Each calendar quarter, I post approximately 12 articles on my blog. This quarterly digest provides links to the most popular posts during the past three months so that you can catch up on what you missed or re-read them.
The SECURE Act 2.0 has over 90 provisions and one of the most impactful provisions in the new requirement to automatically enroll and automatically increase deferrals to new 401(k) and 403(b) plans. “New” 401(k) and 403(b) plans must be automatically enrolled, with automatic deferral increases, no later than the plan year beginning after December 31, 2024 (e.g., 2025 for calendar year plans). Any plan “established” on or after December 29, 2022, is considered a new plan.
Some provisions in SECURE Act 2.0 are optional, where plan sponsors can adopt the provision in their discretion. Many of those provisions are opportunities to make plans more attractive or beneficial to employees. One such optional provision in the ability to match student loan repayments, which should be attractive to employers who hire college graduates.
The SECURE Act 2.0: The Most Impactful Provisions (#4 — Optional Treatment of Employer Contributions as Roth Contributions)
The SECURE Act 2.0 permits plan sponsors to give participants the options of receiving employer contributions on a Roth basis. This provision is effective on the date of enactment, December 29, 2022. However, the option may not be as attractive as it first appears, since the matching and nonelective contributions must be fully vested when made.
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