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Almost 50% of Employees Think Their Companies Should Offer This Benefit
Almost 50% of Employees Think Their Companies Should Offer This Benefit Our recent survey of 1,000 full-time U.S. workers found that nearly half of employees agreed employers should focus on one thing. Let’s see what that is…. In our 2023 Retirement Readiness Annual Report, we surveyed 1,000 full-time U.S. workers to learn more about how retirement readiness and financial well-being have evolved over the last year. One theme stood out to us: Employees want more help from their employers with student loan debt. In fact, 49% of employees believe that employers should play a role in helping them pay off their student loan debt — this was felt most strongly among Gen Z (71%) That’s something to consider: Nearly half of employees think their companies should offer a benefit helping to pay student loans. It’s clear, employees want student loan benefits And there’s a good reason for this: 40% of workers currently have student loan debt that they’re responsible for paying down. 64% of borrowers said their student debt had impacted their ability to save for retirement. What’s more, our study also found that a 401(k) with an employer match is the number one most desired benefit. But what should employers do? Talk to your employees about their needs Before you jump into offering a new student loan benefit, first take a step back to gain a wider view of your employee’s needs. Ask your employees what they want in terms of a financial benefits package. A simple approach is to have employees rank benefits in order of most likely to use to least likely, and give them a chance to submit open-ended comments. You can start with a list of benefits, like this, for your employees to rank: 401(k) retirement plan 401(k) employer match 401(k) match on student loan payments Access to a financial advisor 529 college savings plan If you already offer some of these benefits, it’s still good to have employees rank their perceived value of them. Additionally, add other benefits to the list that you may consider offering. After you step back and look at the data, you can implement financial benefits that make sense for your company. Betterment at Work offers a variety of benefits to help you meet your employees’ needs Once you’re ready to implement new benefits for your employees, we’ve got you covered. And if you need help deciding what’s best, our team can talk you through the decision. You’ve got options. 401(k) match on student loan payments: When it comes to alleviating student loan debt, we offer an industry-first 401(k) student loan payment matching program. We’ve found that it solves a larger problem when we help employees save in a 401(k) while at the same time they pay down their student loans. Employees don’t have to choose between reducing their debt and saving for retirement. (See it in action: Watch our video to learn how you can offer a 401(k) match based on an employee's student loan payments.) 529 education savings plan: Forward-thinking employers can take it a step further and provide a state-sponsored 529 to save up for higher education costs. Many younger parents are doing three things at once: paying down their student loan debt, saving for their retirement, and saving for college for their kids. That’s a lot to balance. We offer a tax-advantaged 529 savings plan to help your employees tackle rising education costs. Access to a financial advisor: Take your Betterment 401(k) to the next level with Financial Coaching. Offer a benefits package that includes 1:1 financial guidance to help every employee better achieve their goals in and out of work. Award-winning 401(k) for small businesses: Get an affordable and customizable retirement plan designed to scale with you. After all, a 401(k) plan with an employer match is the most wanted benefit among employees. Plus, we’re trusted by some great companies Here are some of the many companies with a Betterment at Work 401(k)... Ready to offer financial benefits your employees want? Betterment at Work makes it easy for small and mid-market businesses to provide a scalable 401(k) plan with an employer match. Plus, our platform empowers you to offer additional benefits like 529 plans, student loan payment 401(k) matches, and 1:1 advice from our financial advisors. Set up a call today to learn more.
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5 ways small to mid-sized businesses can attract and retain employees
5 ways small to mid-sized businesses can attract and retain employees Our recent survey of 1,000 full-time U.S. workers uncovers five ways to attract and retain employees of small businesses. According to the U.S. Chamber of Commerce, companies are “facing unprecedented challenges trying to find enough workers to fill open jobs.” In today’s competitive job market, data from our recent survey has found that small to mid-sized businesses can—and should—consider expanding their employee benefits packages to attract and retain talent. In our 2023 Retirement Readiness Annual Report, we surveyed 1,000 full-time U.S. workers to learn more about how retirement readiness and financial well-being have evolved over the last year. And what employees told us about financial benefits could help small businesses build loyal workforces. One of the report’s findings revealed that retirement security appears to decrease by company size. Only 8% of small business employees expect to have a million or more dollars saved for retirement, compared to 17% of midsize and 16% of large business employees. With that in mind, here are five employee financial benefits that smaller companies can implement to help support and retain their staff. 1. Offer a 401(k) program with matching contributions Out of all financial benefits, a 401(k) program is the place to start if you are aiming to attract and retain employees. According to the Retirement Readiness Annual Report, a 401(k) plan is the most desired benefit among employees, yet only 59% of employers currently offer access to a 401(k). A few other stats from the report jumped out at us, showing the demand for these benefits: For employees with access to a 401(k), 83% reported they contribute to that 401(k). 68% of workers receive a match from their employer—a 23% increase from the year before. Of the employees who receive an employer match, 86% contribute enough to get the full match. 92% of employees without a 401(k) match wish their employer matched, a 16% increase in one year. When you offer a 401(k) with employer-matching contributions, your company not only shows that you care about your employees’ future but you also provide a significant financial incentive for employees to stick around. It’s a win-win situation: Employees save for retirement, and you benefit from increased loyalty and reduced turnover. 2. Implement a student loan/401(k) matching program Offering a 401(k) match on student loans can help employees save for retirement while they pay off their college debt. Student loan debt is a major concern for many employees, especially younger ones. And student loans only become more stressful when one is trying to balance saving for retirement at the same time, as our report shows: 40% of workers currently have student loan debt that they’re responsible for paying down. 64% of borrowers said their student debt has impacted their ability to save for retirement. Almost half (49%) of employees believe that employers should play a role in helping them pay off their student loan debt — this was felt most strongly among Gen Z (71% of whom agreed). Through Betterment at Work’s industry-first solution, employers can provide 401(k) matches on student loan payments. This innovative benefit shows that you understand the financial challenges your employees face and are willing to help them manage both short-term and long-term financial goals. 3. Provide an employer-sponsored emergency fund Financial emergencies can strike at any time, leaving employees stressed and distracted. An employer-sponsored emergency fund can offer a safety net that can reduce financial anxiety. According to our report: 49% of employees said an employer-sponsored emergency fund would reduce their financial anxiety. Just over half (52%) of employees reported currently having an emergency fund — a seven percentage point drop from 2022 (59%), and a 14 percentage point drop from 2021 (66%). 51% of small business employees used their emergency funds, dropping to 43% for workers at midsize and large businesses. Of all generations, millennials (53%) tapped their emergency funds the most — compared to 49% of Gen X, 46% of Gen Z, and just 27% of boomers. One of the most striking statistics in our report is that only 8% of employers offer an employer-sponsored emergency fund, yet it is the third most valued benefit for employees — making it the largest gap of any benefit. In a world where nearly four out of five workers (78%) reported that their finances cause them anxiety, offering an emergency fund shows you care about their well-being. This may lead to higher job satisfaction and increased loyalty, as employees feel supported and valued. 4. Offer access to a live financial advisor Navigating the complexities of personal finance can be confusing. By providing access to a live financial advisor as a financial benefit, you can make a significant difference in your employees’ financial lives. Offering this benefit helps employees make informed financial decisions, including planning for retirement, debt management, estate planning, and more. Our report found that: Only 17% of employees report having access to a financial advisor through their employer. For those who don’t have access to an advisor through their employer, 50% reported that they would want that as a financial wellness benefit and 59% would want to meet with them two to three times a year. Small business employees meet with advisors most at 75% of employees —compared to just 42% of large business employees. Thomas Moore, Sr. Director of Betterment for Advisors, sums it up well, stating that access to a financial advisor “presents a huge opportunity for employers to differentiate by providing more holistic wellness programs to their employees — benefits packages should start, but not end, with the 401(k).” 5. Provide access to a 529 college savings plan Education expenses can be a significant financial burden. And for some parents, it’s a double burden if they are paying off their own student loans while attempting to save for their children’s education. By offering access to a 529 college savings plan, you can help employees save for their children's education and alleviate some of that stress. Our report highlights that: Over a quarter (26%) of employees are currently saving money for education expenses, but less than half (45%) are currently using a 529 education savings plan due to inaction and lack of awareness. Only 5% of employers currently offer 529 plans, which is surprising since, according to research, 70% of parents are concerned about having enough funds to pay for college. Offering a 529 plan can help attract employees who are thinking about their children’s future and want to work for a company that supports their goals. Offer financial benefits your employees want Betterment at Work makes it easy for small and mid-market businesses to provide a scalable 401(k) plan with an employer match. Plus, our platform empowers you to offer additional benefits like 529 plans, student loan payment 401(k) matches, and 1:1 advice from our financial advisors. Set up a call today to learn more.
