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Safe Harbor 401(k) vs. Traditional 401(k): Which is Right for Your Business?
AInvestSunday, Jan 5, 2025 11:13 am ET
6min read
EIG --



As a business owner, offering a retirement plan can be a powerful tool for attracting and retaining top talent. Two popular options are the safe harbor 401(k) and the traditional 401(k). Both plans have their unique features and benefits, so it's essential to understand the differences before making a decision. In this article, we'll explore the key aspects of each plan and help you determine which one is the best fit for your business.



Contribution Limits

The contribution limits for safe harbor and traditional 401(k) plans are the same for the 2021 tax year. Employees can contribute up to $19,500, while those aged 50 and older can contribute up to $26,000. The total contribution limit, including employee and employer contributions, is $58,000 for the year. For those aged 50 and older, the total contribution limit is $64,500.

Annual Testing Requirements

One of the primary differences between safe harbor and traditional 401(k) plans lies in their annual testing requirements.

* Traditional 401(k) Plans: These plans are subject to annual nondiscrimination tests, such as the Actual Deferral Percentage (ADP) test, Actual Contribution Percentage (ACP) test, and top-heavy test. These tests ensure that the plan benefits all employees fairly and does not disproportionately favor highly compensated employees or key employees.
* Safe Harbor 401(k) Plans: These plans are exempt from the ADP and ACP tests if they meet certain contribution requirements. They are still subject to the top-heavy test, but the employer can avoid this by making a minimum contribution of 3% of compensation for each eligible employee.

Immediate Vesting

Another key difference between the two plans is the vesting schedule for employer contributions.

* Traditional 401(k) Plans: Employers can choose a vesting schedule, which determines when employees become fully vested in the employer's contributions. Common vesting schedules include cliff vesting (employees become fully vested after a certain period of service) and graded vesting (employees become gradually vested over time).
* Safe Harbor 401(k) Plans: These plans require immediate vesting for employer contributions, meaning employees own the full amount of employer contributions as soon as they are made. This can be a significant advantage for employees, as they have full ownership of their retirement savings even if they leave the company.

Contribution Structures

Safe harbor 401(k) plans offer different contribution structures, each with its own advantages and disadvantages.

1. Basic Safe Harbor (Elective Safe Harbor): Employers match 100% of employee contributions up to 3% of an employee's compensation. For employee contributions between 3% and 5% of pay, there is a 50% match. This structure encourages employees to save more, as they receive a higher match for their initial contributions.
2. Enhanced Safe Harbor: Employers match 100% of contributions up to 4% of an employee's compensation. This structure offers a higher match rate, which can further boost employee participation and savings rates.
3. Nonelective Safe Harbor: Employers contribute 3% of pay to each employee’s account, regardless of whether the employee participates in the plan. This structure may not incentivize employees to contribute as much, but it can still encourage some employees to participate.



Employee Retention

The immediate vesting requirement in safe harbor 401(k)s can have a positive impact on employee retention compared to traditional 401(k)s. This is because immediate vesting means that employees own the full amount of employer contributions as soon as they are made, rather than having to wait for a vesting schedule to be completed. This can provide employees with a greater sense of security and ownership over their retirement savings, which can in turn increase their loyalty to the company.

Administrative Burden and Cost

The annual testing requirements for traditional 401(k)s can create a significant administrative burden and potential costs, especially if the plan fails the tests and requires corrective action. In contrast, safe harbor 401(k) plans have fixed contribution requirements that, when met, exempt the plan from these annual testing requirements, simplifying the administrative process and reducing the risk of penalties and additional costs.

In conclusion, both safe harbor and traditional 401(k) plans have their unique features and benefits. The choice between the two depends on your business's specific needs, preferences, and budget. Consider the contribution limits, annual testing requirements, vesting schedules, and contribution structures when making your decision. By offering a retirement plan that meets the needs of your employees, you can attract and retain top talent while also enjoying the benefits of a well-designed retirement plan for your business.
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