COLLECTED WISDOM™ on Automatic 401k Plan Features

This is an archive of information related to 401k automation features like automatic enrollment.

This archive contains not only the most current material on the topic, but also older items that are still relevant, provide background, perspective or are germane to the topic.

If you find a broken link or an items that you feel is outdate, irrelevant or no longer appropriate, please let us know.

IRS Considers Guidance on SECURE 2.0 Auto-Enrollment Requirements

The IRS held hearings to gather public comments on two proposed regulations connected to SECURE 2.0, which was published in January. One regulation addresses Roth catch-up contributions, while the other focuses on required automatic 401k features. SECURE 2.0 mandates that plans established after December 29, 2022, implement auto-enrollment and auto-escalation starting this year, defaulting new participants to contribute between 3% and 10% of their pay, with annual increases until contributions reach between 10% and 15%. Additionally, the IRS proposed that plans not subject to auto-enrollment can maintain their "grandfathered" status even if they join a multiple-employer plan created after SECURE 2.0 or one that includes employers with auto-enrollment provisions.

Source: Napa-net.org, April 2025

New Research Study Finds Auto-Enrollment, Auto-Escalation, Auto-Portability Can Substantially Reduce Likelihood That Today's Workers Will Run Short of Money in Retirement

The Employee Benefit Research Institute recently released a research study titled "ERISA and Auto Features: An RSPM Analysis of the Impact of Automatic Features on Retirement Security." The study reveals that the combined implementation of automatic enrollment, automatic escalation, and automatic portability significantly decreases the chances that today's workers will face financial shortfalls in retirement. This effect is especially pronounced for younger workers, who have several years of opportunity to participate in a defined contribution plan before reaching retirement age.

Source: Ebri.org, March 2025

How 401k Plans Benefit From Auto Portability

Angela Capek, a product area leader for defined contribution platforms at Fidelity Investments, has spent 28 years at the company in various roles related to product development for retirement plans. In a recent discussion with Russ Alan Prince, she highlighted the benefits of the auto portability solution, which assists participants in employer-sponsored DC plans in consolidating their 401k savings and maintaining their investments in the U.S. retirement system as they transition between jobs.

Source: Fa-mag.com, March 2025

ERISA and Auto Features: An Analysis of the Impact of Automatic Features on Retirement Security

The study highlights the positive impact of automatic features, such as automatic enrollment, in defined contribution plans, which increases participant participation rates by enrolling them by default. It emphasizes the significance of effective plan design in enhancing retirement outcomes. Utilizing the Retirement Security Projection Model®, the study assesses the benefits of various automatic features, both individually and collectively, in reducing the risk of individuals running out of money during retirement. The RSPM has been a tool for evaluating retirement policies since 2003.

Source: Ebri.org, March 2025

401k Auto Feature in Works Despite Other Trump Priorities

The next generation of automatic features in 401k plans will allow employees changing jobs to choose between the default savings rate of their new employer or the higher rate from their previous employer. Mark Iwry, a senior fellow at the Brookings Institution, anticipates this innovation will be implemented within the next 24 months. He emphasized that the technology is available, and the focus is now on industry implementation and troubleshooting.

Source: Pionline.com, February 2025

The Accelerating Adoption of Auto Portability: A Market Adoption Theory Perspective

Auto portability is an innovative solution aimed at reducing cashout leakage in retirement savings, a problem that occurs when employees withdraw their savings upon changing jobs instead of transferring them to their new employer's plan. As defined contribution recordkeepers and plan sponsors recognize its advantages, the adoption of auto portability is accelerating. This technology automates the transfer of retirement savings between plans during job transitions, helping to prevent significant losses -- estimated at $92 billion annually in the U.S. -- due to cashout leakage. By facilitating seamless transfers, auto portability preserves retirement savings and simplifies administration for both employees and plan sponsors.

Source: 401kspecialistmag.com, February 2025

Auto Enrollment Boost on the Menu in Two States

Legislation in two states aims to enhance retirement plan coverage by expanding automatic enrollment. This approach intends to increase participation in retirement savings plans by making enrollment automatic for employees, thereby broadening the impact and reach of these programs.

Source: Asppa-net.org, February 2025

IRS Issues Proposed Regulations on Automatic Enrollment Requirements

The IRS has issued proposed regulations stemming from the SECURE 2.0 Act, which mandates that certain retirement plans established after December 29, 2022, must operate as automatic enrollment plans for plan years beginning after December 31, 2024. These regulations outline requirements for qualified cash or deferred arrangements, including initial contribution percentages, automatic increase provisions, permissible withdrawals, and investment requirements. Additionally, they specify exemptions for certain plans and clarify that most employees must be included in automatic enrollment programs. The regulations also include modifications to previous IRS guidance on automatic enrollment.

