401Ks

SECURE 2.0 deadlines for 2025: What advisors need to know to support their clients Savvy financial advisors can leverage their knowledge of SECURE 2.0 to increase client loyalty and serve workplace plans. Here’s how. The SECURE 2.0 Act was passed in 2022, but its provisions are still being implemented. Designed to encourage more employees to save for retirement in a workplace-sponsored plan, the legislation makes it easier for employees to build emergency savings and also pay down student loans. Why is SECURE 2.0 important for advisors? Many of your clients could benefit from the SECURE 2.0 provisions, but they may need help navigating multiple decisions. In the 2024 Betterment at Work Retirement Readiness Annual Report, we found that 37% of respondents reported not having an emergency fund 41% of respondents report they are currently managing student debt With provisions that address both emergency savings and student loans, as an advisor, you can be a trusted guide for clients looking to manage a stressful financial life. SECURE 2.0 provisions that may impact your clients Whether you’re advising an entire retirement plan for a workplace or serving individual clients, the following provides you with an overview of some of the most important SECURE 2.0 provisions that may impact your clients’ financial plans. Student loan matching contributions Effective date: January 1, 2024 (new IRS guidance issued for January 2025) What’s changing: Employers can treat an employee's qualified student loan payments as elective deferrals for the purpose of making matching contributions to retirement plans, such as 401(k), 403(b), SIMPLE IRA, and governmental 457(b) plans. Purpose: This optional provision aims to assist employees who prioritize student loan repayments over retirement savings, enabling them to receive employer matching contributions even if they are not contributing directly to their retirement plan. How you can help clients: Not all employers will offer this provision. If you’re advising plan administrators, you can coach them through launching a student-loan match and help them educate their employees. For individual clients, you can help them find the right balance between retirement savings and student loan payments. Automatic enrollment for new retirement plans Effective date: January 1, 2025 What’s changing: New 401(k) and 403(b) plans established after December 29, 2022, must automatically enroll eligible employees. The initial default contribution rate must be at least 3%, increasing by 1% annually until it reaches at least 10%, but not more than 15%. Exemptions: Businesses with 10 or fewer employees, those in operation for less than three years, church plans, and governmental plans are exempt from this requirement. How you can help clients: Help your clients calculate how much they need to save. The default contribution may be appropriate for some, but not all. Additionally, you can ensure your clients are considering their workplace plan assets along with their other savings to build a healthy, holistic portfolio. Catch-up contributions (enhanced for ages 60–63) Effective date: January 1, 2025 What’s changing: Individuals aged 60 to 63 can make higher catch-up contributions to 401(k), 403(b), and governmental 457(b) plans. The limit increases to the greater of $10,000 or 150% of the standard catch-up amount, which is projected to be $11,250 in 2025. Additional notes: This enhanced limit is available only to qualified individuals who are 60 to 63. Upon reaching age 64, the standard catch-up limit applies. How you can help clients: Given the detailed nuances of this provision, you can prepare clients who are in their late 50s or early 60s plan for it. You can help them do the math and determine the right amount of catch-up contribution for them. Emergency savings accounts linked to retirement plans Effective date: January 1, 2025 What’s changing: Employers may offer pension-linked emergency savings accounts (PLESAs) to non-highly compensated employees. Employees can contribute up to $2,500 to these accounts on an after-tax basis, with the ability to make penalty-free withdrawals. Employer matching: Employers may offer matching contributions on these emergency savings, similar to standard retirement contributions. How you can help clients: It may seem simple, but some of your clients, especially if you advise workplace plans, may not have emergency savings. Or if they do, there is a good chance many don’t know how much to save. You can provide advice to ensure these clients set aside adequate savings for the unexpected. How SECURE 2.0 creates growth opportunities for financial advisors Given the need for education around SECURE 2.0, financial advisors are well-positioned to capitalize on two growth opportunities: Build client loyalty Advisors are in a position to help individual clients navigate retirement saving decisions related to their workplace plans. For example, clients may benefit from being advised on the following provisions: Catch-up contributions: Individuals aged 60 to 63 can make higher catch-up contributions, but there are IRS guidelines that your clients need to follow. Student loan matching contributions: If your clients’ employers offer student loan matching, you can help clients determine how much they should pay towards their student loans versus funding their retirement plans. Increase retirement plan business SECURE 2.0 makes it easier for workplaces to offer plans and increase participation, creating growth opportunities for advisors who serve retirement plans. Here are two ways your firm may benefit from SECURE 2.0 while advising plans: Increased plan participation: Automatic enrollment under SECURE 2.0 means more employees saving for retirement—creating more opportunities to engage, educate, and support participants with long-term financial planning. Build loyalty with plan administrators: The legislation comes with many new provisions for plan administrators to track. Advisors who are well-versed in SECURE 2.0 can establish a reputation as a trusted expert for workplace plan administrators, helping them and their employees understand the legislation. We’re here to help your firm grow Helping you grow your RIA your way. Betterment Advisor Solutions is the all-in-one custodial platform purpose-built for independent RIAs. To learn more about our digital platform, get in touch with a member of our team. Looking for knowledge to grow your business? From understanding SECURE 2.0 legislation to the latest advisor tech and everything in between, our experts at Betterment have resources to help you grow your firm. See all free advisor resources. Don’t serve retirement plans yet? Read our blog on the convergence of wealth management and retirement planning.