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Bridging the Gap: Benefits Employees Want vs Benefits Companies Offer
Bridging the Gap: Benefits Employees Want vs Benefits Companies Offer We explore new survey data that reveals where financial benefits typically fall short—and what you can do about it at your company. Table of Contents: 3 benefit themes for employers to consider How to conduct a benefits gap analysis Survey results: The employee/employer gap In our 2023 Retirement Readiness Annual report, Betterment at Work surveyed 1,000 full-time U.S. workers to learn more about how retirement readiness and financial well-being have evolved in the last 12 months. We asked survey respondents to review and rank 11 potential benefits to determine what financial benefits employees currently have access to and which matter most. The results? Survey findings showed clear gaps in employee desires and the benefits being offered by their employers. To help explore these gaps, we’ve bucketed benefits into three themes that arose from the report’s findings: 401(k), financial planning, and education savings. 3 benefit themes for employers to consider As we reviewed the survey results, three themes emerged that employers can use to explore potential gaps in the benefits they offer compared to the benefits their workforces want. Theme 1: 401(k) benefits These benefits include: 401(k) plans 401(k) matching programs A 401(k) plan is the #1 desired benefit among employees. However, only 59% of employers currently offer access to a 401(k), up seven percentage points from the previous survey. That is positive growth, showing companies are continuing to recognize this as a crucial need for employees. If you don’t offer a retirement plan, you may want to explore 401(k) options that can help attract and retain talent. A 401(k) matching program was the #2 most desired benefit among employees. Less than half of companies offer a 401(k) matching program, with only 47% percent of workers receiving a match from employers. Of that group, 86% contribute enough to get the full match. It’s no wonder that 92% of those without a 401(k) match wish their employer would offer a 401(k) match—since these programs can help fast-track retirement savings and retain employees. Key takeaway for employers: Offer an easy-to-use 401(k) plan with a competitive matching program to attract and retain employees. Theme 2: Financial health and planning benefits These benefits include: Employer-sponsored emergency fund Flexible spending account (FSA) or health savings account (HSA) Wellness stipend Budgeting and savings tools Access to a live financial advisor Childcare support Employer-sponsored emergency funds were the #3 desired benefit. Only 8% of employers offer an employer-sponsored emergency fund. As the third most valued benefit for employees, this is the largest gap on the list. Our survey also found that 49% of employees said an employer-sponsored emergency fund would help reduce their financial stress. With 46% of employees reporting that they used their emergency fund during the past year, there is a great opportunity for employers to address. Flexible spending account (FSA) or health savings account (HSA) ranked #4. At number four on the list of most desired benefits, FSAs/HSAs are only offered by 37% of companies, which could be another important avenue for employers to explore. Furthermore, we found that 31% of employees said they would be enticed to leave their jobs for an FSA or HSA. Wellness stipends were #5 on the most desired benefits list. Wellness stipends are one of the larger gaps employers should consider. We found that 32% of employees said they would be enticed to leave their jobs for a wellness stipend. However, only 9% of companies offer the benefit. The increasing interest in wellness benefits reflects a growing awareness around mental and physical health in society. Employers who are equipped to meet this need clearly demonstrate their support for well-being in the workplace. Budgeting and savings tools ranked #6 on the list. Only 12% of employees offer budget and savings tools to employees. Similar to other benefits, over a quarter (26%) of employees would consider leaving their jobs for budget and savings tools. Examples include savings calculators, online budgets, educational resources, and the ability to link multiple accounts to see all savings in one view. With 78% of workers reporting that their finances cause them anxiety, financial tools may help them gain clarity and reduce the stress of their financial lives. Access to a live financial advisor was #8. Only 17% of companies offer access to a financial advisor. However, our survey found that 55% of workers with access to a financial advisor have met with the advisor in the past year, and that number jumps to 75% among small business employers. The top two reasons employees meet with an advisor are: retirement planning and investment advice. This data supports the idea of packaging your 401(k) plan with a financial advisor for a valuable employee benefit. Childcare support was the #10 most important benefit. Child care is expensive for parents to afford and for employers to offer as a benefit, which is likely why only 8% of companies offer it. But if you can afford to offer childcare support as a benefit, you’ll be assisting your employees with both convenience and a huge financial benefit, as the average cost of childcare is $11,582. Key takeaway for employers: Offering a benefits package that helps meet critical needs can go a long way with your employees. But you don’t have to offer everything. Rather, it’s important to understand your workforce’s needs to pick and choose which benefits will have the most meaningful impact. Theme 3: Student loan and education benefits These benefits include: Student loan 401(k) matching programs Student loan financial assistance or repayment programs 529 college savings plan Student loan 401(k) matching programs were the #7 most desired benefit. This is where paying for education and saving for retirement collide. With the passage of SECURE 2.0 Act, qualified student loan repayments made by employees can count as elective deferrals and qualify for 401(k) matching contributions from an employer. At the time of our survey, no companies offered this type of benefit, yet we found that 40% of workers currently have student loan debt that they’re responsible for paying down. Now, through Betterment at Work’s industry-first solution, employers can provide 401(k) matches on student loan payments. Student loan financial assistance or repayment programs ranked #9 on the list. Only 11% of employers were reported to offer student loan financial assistance or repayment programs. On top of that, we found that 21% of employees would be enticed to leave their jobs for financial assistance on student loans. 529 college savings plans ranked #11 on the list of most desired benefits. Only 5% of employers currently offer 529 plans, which is surprising since, according to research, 70% of parents are concerned about having enough funds to pay for college. Our survey also found that 26% of employees are currently saving money for education expenses, and of that group, only 45% currently use a 529 to do so. One of the main reasons is a lack of awareness around this state-sponsored plan. Savvy employers can use 529 plans to support the education savings plans for their employees. Key takeaway for employers: To help retain employees, create benefits programs that align with your workforce’s education-related needs, taking student loan debt into account as well. Also, as your workforce evolves, consider future employees and the potential education needs they may have. How to conduct a benefits gap analysis Employers can take the following steps to identify gaps and then implement new benefits that fit their workforce’s needs. Step 1: Make a list of the benefits you don’t offer You likely offer some benefits already. To conduct a gap analysis, you’ll want to focus on what you don’t offer. At this point, make a list of benefits you don’t offer with a description of each. Then compare the benefits you currently offer with ones you might want to add. You’ll likely want to avoid offering a new benefit that is similar in nature to a current benefit. For example, you may want to offer only one type of student loan benefit. Step 2: Run a cost analysis Now, you need to know if you can afford additional benefits. Create a mock budget to illustrate the financial impact on your business for each benefit. Be sure to model the estimated impact that offering each benefit may have on employee acquisitions and retention. This can be difficult to calculate, so consider different scenarios. What you’re really trying to do is calculate the ROI of each benefit’s ability to retain employees. After you run a cost analysis, eliminate any benefits from the list that your business simply cannot afford. (Bonus: Download our planning guide to calculating the ROI of your 401(k) plan.) Step 3: Survey employees Bring your team into the conversation. Once you’ve determined what benefits you can afford, survey your employees to measure their interest in each one. Be sure to include a clear description of each benefit and how it would be administered. A simple approach is to have employees rank benefits in order of most likely to use to least likely to use, and give them a chance to submit open-ended comments. For larger companies, you can also use more sophisticated polling methods such as MaxDiff surveys to identify the ideal mix of benefits for your workforce. Implement your benefits… Once you understand which benefits you can afford to implement, and which ones your employees value most, you’ll want to decide if you can provide the benefits in-house or if you need to partner with a benefits provider such as Betterment at Work. Survey results: The employee/employer gap The chart below shows a snapshot of the top 11 benefits ranked in order of most desired by employees with the percentage of employers who offer each benefit. Use this data as a starting point to help identify gaps in your financial benefits program. Bridge the benefit gap at your company Betterment makes it easy for small and mid-market businesses to provide a scalable 401(k) plan, plus offer additional benefits like 529 plans, student loan payment 401(k) matches, and 1:1 advice from our financial advisors. See how Betterment at Work can enhance your financial benefits package.
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Key 2024 Deadlines for 401(k) Plan Sponsors
Key 2024 Deadlines for 401(k) Plan Sponsors Birthdays, wedding anniversaries, and 401(k) plan compliance deadlines. Some dates are worth saving more than others. Keep reading for important deadlines associated with your 401(k) plan. Plan sponsors have several responsibilities throughout the year to keep their plan operating in compliance with federal regulations. We’ve listed some key 2024 deadlines and links to more information below to make your life a little easier. If a deadline falls on a weekend, it’s safe to submit the previous business day unless otherwise noted. Please also keep in mind there may be additional state regulations applicable to your plan not listed here. January February March April May June July August September October November December Remaining of 2023 January Saturday, Jan. 13, 2024 Betterment at Work loads the prior year census template and compliance questionnaire to plan sponsors’ Compliance Hubs. Plan sponsors have until Tuesday, Jan. 31 to complete and submit both documents. Wednesday, Jan. 31, 2024 Send Form W-2 to your employees. Submit Form W-2 to the Social Security Administration. Submit the prior year census data and compliance questionnaire to Betterment at Work. Submit Annual Return of Withheld Federal Income Tax (Form 945) to the IRS. If you’ve made all your deposits on time and in full, then the due date is Saturday, Feb. 10. Send Form 1099-NEC to both the IRS and your employees. Betterment at Work makes IRS Forms 1099-R available to participants. February Thursday, Feb. 1, 2024 Post the prior year’s OSHA Summary of Illness and Injuries in your workplace between February 1 and March 2. Wednesday, Feb. 28, 2024 For Applicable Large Employers (ALE) Submit paper Forms 1094-C and 1095-C to the IRS. If you intend to e-file your forms, then the deadline is Sunday, March 31. For self-insured, non-ALE companies Submit paper Forms 1094-B and 1095-B to the IRS. If you intend to e-file your forms, then the deadline is Sunday, March 31. Note: Form 1095-B must be filed electronically if the reporting entity is required to file 250 or more returns. March Friday, March 1, 2024 For companies that participate in a Multiple Employer Welfare Arrangement (MEWA) Submit your Form M-1 to the IRS. Saturday, March 2, 2024 For Applicable Large Employers (ALE) Send Forms 1095-C to employees. For self-insured, non-ALE companies Send Forms 1095-B to employees. For companies with 250 or more employees in an industry covered by the recordkeeping regulation (or 20-249 employees in high risk industries) E-file your OSHA Summary of Illness and Injuries for 2023. Friday, March 15, 2024 Make refunds to participants for failed ADP/ACP tests(s), if applicable. As the plan sponsor, you must approve corrective action by your 401(k) provider by this date. Failure to meet this deadline could result in a 10% tax penalty for plan sponsors. For S-Corps and LLCs taxed as Partnerships Employer contributions (e.g., profit sharing, match, Safe Harbor) are due for deductibility. For S-Corps and Partnerships Deadline to establish a traditional (non-Safe Harbor) plan for the prior tax year, unless the tax deadline has been extended. Sunday, March 31, 2024 File Form 1099s electronically with the IRS. For companies with 100+ employees Submit your EEO-1 report. April Monday, April 1, 2024 Confirm initial Required Minimum Distributions (RMDs) were taken by participants who turned 73 before previous year-end, are retired/terminated, and have a balance. For companies in Maine with 5+ employees Deadline to comply with Maine’s retirement plan mandate. Tuesday, April 9, 2024 Report employees who participated in multiple plans that have excess deferrals (402(g) excess) to Betterment. Monday, April 15, 2024 Tax Day Deadline to complete corrective distributions for 402(g) excess deferrals. For C-Corps, LLCs taxed as C-Corps, or sole proprietorships Employer contributions (e.g., profit sharing, match, Safe Harbor) are due for deductibility. For C-Corps and Sole Props Deadline to establish a traditional (non-Safe Harbor) plan for the prior tax year, unless the tax deadline has been extended. Tuesday, April 30, 2024 File Form 941 (Employer’s Quarterly Federal Tax Return) with the IRS. May Wednesday, May 15, 2024 For non-profit companies Tax returns due June Sunday, June 30, 2024 Deadline for EACA plan refunds to participants for failed ADP/ACP tests(s). Failure to meet this deadline could result in a 10% tax penalty for plan sponsors. July Monday, July 1, 2024 Mid-Year Benefits Review: Remind employees to take advantage of any eligible voluntary benefits. Wednesday, July 31, 2024 If your plan was amended, this is the deadline to distribute Summary of Material Modifications (SMM) to participants. File Form 941 (Employer’s Quarterly Federal Tax Return) with the IRS. Electronically submit Form 5500 (and third-party audit, if applicable) OR request an extension (Form 5558). Betterment at Work prepares these forms on our plan sponsors’ behalf, with plan sponsors being responsible for filing them electronically. For self-insured companies Submit the PCORI fee to the IRS. August Thursday, Aug. 1, 2024 For NEW Betterment at Work 401(k) plans Deadline to sign a services agreement with Betterment at Work in order to establish a new Safe Harbor 401(k) plan for 2025. Deferrals must be started by Tuesday, Oct. 1, 2024. September Sunday, Sept. 15, 2024 For S-Corps and Partnerships Deadline to establish a traditional (non-Safe