6 Things to Consider When Choosing a 401k Provider for Your Small Business
To recruit and keep the best employees, even small firms need to provide retirement benefits. In fact, according to a study, 52% of companies that provide retirement plans believe that retirement packages help them recruit higher-quality workers. In addition, 48% of leaving workers said that the absence of retirement benefits affected their choice to quit.
But comparing different 401k providers for small business ventures and picking the ideal choice for your needs can be difficult and confusing. In order to make the best decision for your business and employees, keep reading.
Providing employees with access to an online platform where they can easily view and manage their investments is essential. It not only empowers them to take control of their financial future but also instills confidence in the plan.
A user-friendly online employee dashboard can be a game-changer. It allows participants to access their account information, track investment performance, and make changes conveniently. This easy accessibility and transparency can inspire greater participation and engagement from your employees.
Onboarding, Plan Design, and Setup Assistance
Moving on to the administrative aspects of the plan, it’s important to assess the level of support offered by the provider in onboarding, plan design, and plan setup. Automatic enrollment is a feature worth considering. It simplifies the enrollment process for employees by automatically enrolling them in the plan, encouraging higher participation rates.
Additionally, inquire about the availability of safe harbor plans. These plans can help companies bypass certain nondiscrimination testing requirements imposed by the IRS. By opting for this plan, you can save time and effort that would otherwise be spent on compliance testing.
Profit-sharing contributions are another feature to look for in a 401(k) provider. Profit-sharing enables companies to allocate a portion of their profits to employees’ retirement accounts. This contribution can play a crucial role in helping participants reach their retirement goals. However, it’s important to be aware of any additional fees associated with calculating profit sharing.
Seamless integration between the 401(k) plan and your payroll service is an aspect that should not be overlooked. Automating the process of contributions alongside regular payroll can significantly reduce manual work and potential errors. It ensures that employees’ contributions are consistently made, leading to a smoother experience for both participants and administrators.
The provider’s policy and response time on support inquiries is also worth considering. A responsive client support team ensures that any questions or issues that arise can be addressed promptly. This level of support can alleviate concerns and provide peace of mind for plan sponsors.
Next, let’s discuss investment options. Consider whether the 401(k) provider manages and/or recommends high-quality investments. The availability of a diverse range of mutual funds can sometimes be overwhelming for participants. Investment managers can provide valuable guidance to help employees make informed investment decisions aligned with their financial goals.
Additionally, pay attention to the fund lineup’s cost structure and expense ratios. Low-cost funds, such as target-date funds, can be particularly beneficial for novice investors. These funds automatically adjust their asset allocation over time, becoming more conservative as the target retirement date approaches. Managed portfolios that consider not only the time to retirement but also the individual’s risk tolerance are even better options. These portfolios are tailored to each participant’s specific financial situation and investment preferences.
Fees play a significant role in the selection process of a 401(k) provider. It’s essential to understand the costs involved and how they can impact both the employer and employees. Plan fees typically decrease as the size of the plan increases, but it’s still crucial to assess the fee structure and ensure it aligns with your company’s needs.
Be cautious of any “hidden” fees buried in the service agreement, such as recordkeeping and investment management fees. These fees can eat into the participants’ retirement savings over time. Choosing a commission-free provider that doesn’t receive revenue sharing from the funds in the plan can help minimize unnecessary costs.
Reporting and Compliance Help
Reporting and compliance are critical aspects of managing a 401(k) plan. Ask the provider how often they run non-discrimination checks. Regular testing can help identify any potential issues and allow employers to take corrective measures proactively.
Consider whether the 401(k) plan provider completes and files Form 5500 on behalf of your plan. The Department of Labor and IRS requires this form to report plan activities, investments, and finances.
No doubt, the 401(k) can seem like a complex and intimidating topic. But, if you’re willing to go through the process of evaluating your company’s financial situation, you’ll gain a greater appreciation for how much it can change your business — and what is at stake. With this information, you can make smart 401(k) plan selections for your company and workers.