Source: 401khelpcenter.com, January 2025

IRS Issues Guidance on Mandatory Automatic Enrollment

On January 10, 2025, the IRS released Proposed Regulations concerning the automatic enrollment requirement for newly established 401k and 403b plans under SECURE 2.0. These regulations build on previous interim guidance from late 2023 and include clarifications on participant notice requirements. While the regulations will take effect six months after finalization, the automatic enrollment mandate itself is applicable for plan years starting January 1, 2025. For plans before the final rules are effective, compliance will be assessed based on a good faith interpretation of the law.

Source: Groom.com, January 2025

IRS Issues Proposed Regulations Regarding Mandatory Automatic Enrollment in Qualified Retirement Plans

On January 10, 2025, the IRS released proposed regulations concerning the mandatory automatic enrollment provisions of the SECURE 2.0 Act of 2022. These new regulations under Code section 414A replace the initial guidance provided in Notice 2024-2 and address comments received from stakeholders. The proposed regulations offer clarifications and examples to help implement the new requirements. This 4-page summary highlights some key aspects of the proposed regulations.

Source: Voya.com, January 2025

How Much Does 401k Auto-Enrollment Help Workers Save for Retirement?

Recent research revisits the impact of automatic provisions like auto-enrollment and auto-escalation in 401k plans, initially finding these mechanisms beneficial but now suggesting their positive effects on savings may be less significant than previously believed. While auto-enrollment effectively boosts participation, it appears to have a mixed effect on contribution rates. Specifically, it tends to increase contributions from individuals who would not have participated at all or who would have contributed less, while potentially decreasing contributions from those who would have contributed more than the default rate. Overall, the studies confirm that auto-enrollment raises average contributions, but the source of these additional contributions remains unclear.

Source: Bc.edu, January 2025

IRS Issue Proposed Regulations on New Automatic Enrollment Requirement for 401k and 403b Plans

The IRS has released proposed regulations related to the SECURE 2.0 Act, which includes a mandate for newly established 401k and 403b plans to automatically enroll eligible employees starting in the 2025 plan year. The proposed regulations offer guidance for plan administrators on implementation and will apply to plan years starting more than six months after the final regulations are released. In the interim, administrators must follow a reasonable, good faith interpretation of the statute.

Source: Irs.gov, January 2025

New Year Brings New Automatic Enrollment and Escalation Requirements for Some Recently Adopted 401k and 403b Plans

The SECURE 2.0 Act of 2022 mandates that starting January 1, 2025, newly adopted 401k and 403b plans must implement automatic enrollment and escalation features. Participants will be automatically enrolled to make pre-tax contributions between 3% and 10% of their eligible pay, with an annual increase of one percentage point until contributions reach at least 10%, but no more than 15%. Employers should also consider IRS guidance issued in December 2023 regarding how these requirements apply to plan mergers. The guidance indicates that depending on the circumstances, a merger could result in the newly merged plan being subject to or exempt from the automatic enrollment requirements.

Source: Benefitsnotes.com, January 2025

Automatic Plan Features for Employees

Retirement savings are essential for financial security, but many employees do not save enough. Research indicates that younger employees (38%) are more likely than older employees (25%) to contribute less than 5% of their income to retirement. This savings gap is also evident across different genders, ethnicities, and income levels. To address this, implementing automatic 401k programs can simplify enrollment and encourage higher contributions over time. Understanding demographic differences in saving behaviors can help optimize plan designs to boost employee engagement and financial wellness. This 3-page paper discusses automatic 401k programs, strategies to close the retirement savings gap, supportive legislation, and employer benefits.

Source: Bofa.com, January 2025

Auto-Enrollment, Escalation No Longer Optional

Starting January 1, 2025, plans initiated after December 29, 2022, are required to implement automatic enrollment and escalation as part of the SECURE 2.0 Act. Participants must be automatically enrolled at a contribution rate of 3% to 10%, with a mandatory annual increase of at least 1% until the contribution reaches between 10% and 15%. Participants will have the option to opt-out or choose different contribution levels.