Harbor) plan for the prior tax year if the tax deadline has been extended. Monday, Sept. 30, 2024 Distribute Summary Annual Report (SAR) to your participants and beneficiaries. If a Form 5500 extension is filed, then the deadline to distribute is Sunday, Dec. 15, 2024. October Tuesday, Oct. 1, 2024 Deadline to establish a new Safe Harbor 401(k) plan. The plan must have deferrals for at least 3 months to be Safe Harbor for this plan year. Tuesday, Oct. 15, 2024 Electronically submit Form 5500 (and third-party audit if applicable) if granted a Form 5558 extension. Betterment at Work prepares these forms on our plan sponsors’ behalf, with plan sponsors being responsible for filing them electronically. For C-Corps and Sole Props Deadline to establish a traditional (non-Safe Harbor) plan for the prior tax year if the tax deadline has been extended. For companies that offer prescription drug coverage to Medicare-eligible employees Notify Medicare-eligible enrollees of creditable coverage for prescription drugs. Thursday, Oct. 31, 2024 File Form 941 (Employer’s Quarterly Federal Tax Return) with the IRS. November Friday, Nov. 1, 2024 Deadline to request an amendment to make a traditional plan a 3% Safe Harbor non-elective plan for the 2024 plan year. Amendment must be executed and sent by Sunday, December 1, 2024. Deadline to request an amendment to make a traditional plan a Safe Harbor match plan for the 2024 plan year. Amendment must be executed and sent by Sunday, December 1, 2024. December Sunday, Dec. 1, 2024 Betterment at Work prepares 2025 Annual Notices (see subullets below) and sends relevant notices to our plan sponsors for distributing to participants. Plan sponsors to disseminate paper copies if required. Deadline for plan sponsors to distribute notices (if applicable) to participants for 2025 plan year: Safe Harbor notice Qualified Default Investment Alternative (QDIA) notice Automatic Enrollment notice Deadline to execute amendment to make a traditional plan a 3% Safe Harbor nonelective plan for the 2024 plan year. Deadline to execute amendment to make a traditional plan a Safe Harbor match plan for the 2024 plan year. Sunday, Dec. 15, 2024 Distribute Summary Annual Report (SAR) to participants, if granted a Form 5558 extension. Tuesday, Dec. 31, 2024 Deadline to post required workplace notices in conspicuous locations. Deadline to execute amendment to make a traditional plan a 4% Safe Harbor nonelective plan for the 2023 plan year. Deadline to make Safe Harbor and other employer contributions for 2023 plan year. Deadline for annual Required Minimum Distributions (RMDs). For companies that failed ADP/ACP compliance testing Deadline to distribute ADP/ACP refunds for the prior year; a 10% excise will apply. Deadline to fund a QNEC for plans that failed ADP/ACP compliance testing. Remaining 2023 Deadlines Friday, Dec. 1, 2023 Betterment at Work prepares 2024 Annual Notices (listed below) and sends relevant notices to our plan sponsors for distributing to participants. Plan sponsors to disseminate paper copies if required. Deadline for plan sponsors to distribute notices (if applicable) to participants for 2024 plan year: Safe Harbor notice Qualified Default Investment Alternative (QDIA) notice Automatic Enrollment notice Deadline to execute amendment to make a traditional plan a 3% Safe Harbor nonelective plan for the 2023 plan year. Deadline to execute amendment to make a traditional plan a Safe Harbor match plan for the 2024 plan year. Friday, Dec. 15, 2023 Distribute Summary Annual Report (SAR) to participants, if granted a Form 5558 extension. Sunday, Dec. 31, 2023 Post required workplace notices in conspicuous locations. Deadline to execute amendment to make a traditional plan a 4% Safe Harbor nonelective plan for the 2022 plan year. Deadline to make Safe Harbor and other employer contributions for 2022 plan year. Deadline for annual Required Minimum Distributions (RMDs). For companies that failed ADP/ACP compliance testing Deadline to distribute ADP/ACP refunds for the prior year; a 10% excise will apply. Deadline to fund a QNEC for plans that failed ADP/ACP compliance testing. -
401(k) Plan Forfeitures
401(k) Plan Forfeitures What are plan forfeiture assets and what they mean for plan sponsors. What is a plan forfeiture? When a 401(k) plan includes vesting requirements on employer contributions, any portion of an employee's balance that has not fully vested undergoes a process known as a plan forfeiture when that employee leaves the company. The unvested portion of their balance is reclaimed by the plan. These forfeited amounts are typically retained within the plan until they are put to use. What needs to be done with these assets? The proper handling of assets is essential. These assets can be used towards covering administrative costs or to cover employer contributions. As a fundamental rule-of-thumb, it's crucial to utilize forfeitures without delay, avoiding their retention beyond the plan year in which they originated. The IRS provides clear directives in this regard: Unallocated forfeitures within an account should not persist beyond the conclusion of the plan year in which they materialized. Forfeited amounts should not be carried over into subsequent plan years. In cases where forfeitures are utilized to offset plan expenses or employer contributions, there must exist plan language and administrative protocols within the plan document. These ensure that forfeitures are promptly utilized in the year they arose or, if suitable, in the subsequent plan year. The 401(k) plan document should explicitly define the course of action for managing forfeiture assets within a given plan. Plans operating under the Betterment at Work platform often incorporate a provision that enables Betterment to allocate forfeiture funds toward upcoming payrolls. What happens if these assets are not properly managed? Not adhering to the specified timing rules for using forfeitures could lead to a problem with plan qualification. This is usually known as an operational failure as the plan rules are not being followed. If the timely utilization of plan forfeitures was not met, remedies can be pursued through the IRS Employee Plans Compliance Resolution System (EPCRS). If the error is minor or is rectified by the end of the second plan year after its occurrence, it can often be resolved through self-correction (SCP) without involving the IRS. However, if the issue is more substantial, it would require action by formally submitting a request to the IRS under the Voluntary Correction Program (VCP). To ensure proper handling, plan sponsors must align their plan documents with timely forfeiture usage guidelines and establish a procedure to ensure their appropriate application. Betterment has you covered. When you use Betterment at Work to administer your organization’s 401(k) plan, our team will automatically handle the forfeiture process (and keep you in the loop as the plan’s fiduciary). -
Meeting Your 401(k) Fiduciary Responsibilities
Meeting Your 401(k) Fiduciary Responsibilities To help your business avoid any pitfalls, this guide outlines your 401(k) fiduciary responsibilities. If your company has or is considering starting a 401(k) plan, you’ve probably heard the term “fiduciary.” But what does being a fiduciary mean to you as a 401(k) plan sponsor? Simply put, it means that you’re obligated to act in the best interests of your 401(k) plan, its participants and beneficiaries. It’s serious business. If fiduciary responsibilities aren’t managed properly, your business could face legal and financial ramifications. To help you avoid any pitfalls, this guide outlines ways to understand your 401(k) fiduciary responsibilities. A brief history of the 401(k) plan and fiduciary duties When Congress passed the Revenue Act of 1978, it included the little-known provision that eventually led to the 401(k) plan. The Employee Retirement Income Security Act of 1974, referred to as ERISA, is a companion federal law that contains rules designed to protect employee savings by requiring individuals and entities that manage a retirement plan, referred to as “fiduciaries,” to follow strict standards of conduct. Among other responsibilities, fiduciaries must always act with care and prudence and not engage in any conflicts of interest with regard to plan assets. When you adopt a 401(k) plan for your employees as a plan sponsor, you become an ERISA fiduciary. And in exchange for helping employees build retirement savings, you and your employees receive special tax benefits, as outlined in the Internal Revenue Code. The IRS oversees the tax rules, and the Department of Labor (DOL) provides guidance on ERISA fiduciary requirements and enforcement. As you can imagine, following these rules can sometimes feel like navigating a maze. But the good news is that an experienced 401(k) provider like Betterment can help you understand your fiduciary duties, and may even shoulder some of the responsibility for you as we’ll explain below. Key fiduciary responsibilities No matter the size of your company or 401(k) plan, every plan sponsor has fiduciary duties, broadly categorized as follows: You are considered the “named fiduciary” with overall responsibility for the plan, including selecting and monitoring plan investments. You are also considered the “plan administrator” with fiduciary authority and discretion over how the plan is operated. As a fiduciary, you must follow the high standards of conduct required by ERISA when managing your plan’s investments and when making decisions about plan operations. There are five cornerstone rules you must follow: Act in employees’ best interests—Every decision you make about your plan must be solely based on what is best for your participants and their beneficiaries. Act prudently—Prudence requires that you be knowledgeable about retirement plan investments and administration. If you do not have the expertise to handle all of these responsibilities, you will need to engage the services of those who do, such as investment managers or recordkeepers. Diversify plan investments—You must diversify investments to help reduce the risk of large losses to plan assets. Follow the plan documents—You must follow the terms of the plan document when operating your plan (unless they are inconsistent with ERISA). Pay only reasonable plan fees—Fees from plan assets must be reasonable and for services that are necessary for your plan. Detailed DOL rules outline the steps you must take to fulfill this fiduciary responsibility, which include reviewing fees on an ongoing basis, collecting and evaluating fee disclosures for investments and service provider’s revenue, and comparing (or benchmarking) fees to help ensure they are reasonable. You don’t have to pay a lot to get a quality 401(k) plan Fees can really chip away at your participants’ account balances (and have a detrimental impact on their futures). So take care to help ensure that the services you’re paying for are necessary for the plan and that the fees paid from plan assets are reasonable. To determine what’s reasonable you may need to benchmark the fees against those of other similar retirement plans. And if you have an existing 401(k) plan, it’s important to take note of the “ongoing” responsibility to review fees to determine their reasonableness. The industry is continually evolving and what may have been reasonable fees from one provider may no longer be the case! It’s your responsibility as a plan fiduciary to keep an eye on what’s available. Why it’s important to fulfill your fiduciary duties Put simply, it’s incredibly important that you meet your 401(k) fiduciary responsibilities. Not only are your actions critical to your employees’ futures, but there are also serious consequences if you fail to fulfill your fiduciary duties. In fact, plan participants and other plan fiduciaries have the right to sue to correct any financial wrongdoing. If the plan is mismanaged, you face a two-fold risk: Civil and criminal action (including expensive penalties) from the government and the potentially high price of rectifying the issue. Under ERISA, fiduciaries are personally liable for plan losses caused by a breach of fiduciary responsibilities and may be required to: Restore plan losses (including interest) Pay expenses relating to correction of inappropriate actions. While your fiduciary responsibilities can seem daunting, the good news is that ERISA also allows you to delegate many of your fiduciary responsibilities to 401(k) professionals like Betterment. Additional fiduciary responsibilities On top of the five cornerstone rules listed above, there are a few other things on a fiduciary’s to-do list: Deposit participant contributions in a timely manner —This may seem simple, but it’s extremely important to do it quickly and accurately. Specifically, you must deposit participants’ contributions to your plan’s trust account on the earliest date they can be reasonably segregated from general corporate assets. The timelines differ depending on your plan size: Small plan—If your plan has fewer than 100 participants, a deposit is considered timely if it’s made within seven business days from the date the contributions are withheld from employees’ wages. Large plan— If your plan has 100 participants or more, you must deposit contributions as soon as possible after you withhold the money from employees’ wages. It must be “timely,” which means typically within a few days. For all businesses, the deposit should never occur later than the 15th business day of the month after the contributions were withheld from employee wages. However, contributions should be deposited well before then. Fulfill your reporting and disclosure requirements—Under ERISA, you are required to fulfill specific reporting requirements. While the paperwork can be complicated, an experienced 401(k) provider like Betterment should be able to help to guide you through the process. It’s important to note that if required government reports—such as Form 5500—aren’t filed in a timely manner, you may be assessed financial penalties. Plus, when required disclosures—such as Safe Harbor notices—aren’t provided to participants in a timely manner, the consequences can also be severe including civil penalties, plan disqualification by the IRS, or participant lawsuits. Get help shouldering your fiduciary responsibilities For most employers, day-to-day business responsibilities leave little time for the extensive investment research, analysis, and fee benchmarking that’s required to responsibly manage a 401(k) plan. Because of this, many companies hire outside experts to take on certain fiduciary responsibilities. However, even the act of hiring 401(k) experts is a fiduciary decision! Even though you can appoint others to carry out many of your fiduciary responsibilities, you can never fully transfer or eliminate your role as an ERISA fiduciary. Take a look at the chart below to see the different fiduciary roles—and what that would mean for you as the employer: Defined in ERISA section Outside expert Employer No Fiduciary Status Disclaims any fiduciary investment responsibility Retains sole fiduciary responsibility and liability 3(21) Shares fiduciary investment responsibility in the form of investment recommendations Retains responsibility for final investment discretion 3(38) Assumes full discretionary authority for assets and investments Relieves employer of investment fiduciary responsibility (yet still needs to monitor the 3(38) provider) 3(16) Has discretionary responsibility for certain administrative aspects of the plan Relieves employer of certain plan administration responsibilities Betterment can help Betterment serves as a 3(38) investment manager for all plans that we manage and can serve as a limited 3(16) fiduciary with agreed upon administrative tasks as well. This means less work for you and your staff, so you can focus on your business. Get in touch today if you’re interested in bringing a Betterment 401(k) to your organization: 401k@betterment.com.