The financial advisor’s guide to offering retirement plans [with planning checklist] Offering 401(k)s is no longer a niche service for financial advisors—it’s a powerful strategy for practice growth and retention. See how to get started. In this guide, we introduce topics such as: How large is the retirement plan market opportunity for advisors? What are the benefits for financial advisors who offer retirement plans? What are common roadblocks for financial advisors looking to offer retirement plans? How can advisors get started offering and managing 401(k) plans (with planning checklist)? What are the 5 key attributes to look for in a 401(k) platform partner? How large is the retirement plan market opportunity for advisors? Retirement plans have become a critical, expected part of modern financial planning. As business owners face state mandates and look for competitive benefits, clients increasingly expect their advisor to have a comprehensive solution for workplace retirement. If you don't currently offer 401(k) plans, you may be missing a significant opportunity: wealth clients could look elsewhere, and potential business-owner clients may go to competitors who can provide integrated retirement solutions. The market growth for this service is undeniable. Cerulli Associates expects there will be more than one million 401(k) plans by the end of the decade—an increase of 36% from 2025 to 2029. And advisors are giving business away if they don’t offer a retirement plan. 57% of defined contribution recordkeepers report that the majority of their plans are sold through advisors, according to the Cerulli report. Now is the time to ensure you have a retirement solution and a partner that can help you capture this growth. What are the benefits for financial advisors who offer retirement plans? Offering 401(k)s is no longer a niche service—it’s a powerful strategy for practice growth and retention. New revenue and retention: Retirement plans create a stable, recurring revenue stream. They also help retain wealth clients by ensuring they don’t look to competitors who offer a complete suite of services. Cross-selling opportunities: Plan participants are a natural source of future wealth clients. By managing both the plan and individuals’ portfolios, you create deeper, stickier, and more valuable relationships. Meeting client demand and state mandates: The adoption of 401(k)s, especially by small businesses, is rising (driven partly by the SECURE Act and state mandates). Offering these solutions solidifies your position as a holistic financial partner. Better client service: High-net-worth business owners often prefer consolidating all their finances under one trusted advisor. Referring these plans out to other providers limits your growth and can erode the overall trust in your relationship. Down-market growth: Small and mid-sized businesses are often underserved. Advisors who enter this space with an efficient 401(k) plan partner are poised for scalable growth. What are common roadblocks for financial advisors looking to offer retirement plans? Many advisors hesitate to enter the retirement space due to past challenges or intimidation. The good news? Modern, technology-forward platforms like Betterment have solved most significant pain points. What are the steps to set up a retirement plan for your firm? Starting can be intimidating, but we’re here to help. Use the checklists below for each of the three steps to launch a 401(k) offering at your firm. Step 1: Get familiar with plan basics Before you offer a retirement plan, take the time to learn about plan types, how they work, and your role. Checklist: Plan components: Learn the key components of a 401(k) plan, including plan design (eligibility, match, vesting), investment options, recordkeeping, administration, and compliance. Types of plans: Know the differences between plan types like safe harbor plans, Simple 401(k)s, and traditional and Roth 401(k)s. The role of TPAs: Explore your options for third-party administrators (TPAs) and understand the pros and cons of bundled vs. unbundled when it comes to handling plan administration and investments. (Note: At Betterment, we’re flexible and can work bundled or unbundled.) Your role: Understand your role as an advisor vs. a plan fiduciary. In many cases, you can offload fiduciary and administrative responsibilities to your platform partner (such as Betterment), reducing your liability and workload. Step 2: Choose the right partner Choosing your plan provider and tech platform might be the most important decision you make. Take the time to reflect on the following areas. Checklist: Turnkey platform: Select a provider and tech platform that simplifies the process by handling recordkeeping, compliance testing, and Form 5500 filings. Digital onboarding: Onboarding should be paperless, fast, and intuitive. You want your clients to have a seamless experience that differentiates you from legacy providers. Trustworthy business partner: Ensure the partner won’t compete for your client relationships, which is important for trust and long-term growth of your offering. Employee engagement: By incorporating built-in participant education and a modern digital experience, you can increase adoption and directly reduce the education burden on your team. Scalable and competitive: The technology and process that your partner brings to the table should be designed for efficiency and automation, making it profitable even for smaller firms. Step 3: Prospect and position Once you select your partner, it’s time to grow your business. Checklist: Prospecting process: Start with your own book. Ask existing wealth clients if their businesses offer retirement plans, or if they are considering one. Sales language: Make it easy for prospects to see the value you offer. Use simple positioning language like: “We offer a turnkey 401(k) solution designed for small businesses that takes the administrative burden off your plate.” Marketing materials: Leverage marketing resources or one-pagers from your platform partner to help explain the value to business owners. Bonus tips: How to market to clients who own businesses With a sea of legacy retirement plan providers in the market, you have an opportunity to differentiate on ease and support. Use these three tips to clearly communicate your value and help clients understand the pain point you solve for them. Highlight turnkey administration: Emphasize that providers like Betterment handle compliance, testing, and filings—removing traditional headaches. Showcase digital onboarding: Make it clear that plans can be launched quickly without stacks of paperwork. Address prior pain points directly: Acknowledge that legacy TPAs and recordkeepers have caused frustration, and explain how your model solves those issues. Retirement is no longer an optional add-on for advisors who want to future-proof and scale their practice. Choosing the right partner can make offering a 401(k) plan a profitable and client-centric way to drive growth. Ready to start or reconsider your retirement offering? Contact a Betterment Advisor Solutions representative today to see a quick demo of our turnkey platform.