Source: Ntsa-net.org, January 2025

It's Here: Mandatory Auto-Enrollment Starts This Week

A key update from the SECURE 2.0 provisions is the requirement for automatic enrollment in retirement plans, effective January 1st for plans established after December 29, 2022. These plans must automatically enroll participants at a contribution rate between 3% and 10%, with annual auto-escalation of at least 1% until reaching a contribution rate of 10% to 15%. While older, grandfathered plans can opt-out, the new mandate will apply starting in the 2025 plan year. Participants will still have the option to opt-out or choose different contribution levels. If recordkeepers or fiduciaries are unable to implement these automatic features, it may be categorized as an operational error that can be rectified through the Employee Plans Compliance Resolution System.

Source: Napa-net.org, January 2025

Considering Auto-Portability for Your Retirement Plan?

Employers are increasingly inquiring about joining the auto-portability network for their defined contribution plans. Many major recordkeepers are adopting this feature, which aims to assist retirement plan participants in managing their savings as they change jobs. The auto-portability system allows small account balances to be automatically rolled over from an Individual Retirement Account into a new employer's plan when a former employee joins a participating company. This simplifies tracking and consolidating retirement savings, which is beneficial given that individuals change jobs an average of over ten times during their careers. However, employers must consider the additional liabilities associated with joining the network alongside its advantages.

Source: Brickergraydon.com, January 2025

How Smart Is Your Retirement Plan Design?

Nearly two decades ago, Congress facilitated the integration of automatic enrollment and automatic increase features in retirement plans by offering safe harbor protections. Since then, these features have gained traction as best practices, supported by Congress, federal regulators, and state legislatures. This evolution provides an ideal moment for employers who have yet to implement these features to reassess their plan design and consider making these beneficial changes. For more insights on this significant shift in defined contribution plans, this paper offers a comprehensive overview.

Source: Bofa.com, December 2024

How Well Does Automatic Enrollment Work?

This is a review of a study by the National Bureau of Economic Research that highlights the benefits of automatic features in retirement savings plans, particularly automatic enrollment and automatic escalation, which are effective in raising average savings rates. However, the study also identifies factors that can counteract these benefits. Overall, this study underscores both the potential advantages of automatic retirement plan features and the complexities that can arise from individual choices and employment-related factors.

Source: Asppa-net.org, December 2024

Correcting 401k Auto-Enrollment Failures

As a registered investment adviser servicing 401k plan committees, you're aware that some of your clients with auto-enrollment features have faced administrative issues, such as missing eligible employee enrollments. To address these problems without jeopardizing the plan's tax-qualified status, the SECURE 2.0 Act of 2022 introduces a special safe harbor correction provision. This provision is akin to the previously existing safe harbor correction method, which has now expired. The SECURE 2.0 safe harbor provides guidelines for correcting operational errors in retirement plans and may necessitate the employer making a qualified nonelective contribution to rectify missed enrollments.

Source: Planadviser.com, November 2024

Automatic Enrollment: Fred Reish on Things I Worry About - Part 2

The SECURE Act 2.0, enacted on December 29, 2022, mandates that new 401k and private sector 403b plans automatically enroll eligible employees starting in the plan year after December 31, 2024. This article focuses on the effective date as pertaining to the 2025 calendar year, which is approaching. It highlights two specific issues related to automatic enrollment: the determination of "which" eligible employees will be automatically enrolled and the inclusion of long-term, part-time employees in this requirement.

Source: Fredreish.com, November 2024

Lack of Auto-Enrollment Guidance Could Hinder MEP/PEP Uptake: Experts

The article discusses concerns that the lack of clear guidance on auto-enrollment could hinder the uptake of Multiple Employer Plans and Pooled Employer Plans. As these plans offer flexible retirement savings options for businesses and employees, the absence of regulatory clarity surrounding auto-enrollment processes may deter employers from adopting them. Experts suggest that providing definitive guidance on auto-enrollment could stimulate interest and participation in MEPs and PEPs, which are designed to make retirement savings more accessible. The article highlights the importance of addressing these regulatory gaps to encourage broader adoption and enhance the retirement security landscape for workers across various industries.

Source: Napa-net.org, October 2024

Automatic Enrollment: Fred Reish on Things I Worry About - Part 1

The article discusses concerns related to automatic enrollment in 401k retirement plans. While automatic enrollment aims to increase participation rates in retirement savings, there are several potential issues that the author, Fred Reish, raises. Overall, the article underscores the need for careful consideration and education when implementing automatic enrollment to ensure it meets the best interests of employees.