Plan Setup
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How to implement 401(k) auto-escalation
How to implement 401(k) auto-escalation Historically, employers have had the choice to add automatic escalation to their 401(k) plans, but now SECURE 2.0 is requiring it to help people save. If you are faced with implementing automatic escalation, we've got you covered with advice on how to approach the change, and most importantly, how to communicate it to your employees. How SECURE 2.0 approaches automatic escalation Under SECURE 2.0, in addition to requiring automatic enrollment at a default rate between 3% and 10%, 401(k) plans are required to automatically escalate contributions at 1% per year to at least 10% (but no more than 15%). As always, employees can change their contribution rate or opt out of the plan at any time. Automatic escalation is a requirement for plans with an initial effective date on or after December 29, 2022. Businesses in existence for less than three years, as well as those with 10 or fewer employees, are exempt. The provision itself is effective on January 1, 2025. Consider this when setting your maximum escalation rate When you implement automatic escalation, you’ll need to decide your maximum rate, from 10% up to 15%. We like to think about automatic enrollment and automatic escalation together. Consider your default automatic enrollment rate when determining the limit to your escalation rate. For example, if you have a default enrollment rate of 8%, then a 15% escalation maximum rate might make sense, giving employees more room to grow their savings. Whereas a plan with a 3% default enrollment rate may want to consider a lower maximum escalation rate. Also, consider your employer match, if you offer one. Experts recommend saving 10-15% of income each year for retirement, and this includes the employer match. For example, if you are matching 5% and your automatic enrollment default rate is 8%, any employee who does not change their default rate is saving 13% of their income. Every company is different. It’s important to review different potential scenarios and keep in mind what your employees will respond best to when setting these default enrollment and escalation rates. Employee communications When it comes time to implement automatic escalation, how you communicate the change, along with any other plan changes, to your employees is incredibly important. If an employee doesn’t understand why the change is happening, they may fear it or be surprised to see an increased contribution if they were not expecting it. Instead, take the time to explain the purpose of automatic escalation. Consider this sample language when implementing the change with your employees: Recently, a new law was implemented called the SECURE 2.0 Act. Its purpose is to help Americans save more for retirement. Part of the Act that we’ll be adopting is called automatic escalation. Automatic escalation increases an employee’s contribution rate to their 401(k) plan by 1% each year until the contribution reaches [INSERT YOUR PERCENTAGE]. It’s designed to help everyone participating in our 401(k) to build retirement savings. Experts recommend saving 10-15% of your annual income for retirement and automatic escalation helps get closer to that amount without additional effort. But don’t worry: If you are not comfortable with the escalation, you have the option to change your contribution rate or opt out of the plan at any time. We’re excited about this change and are proud to continue to evolve our 401(k) program to make saving easier. Feel free to edit this language to fit your organization’s needs, including any mandatory communications. What’s most important is that your employees see automatic escalation as a positive change. -
How 401(k) automatic enrollment can benefit your employees and your business
How 401(k) automatic enrollment can benefit your employees and your business SECURE 2.0 mandates automatic enrollment for newer plans. Let’s look at the benefits for your business and your employees. Let’s take a look at how the new default for 401(k) plan enrollment can be a win-win for your business and your employees. SECURE 2.0 makes automatic enrollment the default Under the SECURE 2.0 Act, automatic enrollment is a requirement for plans with an initial effective date on or after December 29, 2022. The provision itself is effective on January 1, 2025. Additionally, businesses in existence for less than three years, as well as those with 10 or fewer employees, are exempt. The provision: Requires plans to automatically enroll employees at a default rate between 3% and 10%. Must offer participants who are automatically enrolled the ability to request a withdrawal of their contributions within 90 days of their first contribution. As before, must allow employees to change their contribution rate or opt out of the plan at any time. Even though the Act doesn’t require implementation until January 1, 2025, you may want to get ahead of the curve and implement automatic enrollment now. It can save you operational stress while showing your employees that you care about their savings. A win for your business Automatic enrollment requires some upfront implementation, but there are ongoing benefits to your business as a result. Increased plan participation: According to the IRS, automatic enrollment can increase employee participation, which may result in various positive outcomes. More plan participation could result in increased tax deductions if you offer employer-matching contributions. Higher participation may increase the likelihood of your plan passing nondiscrimination testing since, by default, automatic enrollment does not favor specific employees. Help attract and retain talent: A 401(k) plan with high participation could prove to be a crucial aspect in building a strong workforce. Our research has found that about 50% of employees would be enticed to leave their jobs for a 401(k) plan at another employer. You may be able to retain more employees if they see the value of your benefits package, specifically your 401(k)—and automatic enrollment makes participating easier for everyone. Automatic enrollment tax credit: Adding automatic enrollment, even if your plan isn’t mandated to, can provide you with a tax credit. Employers that add automatic enrollment to a new or existing plan can take advantage of a $500 tax credit. Employers can claim this tax benefit for up to three tax years if they have 100 or fewer eligible employees. Embracing automatic enrollment can yield positive results for your business, but as we’ll see next, the results may be even more meaningful for the financial lives of your employees. A win for your employees Simply put, automatic enrollment makes it easier for employees to save for retirement. That’s the whole point of the SECURE 2.0 Act. And the data speaks for itself: Recent industry data reported by BenefitsPRO found that plans with automatic enrollment saw a 93% participation rate compared with a participation rate of 70% for plans with voluntary enrollment. The National Association of Plan Advisors reported that automatic enrollment helps close the retirement savings gap for communities of color, showing far greater active participation rates within minority groups when employees are automatically enrolled. By changing the default to automatically enroll staff, you can expect more employees will save for retirement. That can be life-changing for many who may never otherwise have started. How does automatic enrollment under SECURE 2.0 actually work? Beginning in 2025, the SECURE 2.0 Act makes Eligible Automatic Contribution Arrangement (EACA) the default for all 401(k)s created December 29, 2022 or later, again with a few exceptions. That means for those plans, employees’ deferrals must be set between 3% and 10%. Newly auto-enrolled participants must also have a 90-day window to request their funds back. You can also consider a Qualified Automatic Contribution Arrangement (QACA) by way of a Safe Harbor 401(k) plan. That means you’ve already committed to, among other things, a specific threshold of employer contributions. Beginning in 2025, here are the options for newly-created plans: Beginning in 2025, for all plans with effective dates of December 29, 2022 or later Eligible Automatic Contribution Arrangement (EACA) Qualified Automatic Contribution Arrangement (QACA) Employees enrolled at preset contribution rate between 3% and 10% ✓ ✓ Employees can opt out or change contribution rate ✓ ✓ Employees can request refunds of deferrals within first 90 days ✓ ✓ Requires employer contributions (i.e., Safe Harbor) and accelerated vesting schedule ✓ -
Getting Started with Betterment at Work
Getting Started with Betterment at Work Welcome! Here’s your step-by-step guide to getting your 401(k) up and running. You’ve done the due diligence. You’ve picked us as your 401(k) plan provider. You’ve signed a services agreement. Now what? Before we share the steps needed on your part to get your plan up and running, here’s another heartfelt thank you from us to you. Sponsoring a 401(k) plan is a big commitment on your part—the fiduciary responsibilities alone make it one. You’ve placed your trust in us as your plan provider, and we don’t take that lightly. It’s why we stay by your side every step of the way. Speaking of those steps, here are the first ones you’ll take after signing a services agreement: Step 1: Complete a questionnaire One business day after signing a services agreement, you’ll receive an email with a link to a questionnaire that confirms some basic information about your organization and sets up your plan in our system. This questionnaire can only be sent to one person at your organization, typically the person who’s been in contact with our Sales team. Step 2: Log in to your plan sponsor dashboard After completing the questionnaire, you’ll receive an email with a personalized link to your Betterment at Work plan sponsor dashboard, your home for ongoing plan management. After logging in, you’ll see a series of onboarding tasks to complete so we can finish setting up your organization’s plan. Let’s break down some of these tasks below. Step 3: Review and acknowledge the Investment Policy Statement (IPS) This outlines our general investing rules and can be found in your onboarding hub. Step 4: Purchase a fidelity bond Before your first payroll with Betterment at Work, you’ll need to purchase a fidelity bond. This is a form of insurance required of 401(k) plans that protects against acts of fraud or dishonesty. The bond must come from an insurance company certified by the Department of Treasury. While you’re completing steps 1-4, by the way, we’ll be simultaneously drafting your plan document and disclosure notices. Step 5: Review and sign your plan document Once your plan document is ready, you’ll receive an email to review and sign it. After you’ve signed the plan document, we’ll build out your plan on our platform. This can take up to two weeks to get all the details just right. Step 6: Tell your team about their new 401(k) provider! Right after you sign your plan document is a great time to let your team know about your company’s new 401(k) provider: Betterment! This gives employees ample time to get familiar with us before we email them directly with invitations to claim their accounts. It also helps ensure you give this notice the required 30 days or more before your first payroll with us. Not sure what to say? A suggested announcement message is available in your onboarding hub, and includes a link for your employees to register for our recurring Getting Started with your Betterment 401(k) webinar as well as select articles from our employee resource hub (betterment.com/my401k). Step 7: Add employees to your plan Once your plan is built out on our platform, the party really gets started. How employees are added to your plan depends on whether or not your payroll provider integrates with our platform: If your payroll provider is integrated with our platform, we’ll automatically sync employees. You’ll need to review and confirm the list is correct at least 30 days before payroll launch. If your payroll provider is *not* integrated with our platform, you’ll be asked to bulk upload a list of employees at least 30 days before payroll launch, then we’ll generate their accounts. Once your employees’ accounts have been created, we’ll send an email to each employee’s work email inviting them to claim their account and, in the process, create a login. If an employee already has a Betterment account via one of our individual products like an IRA, the claim email will go to their personal email address. Either way, they’ll need to use the unique link in this email to access their account the first time. Step 8: Prepare for your first payroll Check out your onboarding task hub for details on handling your first payroll. Step 9: Celebrate! Congratulations on uploading your first payroll with Betterment at Work! Your employees are now taking advantage of our clean design and straightforward tools to get more out of their 401(k)s. Their accounts will be funded once the ACH deposit is confirmed, which typically takes 1–3 business days depending on your bank. Once your onboarding process is complete, our Onboarding team will send you an email introducing you to our Plan Support team, who can help with all things related to your ongoing plan administration. To access your plan sponsor dashboard, log in here or by clicking "Log in" at the top of the page while visiting betterment.com/work.
