer participants flexibility and support for various situations. Some of the new distributions include:
- Emergency Expenses: Participants can take distributions of up to $1,000 per year for unforeseeable or immediate financial needs related to personal or family emergency expenses. These distributions are exempt from the 10% early withdrawal penalty, and participants can repay the amount within three years to avoid income taxes.
- Domestic Abuse Survivors: Eligible participants can receive distributions equal to the lesser of $10,000 (indexed for inflation) or 50% of their account balance. These distributions are also exempt from the early withdrawal penalty, and participants can repay the amount within three years.
- Disaster Relief: Participants living in areas affected by federally declared disasters can receive distributions of up to $22,000 that are exempt from the 10% penalty if made within 180 days of a disaster.
- Long-term Care Premiums: Participants can receive distributions to pay premiums for certain long-term care insurance contracts, up to $2,500 per year. This provision becomes effective three years after the SECURE 2.0 enactment date.
Simplified Administration
The Act includes provisions to simplify plan administration by:
- Allowing participants to self-certify hardship distributions.
- Unifying hardship withdrawal rules for 403(b) plans with the rules for 401(k) plans.
- Modifying certain reporting and disclosure requirements.
- Permitting 403(b) sponsors to join multiple employer plans or pooled employer plans.
Annual Audits for Group of Plans
Under current law, generally, a Form 5500 for a defined contribution plan must contain an opinion from an independent qualified public accountant as to whether the plan’s financial statements and schedules are fairly presented. However, no such opinion is required for a plan covering fewer than 100 participants with plan balances.
Section 345 clarifies that plans filing under a group of plans (or defined contribution group) need only to submit an audit opinion if they have 100 or more participants with balances. In other words, DOL and Department of Treasury would continue to receive full audit information on at least the number of plans as under current law.
These changes aim to make it easier for employers to offer retirement plans and encourage greater employee participation and savings.
To learn more about SECURE 2.0 or retirement plan disclosures, contact us.