Source: Fredreish.com, October 2024

Savings Boost From Auto-Enrollment Wanes Over Time

The article from the Center for Retirement Research discusses how the benefits of automatic enrollment in retirement savings plans diminish over time. While automatic enrollment initially boosts participation rates, the effect wanes as employees become more accustomed to the system. Over time, individuals often opt out or fail to increase their contributions, leading to insufficient retirement savings. The study highlights the need for additional strategies, such as auto-escalation of contributions, to maintain high savings rates and improve long-term retirement readiness.

Source: Bc.edu, October 2024

Four Compelling Reasons for Plan Sponsors to Adopt Auto Portability

In July, an article noted that the adoption of auto portability was picking up steam with thousands of plan sponsors already signing up for the service, delivered by the Portability Service Network. As PSN operations have commenced, and as the automated plan-to-plan consolidation of small balances begins, a familiar industry adoption pattern is emerging where innovators within the plan sponsor community lead the charge and are quickly followed by others.

Source: 401kspecialistmag.com, October 2024

Embracing 401k Auto-Enrollment With the Budget in Mind

Data shows that automatic features, such as automatic enrollment, auto-increase, and re-enrollment can significantly improve participation rates and help employees save for retirement. This article explores cost-neutral ways of adding such auto features to your plan design.

Source: Principal.com, September 2024

SECURE Act 2.0 Auto-Enrollment Mandate Deadline: What Business Should Know

Effective Jan. 1, 2025, employers establishing 401k or 403b workplace retirement plans must automatically enroll eligible employees. This provision, included in the SECURE 2.0 Act, aims to help combat the retirement crisis in the U.S. by giving tens of millions of Americans access to a workplace plan.

Source: Paychex.com, August 2024

401k Auto Features Don't Help Savings as Much as Thought, Researchers Find

Two of the most widely used mechanisms to improve participation in 401k plans -- automatic enrollment and automatic escalation of contribution rates -- may be much less effective than previously thought, a recent study found. There are several reasons for that, and some have to do with turnover at the companies that sponsor 401k's, according to the paper.

Source: Investmentnews.com, August 2024

Auto-Enrollment Significantly Drives Equity in Retirement Savings

Vanguard research "forcefully shows" modern plan design features like automatic enrollment promote retirement savings participation across racial and ethnic backgrounds.

Source: Plansponsor.com, July 2024

Automatic Enrollment Is Mandatory in 2025: Now Is the Time to Prepare

SECURE 2.0 implemented almost 100 different changes to the retirement plan landscape. This article is focused on one of the most impactful of such changes which is scheduled to first become effective in 2025. This change is the requirement that most plan sponsors adopt automatic enrollment provisions for their 401k and 403b plans.

Source: Legacyrsllc.com, July 2024

Automatic, Not Autopilot: Managing 401k Plans in the Auto-Enrollment Era

Auto-enroll features have been a net good for participants who need to save for retirement and build long-term wealth. However, plan sponsors should still be aware of potential issues that can arise as 401k plan participation becomes more automated. These issues occur primarily when plan participants are not fully engaged with the plan because they don't need to take action to participate. The good news is that it is well within the plan sponsor's power to minimize these issues.

Source: Shrm.org, June 2024

The Positive Impact of 401k Automated Features Explained

The positive auto-feature impact (enrollment, deferral, escalation) is by now widely known, even resulting in a Nobel Prize. Yet, a new study from Principal puts specific numbers to the results, reinforcing the link between "nudges" and the successful outcomes they produce.

Source: Napa-net.org, June 2024

Expanding Retirement Plan Automation

The retirement industry has seen the power of automated workplace retirement saving and auto-escalation of deferral rates. But how else might automation be used as a reasonable tool to help workers save more? Plan sponsors and providers at the Employee Benefits Research Institute' 2024 Spring Policy Forum discussed how pension-linked emergency savings accounts, as well as other tax-advantaged savings vehicles, can help underserved communities save for retirement.

Source: Planadviser.com, May 2024

Automatic Enrollment: This Is The Way

Thanks to SECURE Act 2.0, newly established 401k and 403b plans must now have automatic enrollment. Plans with an automatic enrollment feature immediately enroll employees in the employer-sponsored plan once employees satisfy eligibility requirements. 401k and 403b plans established after December 29, 2022, must have the automatic enrollment feature.