Provider Shopping
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Bridging the Gap: Benefits Employees Want vs Benefits Companies Offer
Bridging the Gap: Benefits Employees Want vs Benefits Companies Offer We explore new survey data that reveals where financial benefits typically fall short—and what you can do about it at your company. Table of Contents: 3 benefit themes for employers to consider How to conduct a benefits gap analysis Survey results: The employee/employer gap In our 2023 Retirement Readiness Annual report, Betterment at Work surveyed 1,000 full-time U.S. workers to learn more about how retirement readiness and financial well-being have evolved in the last 12 months. We asked survey respondents to review and rank 11 potential benefits to determine what financial benefits employees currently have access to and which matter most. The results? Survey findings showed clear gaps in employee desires and the benefits being offered by their employers. To help explore these gaps, we’ve bucketed benefits into three themes that arose from the report’s findings: 401(k), financial planning, and education savings. 3 benefit themes for employers to consider As we reviewed the survey results, three themes emerged that employers can use to explore potential gaps in the benefits they offer compared to the benefits their workforces want. Theme 1: 401(k) benefits These benefits include: 401(k) plans 401(k) matching programs A 401(k) plan is the #1 desired benefit among employees. However, only 59% of employers currently offer access to a 401(k), up seven percentage points from the previous survey. That is positive growth, showing companies are continuing to recognize this as a crucial need for employees. If you don’t offer a retirement plan, you may want to explore 401(k) options that can help attract and retain talent. A 401(k) matching program was the #2 most desired benefit among employees. Less than half of companies offer a 401(k) matching program, with only 47% percent of workers receiving a match from employers. Of that group, 86% contribute enough to get the full match. It’s no wonder that 92% of those without a 401(k) match wish their employer would offer a 401(k) match—since these programs can help fast-track retirement savings and retain employees. Key takeaway for employers: Offer an easy-to-use 401(k) plan with a competitive matching program to attract and retain employees. Theme 2: Financial health and planning benefits These benefits include: Employer-sponsored emergency fund Flexible spending account (FSA) or health savings account (HSA) Wellness stipend Budgeting and savings tools Access to a live financial advisor Childcare support Employer-sponsored emergency funds were the #3 desired benefit. Only 8% of employers offer an employer-sponsored emergency fund. As the third most valued benefit for employees, this is the largest gap on the list. Our survey also found that 49% of employees said an employer-sponsored emergency fund would help reduce their financial stress. With 46% of employees reporting that they used their emergency fund during the past year, there is a great opportunity for employers to address. Flexible spending account (FSA) or health savings account (HSA) ranked #4. At number four on the list of most desired benefits, FSAs/HSAs are only offered by 37% of companies, which could be another important avenue for employers to explore. Furthermore, we found that 31% of employees said they would be enticed to leave their jobs for an FSA or HSA. Wellness stipends were #5 on the most desired benefits list. Wellness stipends are one of the larger gaps employers should consider. We found that 32% of employees said they would be enticed to leave their jobs for a wellness stipend. However, only 9% of companies offer the benefit. The increasing interest in wellness benefits reflects a growing awareness around mental and physical health in society. Employers who are equipped to meet this need clearly demonstrate their support for well-being in the workplace. Budgeting and savings tools ranked #6 on the list. Only 12% of employees offer budget and savings tools to employees. Similar to other benefits, over a quarter (26%) of employees would consider leaving their jobs for budget and savings tools. Examples include savings calculators, online budgets, educational resources, and the ability to link multiple accounts to see all savings in one view. With 78% of workers reporting that their finances cause them anxiety, financial tools may help them gain clarity and reduce the stress of their financial lives. Access to a live financial advisor was #8. Only 17% of companies offer access to a financial advisor. However, our survey found that 55% of workers with access to a financial advisor have met with the advisor in the past year, and that number jumps to 75% among small business employers. The top two reasons employees meet with an advisor are: retirement planning and investment advice. This data supports the idea of packaging your 401(k) plan with a financial advisor for a valuable employee benefit. Childcare support was the #10 most important benefit. Child care is expensive for parents to afford and for employers to offer as a benefit, which is likely why only 8% of companies offer it. But if you can afford to offer childcare support as a benefit, you’ll be assisting your employees with both convenience and a huge financial benefit, as the average cost of childcare is $11,582. Key takeaway for employers: Offering a benefits package that helps meet critical needs can go a long way with your employees. But you don’t have to offer everything. Rather, it’s important to understand your workforce’s needs to pick and choose which benefits will have the most meaningful impact. Theme 3: Student loan and education benefits These benefits include: Student loan 401(k) matching programs Student loan financial assistance or repayment programs 529 college savings plan Student loan 401(k) matching programs were the #7 most desired benefit. This is where paying for education and saving for retirement collide. With the passage of SECURE 2.0 Act, qualified student loan repayments made by employees can count as elective deferrals and qualify for 401(k) matching contributions from an employer. At the time of our survey, no companies offered this type of benefit, yet we found that 40% of workers currently have student loan debt that they’re responsible for paying down. Now, through Betterment at Work’s industry-first solution, employers can provide 401(k) matches on student loan payments. Student loan financial assistance or repayment programs ranked #9 on the list. Only 11% of employers were reported to offer student loan financial assistance or repayment programs. On top of that, we found that 21% of employees would be enticed to leave their jobs for financial assistance on student loans. 529 college savings plans ranked #11 on the list of most desired benefits. Only 5% of employers currently offer 529 plans, which is surprising since, according to research, 70% of parents are concerned about having enough funds to pay for college. Our survey also found that 26% of employees are currently saving money for education expenses, and of that group, only 45% currently use a 529 to do so. One of the main reasons is a lack of awareness around this state-sponsored plan. Savvy employers can use 529 plans to support the education savings plans for their employees. Key takeaway for employers: To help retain employees, create benefits programs that align with your workforce’s education-related needs, taking student loan debt into account as well. Also, as your workforce evolves, consider future employees and the potential education needs they may have. How to conduct a benefits gap analysis Employers can take the following steps to identify gaps and then implement new benefits that fit their workforce’s needs. Step 1: Make a list of the benefits you don’t offer You likely offer some benefits already. To conduct a gap analysis, you’ll want to focus on what you don’t offer. At this point, make a list of benefits you don’t offer with a description of each. Then compare the benefits you currently offer with ones you might want to add. You’ll likely want to avoid offering a new benefit that is similar in nature to a current benefit. For example, you may want to offer only one type of student loan benefit. Step 2: Run a cost analysis Now, you need to know if you can afford additional benefits. Create a mock budget to illustrate the financial impact on your business for each benefit. Be sure to model the estimated impact that offering each benefit may have on employee acquisitions and retention. This can be difficult to calculate, so consider different scenarios. What you’re really trying to do is calculate the ROI of each benefit’s ability to retain employees. After you run a cost analysis, eliminate any benefits from the list that your business simply cannot afford. (Bonus: Download our planning guide to calculating the ROI of your 401(k) plan.) Step 3: Survey employees Bring your team into the conversation. Once you’ve determined what benefits you can afford, survey your employees to measure their interest in each one. Be sure to include a clear description of each benefit and how it would be administered. A simple approach is to have employees rank benefits in order of most likely to use to least likely to use, and give them a chance to submit open-ended comments. For larger companies, you can also use more sophisticated polling methods such as MaxDiff surveys to identify the ideal mix of benefits for your workforce. Implement your benefits… Once you understand which benefits you can afford to implement, and which ones your employees value most, you’ll want to decide if you can provide the benefits in-house or if you need to partner with a benefits provider such as Betterment at Work. Survey results: The employee/employer gap The chart below shows a snapshot of the top 11 benefits ranked in order of most desired by employees with the percentage of employers who offer each benefit. Use this data as a starting point to help identify gaps in your financial benefits program. Bridge the benefit gap at your company Betterment makes it easy for small and mid-market businesses to provide a scalable 401(k) plan, plus offer additional benefits like 529 plans, student loan payment 401(k) matches, and 1:1 advice from our financial advisors. See how Betterment at Work can enhance your financial benefits package. -
The key factors holding back your employees’ retirement readiness