Source: Benefitslawadvisor.com, March 2024

Auto-Accounts: The Next 'Nudge' From Shlomo Benartzi

In a new op-ed for The Wall Street Journal, behavioral economist Shlomo Benartzi, known for his research on retirement savings, says his idea of an auto-pilot for 401k plans that makes it easy to save, but avoids concerns about excessive paternalism from employers, would work for three reasons: because it's a mental reminder that 1) you should save; 2) you haven't started saving yet; and 3) the paperwork has been done for you.

Source: 401kspecialistmag.com, February 2024

Detailing the DOL's Auto-Portability Proposal

Service providers would be permitted to charge a reasonable fee to transfer the assets of individual retirement account holders to a new employer-sponsored plan under a proposal published by the Department of Labor. This article delves into the details of the proposed rule, which will be up for a 60-day public comment period once filed in the Federal Register.

Source: Planadviser.com, January 2024

SECURE 2.0's Auto Enrollment, Savers Match Will Bring Most Positive Impact

Preliminary research from the Employee Benefit Research Institute says that the SECURE 2.0 Act of 2022 will bring modest benefits for those approaching retirement but will have a larger impact on younger workers. The report also found that the automatic enrollment and saver's match provisions will have the largest positive effect on retirement security nationally.

Source: Planadviser.com, January 2024

SECURE 2.0 Guidance - Auto Enrollment, SIMPLE, and Roth Provisions

On December 20, 2023, the IRS gave us a nice holiday present with the release of guidance on several provisions of the SECURE 2.0 Act. This article deals with the provisions that the author believe are of the highest interest to plan sponsors, advisors, and CPAs. The article provides a summary of the guidance for auto-enrollment, SIMPLE, and Roth provisions.

Source: Consultrms.com, January 2024

IRS SECURE 2.0 Act Guidance Addresses Auto-Enrollment

Under SECURE 2.0, effective on and after January 1, 2025, automatic enrollment is required for most (but not all) new 401k plans that were "established" after December 29, 2022. Automatic enrollment arrangements, of which there are several varieties, generally automatically enroll new eligible employees in the company's 401k plan unless the employees affirmatively opt out of participation.

Source: Compliancedashboard.net, January 2024

Will 401k Auto-Portability Become a Cure-All or a Fiduciary Headache?

The turn of the calendar brings many things, and the turn of a new year brings more. Effective January 1, 2024, plan sponsors will find there's a new twist on an old familiar thing. It's called "auto-portability." Some believe it's destined to become a cure-all for much of what ails retirement savings today. Others, well, they're not so sure.

Source: Fiduciarynews.com, January 2024

Mandatory Auto-Enrollment is Coming for Some Plans: What to Know

Studies show that auto-enrollment increases plan participation, and soon it will not be optional for some plans. Among the many changes enacted in SECURE 2.0 is a requirement that new 401k and 403b plans have auto-enrollment and auto-escalation beginning in 2025. As with most of the SECURE 2.0 changes, there were many questions about how the rules would work in practice. Part of the "grab bag" guidance issued in recent Notice 2024-02 fills in some of the blanks but also leaves important questions unanswered.

Source: Cohenbuckmann.com, January 2024

How SECURE 2.0's Automatic Features Apply to MEPs, PEPs

Multiple employer plans and pooled employer plans are subject to the same automatic enrollment and escalation requirements as other defined contribution plans, as outlined by SECURE 2.0. Any such plan adopted after December 29, 2022, must automatically enroll participants between 3% and 10% unless the participant elects otherwise, starting in 2025. Plans adopted before December 29, 2022, are grandfathered in.

Source: Planadviser.com, January 2024

Why SECURE 2.0 Act Auto Enrollment and Escalation Will Boost Financial Wellbeing

The SECURE Act 2.0 contains dozens of changes to retirement plans, but perhaps none bigger than these two: New 401k and 403b plans will be required to automatically enroll participants in the respective plans, and employee salary deferral rates will automatically escalate each year. Here's what you need to know.

Source: Hubinternational.com, December 2023

"Auto-Reenroll Act of 2023" Introduced in Senate

A new bill introduced in the Senate Wednesday would permit 401k plan sponsors to automatically reenroll non-participants at least once every three years unless the individual affirmatively opts out again.

Source: 401kspecialistmag.com, July 2023

Retirement Saving at New High Thanks to Automatic Enrollment

Automatic enrollment in 401k plans is helping Americans save for retirement in record numbers. According to a Vanguard survey, participation rates in 401k plans for which the asset management firm serves as recordkeeper have reached an all-time high of 83%. Vanguard's report also revealed that employers are increasingly bolstering retirement plans with personalized financial services such as advice.

Source: Investmentnews.com, June 2023

Auto-Enrollment a Plus But Not a Panacea, Says Study

Auto-enrollment can dramatically increase participation in a retirement plan. However, the degree to which it is beneficial varies depending on which party one considers, says a recent study.

Source: Asppa.org, June 2023

Auto-enrollment is Highly Effective But Often More Costly

For years, auto-enrollment has been considered the gold standard by employers and retirement experts, and its popularity has grown since federal legislation in 2006 removed some of the legal barriers that kept employers from trying it. Given how effective auto-enrollment is, however, a study on Army personnel provided new information that may explain why more companies have not adopted it: cost.

Source: Bc.edu, June 2023

Six Reasons to Offer Automatic Enrollment in Your 401k Plan

Automatic enrollment is an effective method of encouraging employees to save. This is a strategy worth considering for a variety of reasons. Not only does it motivate employees to save for retirement, but it also is advantageous to your business. Here are six reasons why offering automatic enrollment is advantageous.

Source: Myubiquity.com, June 2023

Auto-Escalation Not Likely to Reduce Participation

While there's much debate over the pros and cons of auto-features and whether participants need a nudge, the results of a new study suggest that plan sponsors can boost "default escalators" in 401k plans without decreasing participation. The results are based on a new field study conducted through the Voya Behavioral Finance Institute for Innovation.

Source: Napa-net.org, May 2023

How Auto Enrollment Closes the Retirement Savings Gap for Communities of Color

New research put stark numbers to the retirement savings coverage gap for communities of color. Voya Financial uncovered striking differences in overall workplace retirement plan participation, savings rates, and average account balances for underserved employee communities. For instance, Black and Latino employee participation rates were just 53% and 45%, respectively, compared to 66% for White employees and 62% for Asian employees. Yet the analysis also found that employers who implement inclusion best practices within their workplace retirement plan can see positive savings results on underserved employee populations.

Source: Napa-net.org, April 2023

Automatic Enrollment Adoption Grew to 85% in 2022: T. Rowe Price

Automatic solutions adoption continued to rise in 2022, finds a new report by T. Rowe Price. The firm's annual Reference Point, a benchmarking report analyzing data on 401k plan design and participant behavior, found that plan adoption of automatic enrollment rose to 85% in 2022.

Source: 401kspecialistmag.com, April 2023

SECURE 2.0: Mandatory Automatic Enrollment Coupled With Corrective Contribution Relief

When it comes to choosing to save for retirement, people tend to be short-sighted. Many eligible employees don't choose to participate in their employer-sponsored retirement plans. Behavioral finance studies show that people tend to imagine themselves making the right choices in the future, not today. Procrastination. Inertia.

Source: Belfint.com, April 2023

All You Wanted to Know About 401k Automatic Enrollment

Automatic Enrollment is one of the most successful features added to a 401k plan in the last 20 years, but even today, it's not a perfect fit for every 401k plan sponsor. Understanding what it is and the history behind it, might give you an idea of it's the right choice for you as a 401k plan sponsor.

Source: Jdsupra.com, March 2023

Automatic Enrollment is Coming for Your Retirement Plan...Sorta

This new SECURE 2.0 contains many new provisions, including changes, again, to RMDS, but also includes changes that had long been discussed but never occurred. One such change is the requirement that 401k and 403b plans feature automatic enrollment for employees of companies that sponsor such plans. While this new requirement may scare plan sponsors, there are quite a few exceptions that effectively make the automatic enrollment feature only apply to new plans of larger entities.

Source: Graydon.law, January 2023

401khelpcenter.com, LLC is not the author of the material referenced in this digest unless specifically noted. The material referenced was created, published, maintained, or otherwise posted by institutions or organizations independent of 401khelpcenter.com, LLC. 401khelpcenter.com, LLC does not endorse, approve, certify, or control this material and does not guarantee or assume responsibility for the accuracy, completeness, efficacy, or timeliness of the material. Use of any information obtained from this material is voluntary, and reliance on it should only be undertaken after an independent review of its accuracy, completeness, efficacy, and timeliness. Reference to any specific commercial product, process, or service by trade name, trademark, service mark, manufacturer, or otherwise does not constitute or imply endorsement, recommendation, or favoring by 401khelpcenter.com, LLC.

About | Glossary | Privacy Policy | Terms of Use | Contact Us

This work is licensed under a Creative Commons Attribution-NoDerivatives 4.0 International License.