The key factors holding back your employees’ retirement readiness And how the types of benefits you offer can help. Broadly speaking, the economy did alright in 2023. Inflation slowed, stocks rallied, and employment remained strong. But you wouldn’t know it by looking at the current mood of American workers. According to our latest annual survey of 1,000 full-time employees, their levels of financial wellness trended down in 2023 at the same time their financial anxiety climbed by seven percentage points. So what gives? We sifted through the data and saw several trendlines emerge. Explore them in full detail in our Retirement Readiness annual report – and keep reading below for a preview. Inflation’s ripple effect on retirement Inflation slowed significantly in 2023, but that’s not to say that all prices fell. The average American household spent $709 more per month in 2023 compared to 2021 on things like rent, groceries, and gas. Until wage growth catches back up to inflation, workers will continue to feel their paychecks pinched, and two casualties are taking shape as a result: Emergency funds: Although more than half (52%) of employees reported currently having an emergency fund, that’s a 7% drop from 2022, and 14% decrease from 2021. Retirement savings: A worrisome 3 in 10 workers tapped into retirement savings in the past year to pay for short-term expenses, a significant setback for their long-term goals. All of this has left workers feeling stressed. More than half (58%) went so far as to say the anxiety makes it hard for them to focus at work. But our research shows that some employer support and benefits can go a long way toward calming the waters. The growing role of financial benefits in retention If short-term expenses are depleting workers’ savings, it’s no surprise that a strong 401(k) and financial wellness benefits program remains at the top of workers’ wish lists. The importance of these benefits continues to grow as well, with 70% of workers saying financial wellness benefits are more important now than a year ago. A growing percentage of workers (60%) even say they’d be enticed to leave their job for better financial benefits. Student loan debt, however, continues to prevent the adoption of financial benefits for many. 64% of workers said student loan debt impacts their ability to save for retirement, and when asked why they don’t take advantage of their employer’s benefits, by far the most common reason was their paycheck simply won’t stretch that far. On this front, good news is just around the corner. Thanks to the SECURE 2.0 Act, employers will soon be able to offer a 401(k) match on their employees’ qualifying student loan payments, helping workers tackle two goals at once. -
ETFs and managed portfolios as options in your 401(k) Plan
ETFs and managed portfolios as options in your 401(k) Plan At Betterment, we use exchange-traded funds (ETFs) to build our managed portfolios. Learn about the different types of investment vehicles and how Betterment crafts our investment solutions. Mutual funds have historically dominated the retirement investment landscape. Over time, exchange-traded funds (ETFs) have received more attention due to their cost-effectiveness and flexibility. Here at Betterment, we use them to build our diversified managed ETF portfolios. Learn about the differences between the investment vehicles and the ways investments can be managed. What is active vs. passive (Indexing) investing? People often associate active or passive investing with certain investment vehicles (e.g. ETFs or mutual funds). However, active and passive are really two different management strategies. Characteristics Active Passive (indexing approach) Portfolio managers/team use their investment expertise in an attempt to outperform their benchmark or specified market index. x Portfolio managers/team seeks to match the performance of their benchmark, usually a market index such as the S&P 500. x Usually has relatively high turnover (meaning they will buy/sell securities more frequently) x Usually has low turnover x Tends to have higher management fees x Tends to have lower management fees x Higher tracking error (Greater volatility in returns as they deviate from the index to drive outperformance) x Lower tracking error (Lower volatility in returns as they try to replicate the index they are tracking and invest in the same securities) x Exchange-traded funds are: x x Mutual funds are: x x From the table above, notice how both ETFs AND mutual funds can be actively or passively managed. What’s the difference between mutual funds and ETFs? ETFs and mutual funds do have qualities in common. Both consist of a mix of many different assets, which helps investors easily diversify their portfolios. However, they have a few key differences: Mutual Funds ETFs Both Most are actively managed Tend to have higher fees, sales charges Less transparent, holdings typically disclosed monthly or quarterly Trades once per day, bought and sold directly with the mutual fund provider Mutual funds still remain the dominant investments in 401(k) plans Most are passively managed, but can be active Relatively lower fees Have clear goals and mandates Transparent Liquid, trades throughout the day (like a stock) ETFs are growing quickly Unique product structure with creation/redemption mechanism Easy diversification Easily access a variety of exposures, eg. stocks, bonds, commodities, alternatives, themes, etc. Costs have reduced over time Mutual funds are traditionally known for their active approach. It is a key reason why mutual funds tend to have higher fees and higher expense ratios than ETFs. Costs are also higher in instances where smaller retirement plans do not have access to institutional share classes. However, Index mutual funds, which are passively managed and lower in costs, have continued to become more popular. ETFs, on the other hand, are usually passively managed. More differentiated ETFs however, that are actively managed or use other fundamentals like factors (smart beta), have emerged over the years. Most ETFs are transparent, meaning you can see the underlying holdings daily. Mutual funds either report their holdings monthly or quarterly. ETFs can be traded like stocks whereas mutual funds may only be purchased at the end of each trading day based on a calculated price. ETFs have a unique share creation and redemption mechanism, which provides efficiencies such as reducing trade costs incurred by the fund, allowing tighter tracking to the index. Differences in costs between mutual funds and ETFs Another difference to highlight is costs. Both mutual funds and ETFs have some form of implicit and explicit costs. Here’s a breakdown of the different types: Types of Costs Mutual Funds ETFs Management fee Both include a stated management fee Trading costs N/A May trade at a price slightly more or less than NAV Transaction costs May include sales loads, redemption fees Similar to stocks, may be subject to brokerage commissions Revenue sharing agreements Agreements among 401(k) plan providers and mutual fund companies include: 12(b)-1 fees, which are disclosed in a fund’s expense ratios and are annual distribution or marketing fees Sub Transfer Agent (Sub-TA) fees for maintaining records of a mutual fund’s shareholders Revenue sharing agreements often appear as conflicts of interests. Soft-dollar arrangements These commission arrangements, sometimes called excess commissions, exacerbate the problem of hidden expenses because the mutual fund manager engages a broker-dealer to do more than just execute trades for the fund. These services could include nearly anything—securities research, hardware, or even an accounting firm’s conference hotel costs. These are the different types of costs that can ultimately drive the “all-in” mutual funds fees experience to be different from ETFs. What else didn’t I realize about mutual funds? Conflicts of interest Often, there are conflicts of interest with mutual funds. Some service providers are, at their core, mutual fund companies. And therefore, some investment advisors are incentivized to promote certain funds. This means that the fund family providing 401(k) services and the advisor who sells the plans may have a conflict of interest. Some mutual funds invest in a portfolio of ETFs Target-date funds have evolved to now include ETFs, so it is important to understand the way your TDFs are constructed and that ETFs are also being considered for a traditional mutual fund product like TDFs. Why is it unusual to see ETFs in 401(k)s? The 401(k) market is largely dominated by players who are incentivized to offer certain mutual funds. Plans are often sold through distribution partners, which can include brokers, advisors, recordkeepers or third-party administrators. The fees embedded in mutual funds help offset expenses and facilitate payment of every party involved in the sale. However, it’s challenging for employers and employees because the fees aren’t easy to understand even with the mandated disclosure requirements. Existing technology limitations prevent traditional recordkeeping systems from supporting ETFs. Most 401(k) recordkeeping systems were built decades ago and designed to handle once-per-day trading, not intra-day trading (the way ETFs are traded)—so these systems can’t handle ETFs on the platform (at all). How Betterment manages your investments Betterment combines managed ETF portfolios with personalized, unbiased advice to create an easy solution for today’s retirement savers. At Betterment, we use ETFs as the building blocks for our managed portfolios where you have the ability to choose from a menu of portfolio strategies that are managed over time. To select the ETFs that we use to construct our portfolios, we use our proprietary unbiased investment selection methodology that is based on qualitative and quantitative factors, always serving your employees’ best interest. Many retirement plans use target-date funds because they are often viewed as a one-stop solution. While having specific retirement date funds (2045 Fund, 2050 Fund, etc.) may satisfy most investors, it is important to consider options for those whose circumstances have changed (if someone decides to retire early, for example) and require flexibility. Betterment can tailor our advice to the exact year your employees want to retire. Our retirement advice adapts to your employees’ desired retirement timeline and can be customized for their risk appetite if they want to be more conservative or aggressive. Betterment can also tell your employees if they‘re on or off track, factoring in all of their retirement savings, Social Security, pensions, and more. Employees can also link outside investments, savings accounts, IRAs—even spousal/partner assets—to create a real-time holistic snapshot of their finances. It can make saving for retirement (and any other short- or long-term goals) even easier. At Betterment, we believe in providing investment options and retirement advice that allows for customization and flexibility in a cost-effective way. Interested in bringing a Betterment 401(k) to your organization? Get in touch today at 401k@betterment.com.
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Thinking of Changing 401(k) Providers? Here’s What to Consider
If you’re considering changing 401(k) providers, be sure to spend some time assessing your current ...
Thinking of Changing 401(k) Providers? Here’s What to Consider true If you’re considering changing 401(k) providers, be sure to spend some time assessing your current situation and prioritizing your criteria. If you’re reading this, you may have reservations about your current 401(k) provider—and that’s okay. It’s not unusual for companies to change their 401(k) provider from time to time or feel out potential alternatives. We’d argue it’s even best practice to periodically take stock of your current situation. You want to feel confident your plan is keeping up with industry best practices and that you and your employees are getting good value for your money. So how do you go about it? In this guide, we’ll walk you through: Four criteria to consider before switching providers How to switch providers, step-by-step What to expect when switching your plan to Betterment at Work Four criteria to consider before switching 401(k) providers Let’s start with a friendly reminder: because choosing a 401(k) provider is a fiduciary act, you should carefully evaluate your options and clearly document the process. Even just a few criteria can go a long way in that pursuit. Taken altogether, they can give you a better sense of whether you should make a move or stay put. So if you haven’t read through your current agreement recently, now’s a good time to re-familiarize yourself and see how those terms stack up with the following criteria. It isn’t an exhaustive list by any means, but if you find they fall short in these criteria, it may be time to assess other options. Cost 401(k) plan fees can be complicated, but we’ll simplify things a little by sorting them into three categories: Plan administration fees Plan administration fees are (in most cases) paid by you, the plan sponsor, and cover things like plan setup, recordkeeping, auditing, compliance, support, legal, and trustee services. Investment fees Investment fees are typically paid by plan participants and are often assessed as a percentage of assets under management. They come in two forms: - Fund fees, aka “expense ratios,” charged by the individual funds or investments themselves. - Advisory fees charged by the provider for portfolio construction and the ongoing management of plan assets. Individual service fees If participants elect certain services, such as taking out a 401(k) loan, they may be assessed individual fees for each service. Plan providers are required to disclose costs such as these—as well as one-off fees relating to events such as amendments and terminations—in fee disclosure documents. All in all, fees can vary greatly from company to company, especially depending on the amount of assets in their plans. Larger plans, thanks to their purchasing power and economies of scale, tend to pay less. While comparisons can be hard to come by, one source is the 401k Averages Book. You’ll just need to pay—ahem—a fee to access their data. Support Support can encompass any number of areas, but it really boils down to this: do you and your employees feel forgotten and left to fend for yourselves, or do you feel the comforting and consistent presence of a trusted partner? The quality of service received by both groups—both you the plan sponsor and the plan participants—matters equally, so be sure to ask your employees about their experience. How easy is the provider’s user interface for them to navigate? Was it simple to set up their account and get started toward their goals? What kind of education are they being served along the way? One indicator of good participant support is when a majority of them are making contributions at healthy rates. From the plan sponsor’s perspective, many of the same questions regarding setup and day-to-day operations apply. Crucially, however, your support should extend to matters of compliance and auditing: Are the documents provided for your review and approval accurate and timely? When you’ve needed to consult on compliance issues, do you receive clear and helpful answers to your questions? Does the provider deliver a comprehensive audit package to you if you need it and collaborate well with your auditor? There’s also the question of payroll integration. Does your current 401(k) provider support it? How smoothly have things been running? Betterment at Work supports both 360-degree integration, where your payroll system and 401(k) system can send information back and forth, and 180-degree integration, where the data flows only one way, from your payroll system to the 401(k) system. If payroll integration is something you’re looking for in a new provider, be sure you understand these different levels of integration and which responsibilities you may retain. Investment Options For starters, it’s worth thinking about the investment philosophy of your current provider and whether that approach aligns with the needs of your employee demographic. What sort of investment options and guidance do they provide your employees? Some providers could offer a handful of target date funds and mutual funds then call it a day. This could be less than ideal for several reasons. For one, target date funds are essentially a rigid, one-size-fits-all solution to the problem of 401(k) investors not adjusting their risk exposure as they near retirement. If, however, an employee wants to customize their allocation according to their risk appetite, or if they plan to work past their retirement date, the target date fund may no longer be suitable for them. They’re left to figure out for themselves how and where to invest. Contrast that with Betterment at Work, where our portfolios can be customized based on a participant’s planned retirement date or their appetite for risk in general. Mutual funds, meanwhile, tend to cost more, anywhere from 2.5x to 5x more on average, and perform worse over the long run. This is why Betterment builds and manages its portfolios with lower-cost exchange traded funds (ETFs). All things considered, our investment options are designed for the long-term to help your employees reach their retirement goals. Wherever your plan’s investment options land, you still have an obligation as a fiduciary to operate the plan for the benefit of your employees. This means it’s not about what you or a handful of managers want from an investment perspective, but what serves the best interests of the majority of your employees. Finally, one important consideration is whether the plan provider is an ERISA 3(38) investment fiduciary like Betterment. This alleviates the burden of you, the plan sponsor, having to select and monitor the plan investments yourself. Instead, the plan provider assumes the responsibility for investment decisions, saving you time and stress. We’ll touch on other forms of fiduciary responsibility in the section below. Plan design Changing providers doesn’t mean you’re terminating your 401(k) plan and starting from scratch. That has legal ramifications, including not being able to establish another 401(k) plan for at least a year. It does present an opportunity to consider changing the design of your plan, like adding a Safe Harbor match provision. There are also features like auto-enroll and auto-escalation, which Betterment at Work offers at no additional cost. Now’s also a good time to know what level of fiduciary responsibility your current provider assumes and whether you’d want a new provider to have that same level of responsibility, take on more, or whether you’re comfortable taking on more fiduciary responsibility yourself. In terms of investments, the provider may serve as the ERISA 3(21) fiduciary, which provides only investment recommendations, or the aforementioned ERISA 3(38) fiduciary (like Betterment at Work), which provides discretionary investment management. Or they may not be a fiduciary at all. In terms of administration, the provider may or may not provide ERISA 3(16) services (Betterment at Work does). There can be a wide range of functions that fall within that, so refer to your agreement to be sure you know exactly which services they are responsible for and which by default, fall to you as plan administrator. How to switch providers, step-by-step So you’ve done and documented your research and reached the conclusion that it’s time to make a change. What next? Better understanding the mechanics of a move can help you manage expectations internally and create reasonable timelines. Typically, changing providers takes at least 90 days, with coordination and testing needed between both providers to reconcile all records and ensure accurate and timely transfer of plan assets. Once you’ve identified your chosen successor provider and executed a services agreement with them, high-level steps include: Notify your current provider of your decision. You may hear them refer to this as a “deconversion” process. Establish a timeline for asset transfer and a go-live date with the new provider. Review your current plan document with the new provider. This will give you the chance to discuss any potential plan design changes. Be sure to raise any challenges you’ve faced with your current plan design as well as any organizational developments (planned expansion, layoffs, etc) that may impact your plan. Set up the investments. If your new provider is a 3(38) investment fiduciary, you’ll likely have nothing to do here since the provider has discretionary investment responsibilities and will make all decisions with respect to fund selection and monitoring. If your new provider is NOT a 3(38) investment fiduciary, then you’ll have the responsibility for selecting funds for your plan. The plan provider will likely have a menu of options for you to choose from. However, this is an important fiduciary responsibility, and if you (or others at your organization) do not feel qualified to make these decisions, then you should consider hiring an investment expert. Review and approve revised plan documents. Communicate the change to employees (including required legal notices), with information on how to set up and access their account with the new provider. Wait through the blackout period. The blackout period is a span of time—anywhere from 2 to 4 weeks depending on your old provider—when employees can’t make contributions, change investments, make transfers, or take loans or distributions. Participants’ accounts are typically still invested up until the old provider liquidates them and sends them to the new provider. From there, they’re re-invested by the new provider. Outstanding employee loans are also transferred from the old provider to the new provider. Confirm the transfer of assets and allocation of plan assets to participant accounts at your new provider. What to expect when switching your plan to Betterment at Work As you can see from the steps above, switching 401(k) plan providers isn’t as simple as flipping a switch. But that doesn’t mean some providers don’t make it easier than others. We pride ourselves on streamlining the process for new clients in a number of ways: As a 3(38) fiduciary, we handle all investment decisions for you. That’s one less thing to worry about when serving the interests of your employees. We also create accounts for eligible employees and participants, saving them the hassle. You can track the entire onboarding process, meanwhile, in your employer dashboard. Regardless of whether you end up making a switch, we hope the criteria above helped you take better stock of your current 401(k) offering. Before, during, or after that decision, we’re here to help. -
Understanding 401(k) Fees
Come retirement time, the number of 401(k) plan fees charged can make a major difference in your ...
Understanding 401(k) Fees true Come retirement time, the number of 401(k) plan fees charged can make a major difference in your employees’ account balances—and their futures. Did you know that the smallest 401(k) plans often pay the most in fees? We believe that you don’t have to pay high fees to provide your employees with a top-notch 401(k) plan. With Betterment, you can manage plan eligibility and coverage, which gives you more control over cost. We're transparent about our fees and don't hide future costs like some providers. Why do 401(k) fees matter? The difference between a 1% fee and a 2% fee may not sound like much, but in reality, higher 401(k) fees can take a major bite out of your participants’ retirement savings. Consider this example: Triplets Jane, Julie, and Janet each began investing in their employers’ 401(k) plan at the age of 25. Each had a starting salary of $50,000, increased by 3% annually, and contributed 6% of their pre-tax salary with no company matching contribution. Their investments returned 6% annually. The only difference is that their retirement accounts were charged annual 401(k) fees of 1%, 1.5%, and 2%, respectively. Forty years later, they’re all thinking about retiring and decide to compare their account balances. Here’s what they look like: Annual 401(k) fee Account balance at age 65 Jane 1% $577,697 Julie 1.5% $517,856 Janet 2% $465,894 Information is hypothetical and provided for educational purposes only. As such, these figures do not reflect Betterment’s management fee and do not reflect any actual client performance As you can see, come retirement time, the amount of fees charged can make a major difference in your employees’ account balances—and their futures. Why should employers care about 401(k) fees? You care about your employees, so naturally, you want to help them build brighter futures. But beyond that, it’s your fiduciary duty as a plan sponsor to make sure you’re only paying reasonable 401(k) fees for services that are necessary for your plan. The Department of Labor (DOL) outlines rules that you must follow to fulfill this fiduciary responsibility, including “ensuring that the services provided to the plan are necessary and that the cost of those services is reasonable” and has published a guide to assist you in this process. Generally, any firm providing services of $1,000 or more to your 401(k) plan is required to provide a fee disclosure, which is the first step in understanding your plan’s fees and expenses. It’s important to note that the regulations do not require you to help ensure your fees are the lowest available, but that they are reasonable given the level and quality of service and support you and your employees receive. Benchmark the fees against similar retirement plans (by number of employees and plan assets, for example) to see if they’re reasonable. What are the main types of fees? Typically, 401(k) fees fall into three categories: administrative fees, individual service fees, and investment fees. Let’s dig a little deeper into each category: Plan administration fees—Paid to your 401(k) provider, plan administration fees typically cover 401(k) set-up fees, as well as general expenses such as recordkeeping, communications, support, legal, and trustee services. These costs are often assessed as a flat annual fee. Investment fees—Investment fees, typically assessed as a percentage of assets under management, may take two forms: fund fees that are expressed as an expense ratio or percentage of assets, and investment advisory fees for portfolio construction and the ongoing management of the plan assets. Betterment, for instance, acts as investment advisor to its 401(k) clients, assuming full fiduciary responsibility for the selection and monitoring of funds. And as is also the case with Betterment, the investment advisory fee may even include personalized investment advice for every employee. Individual service fees—If participants elect certain services—such as taking out a 401(k) loan—they may be assessed individual fees for each service. Wondering what you and your employees are paying in 401(k) fees? Fund fees are detailed in the funds’ prospectuses and are often wrapped up into one figure known as the expense ratio, expressed as a percentage of assets. Other fees are described in agreements with your service providers. High quality, low fees Typically, mutual funds have dominated the retirement investment landscape, but in recent years, exchange-traded funds (ETFs) have become increasingly popular. At Betterment, we believe that a portfolio of ETFs, in conjunction with personalized, unbiased advice, is the ideal solution for today’s retirement savers. Who pays 401(k) fees: the employer or the participant? The short answer is that it depends. As the employer, you may have options with respect to whether certain fees may be allocated to plan participants. Expenses incurred as a result of plan-related business expenses (so-called “ settlor expenses”) cannot be paid from plan assets. An example of such an expense would be a consulting fee related to the decision to offer a plan in the first place. Other costs associated with plan administration are eligible to be charged to plan assets. Of course, just because certain expenses can be paid by plan assets doesn’t mean you are off the hook in monitoring them and ensuring they remain reasonable. Plan administration fees are often paid by the employer. While it could be a significant financial responsibility for you as the business owner, there are three significant upsides: Reduced fiduciary liability—As you read, paying excessive fees is a major source of fiduciary liability. If you pay for the fees from a corporate account, you reduce potential liability. Lowered income taxes—If your company pays for the administration fees, they’re tax deductible! Plus, you can potentially save even more with the new SECURE Act tax credits for starting a new plan and for adding automatic enrollment. Increased 401(k) returns—Do you take part in your own 401(k) plan? If so, paying 401(k) fees from company assets means you’ll be keeping more of your personal retirement savings. Fund fees are tied to the individual investment options in each participant’s portfolio. Therefore, these fees are paid from each participant’s plan assets. Individual service fees are also paid directly by investors who elect the service, for example, taking a plan loan. How can you minimize your 401(k) fees? Minimizing your fees starts with the 401(k) provider you choose. In the past, the price for 401(k) plan administration was quite high. However, things have changed, and now the era of expensive, impersonal, unguided retirement saving is over. Innovative companies like Betterment now offer comprehensive plan solutions at a fraction of the cost of most providers. Betterment combines the power of efficient technology with personalized advice so that employers can provide a benefit that’s truly a benefit, and employees can know that they’re invested correctly for retirement. No hidden fees. Maximum transparency. Costs are often passed to the employee through fund fees, and in fact, mutual fund pricing structures incorporate non-investment fees that can be used to pay for other types of expenses. Because they are embedded in mutual fund expense ratios, they may not be explicit, therefore making it difficult for you to know exactly how much you and your employees are paying. In other words, most mutual funds in 401(k) plans contain hidden fees. At Betterment, we believe in transparency. Our use of ETFs means there are no hidden fees, so you and your employees are able to know how much you’re paying for the underlying investments themselves. Plus, our pricing structure unbundles the key offerings we provide—advisory, investment, record keeping, and compliance—and assigns a fee to each service. A clearly defined fee structure means no surprises for you—and more money working harder for your employees. -
Betterment’s 401(k) Investment Approach
Helping employees make better decisions and providing choice to those who want it.
Betterment’s 401(k) Investment Approach true Helping employees make better decisions and providing choice to those who want it. Dan Egan, Betterment’s VP of Behavioral Finance and Investing, explains why Betterment’s investment approach is effective for all 401(k) participants Investment Approach Q&A Betterment’s 401(k) investment approach differs from that of traditional providers, but can you give us a little history about the 401(k) environment pre-Betterment? If I go back to the first job where I had a 401(k) probably about 20 years ago, there was a lineup of funds, and it was up to me as a 401(k) participant to figure out which funds to pick and in what ratios, how much to save and so on. The research coming from that period showed that people often ended up in an analysis paralysis state, where there was so much choice and so many things to consider. It was very difficult for people to know whether they were investing at the appropriate risk level, how much they were paying and so on. Many people were so overloaded that they decided to forego saving for retirement rather than risk making a “bad” decision. But as the industry matured, and everyone realized that more choice does not necessarily lead to better decision-making, the Pension Protection Act (PPA) was passed in 2006. The idea here was not to eliminate choice, but to encourage good defaults that would encourage 401(k) plan participation. How exactly did the PPA encourage more 401(k) participation? For one thing, it allowed for safe harbor investments in the form of QDIAs, or qualified default investment alternatives. The most popular QDIAs were target date funds, which are linked to an individual’s age so if you're 40, it’s assumed that you will be investing for the next 25 years and retiring at 65. Target dates have a glidepath so that the stock allocation becomes more conservative over time, so the employee doesn't have to do anything like managing a portfolio or rebalancing. After the PPA, it became much more common for employees to be auto-enrolled using a target date fund or something like it, and all of sudden, they no longer had to make choices. People were no longer worried about picking and choosing from a whole bunch of individual funds or even individual stocks. And the plan designs promoted by the PPA really worked: plan participation rates that had been languishing saw rates increase to more than 90% after implementing auto-enrollment. By the time Betterment started its 401(k) platform, the changes brought about by the PPA were already well established. So talk a little bit now about how Betterment's 401(k) investment approach differs from that of traditional 401(k) providers. Betterment takes and builds upon a lot of the ideas in a target date fund and goes further. Number one, we are not a fund provider. We are independent from fund companies. So part of our job as a 3(38) investment fiduciary is to be an investment advisor and financial advisor, and do the due diligence on all of the funds that we make available. If you're picking from amongst eight large-cap US stock funds, there's not a lot of variation in what their returns are going to look like and you can generally predict performance versus a benchmark knowing the fund costs. So part of our job is to actually do the work on the behalf of participants, to narrow down the field of funds towards just the ones that stand out within a given asset class and that are cost-effective. We then ask more specific questions including not just how old someone is, but also more personalized questions like when someone plans on retiring. Some people want to retire as early as possible. That might be 55, 57, 62 (which is the earliest possible age you can start collecting Social Security). Other people want to keep working as late as possible, which is 70 or 72. Those are extremely different retirement plans that should have different portfolios based upon those hugely different time horizons. So unlike a target date fund, which says, this is your age and you're done, Betterment is going to ask about your age, but also things like, when do you want to retire? Putting together a retirement plan might also involve your spouse or significant others, retirement assets, and even doing tax optimization across the account types that you have available to you. And how does that help the employee? A lot of it is about making it easy for consumers to make better decisions, not imposing a bunch of choices on them. You have to remember, the vast majority of people are not frequently thinking about stocks and investing. They don't want to have to look up prospectuses and put together a risk managed portfolio. So Betterment does the work for them to make it easy for them to understand how to get to where they want to be. I want to be clear that that's not necessarily about removing choice, it's about making it easy to get to a solution quickly. It’s also about minimizing the number of unnecessary choices for most people while maintaining choice for people who want it. At Betterment, 401(k) investors can still modify your risk level. You can say, "Yeah, maybe it makes sense for me to be at 90% stocks, but I'm not comfortable with it. I want to be at 30% stocks." Or they can modify their allocations using our flexible portfolio strategy, so that they can come in and say, "Actually I don't like international [investments] as much." So it's not about removing choice. And we let them see the consequences of that in terms of risk and return. So employees in Betterment 401(k)s have choice, but how do you respond to people who might already have a 401(k) or are already invested in funds outside of their 401(k), and have a favorite fund that they feel is an absolute must have? I’m not necessarily against people who have put time and effort into researching something and wanting to invest in it. But I think it is focusing on the wrong thing. When you look at long-run research statistics on funds, the predictability of fund success within a category is low. A fund that outperformed last quarter is unlikely to continue to outperform this quarter. So I would say that the fund is very rarely the most important aspect of the 401(k) plan or decision. And I’d guess most participants don't have a favorite fund. Again, going back to research we've looked at across a wide array of companies, most people are looking to minimize how much burden is imposed upon them in making decisions about what they should do for their retirement. There is generally a very small minority who have very strong views about what the right investments are. And that trade-off shows up in that we will generally look at low-cost funds, well-diversified funds. We do offer a range of choice in terms of portfolio strategy: do you want a factor-tilted portfolio or a socially-responsible portfolio or an income portfolio? Without necessarily saying that you're responsible for doing the fund due diligence yourself. It is true that we offer a trade-off: we're not the wild west where you can go out and get anything you want. And that is because that level of discretion is rarely used by plan participants. There's a lot of potential to do the wrong thing when somebody has a completely open access plan. Not to mention, all plan fiduciaries have an obligation to act in the best interests of their plan participants as a whole. So they have to evaluate what makes the most sense for the majority of plan participants, not a small, vocal minority. Somewhat related, what is your response to people who argue that Betterment’s all-ETF fund line-up is too limited? A 401(k) plan made up exclusively of ETFs is no less limiting than a 401(k) plan made up exclusively of mutual funds. Because mutual funds have been around much longer, it’s true that their universe is larger, but I think anyone would be hard pressed to argue that our expert-built and third-party portfolios are not enough to choose from. ETFs are critical to Betterment’s investment approach and a better alternative for 401(k) plans, in large part because mutual funds have complex fee structures and are typically more expensive than ETFs which have transparent and low costs. So why do so many plans still use mutual funds? We believe it’s not despite these issues but because of them, since fees embedded in mutual fund expense ratios are often used to offset the costs of 401(k) vendors servicing the plan. In addition, many legacy recordkeeping systems do not have the technology to handle ETF intraday trading and must restrict their clients to using funds that are only valued at the end of the day. Betterment’s 401(k) plan comes with a 0.25% investment advisory fee. What do employers and employees get for that? I think there's actually two levels to this. The first is “does this actually cost me more?” It’s definitely more transparent in its cost, but most 401(k) plans charge more via higher fund fees. The fund fees may even include embedded fees that go to pay for other plan services. In these more traditional models, the fees are hidden from you, the consumer. But trust me: everybody is getting paid. It's just a matter of whether or not you're aware how much and who you're paying. That also sets up the very important second aspect which is: what is this investment manager responsible for and what are they incentivized to do well? What does Betterment do for 25 basis points? Well, number one, that's how we make sure that we're independent from the fund companies; we don’t get paid by them. Every quarter, we go out and we look at all of the funds that are available in the market. We review them, independent of who provides them, looking at cost, liquidity, tax burdens, and more. And if we find a better fund, because we take no money from fund companies, we're going to move to that better fund. So one thing that you're paying for is, in effect, not only ongoing due diligence and checking, but you're paying for independence, which means that you know we’re unbiased when changes are made inside of your portfolio. The other thing you get is that we want to earn that 25 basis points by serving clients better. So we want to invest in things like personalized retirement portfolios (available to every 401(k) participant) where we are actually able to give better retirement advice that takes into account you, your partner, all the various kinds of retirement accounts you have: Roth, IRA, taxable, trust, and more. Or asset location, for example, which works across tax-advantaged retirement accounts so that employees can keep more of their money and enjoy higher levels of spending in retirement. Employees with a Betterment 401(k) can learn more about our investment options here; plan sponsors can explore them here. -
Getting Started with Betterment at Work
Welcome! Here’s your step-by-step guide to getting your 401(k) up and running.
Getting Started with Betterment at Work true Welcome! Here’s your step-by-step guide to getting your 401(k) up and running. You’ve done the due diligence. You’ve picked us as your 401(k) plan provider. You’ve signed a services agreement. Now what? Before we share the steps needed on your part to get your plan up and running, here’s another heartfelt thank you from us to you. Sponsoring a 401(k) plan is a big commitment on your part—the fiduciary responsibilities alone make it one. You’ve placed your trust in us as your plan provider, and we don’t take that lightly. It’s why we stay by your side every step of the way. Speaking of those steps, here are the first ones you’ll take after signing a services agreement: Step 1: Complete a questionnaire One business day after signing a services agreement, you’ll receive an email with a link to a questionnaire that confirms some basic information about your organization and sets up your plan in our system. This questionnaire can only be sent to one person at your organization, typically the person who’s been in contact with our Sales team. Step 2: Log in to your plan sponsor dashboard After completing the questionnaire, you’ll receive an email with a personalized link to your Betterment at Work plan sponsor dashboard, your home for ongoing plan management. After logging in, you’ll see a series of onboarding tasks to complete so we can finish setting up your organization’s plan. Let’s break down some of these tasks below. Step 3: Review and acknowledge the Investment Policy Statement (IPS) This outlines our general investing rules and can be found in your onboarding hub. Step 4: Purchase a fidelity bond Before your first payroll with Betterment at Work, you’ll need to purchase a fidelity bond. This is a form of insurance required of 401(k) plans that protects against acts of fraud or dishonesty. The bond must come from an insurance company certified by the Department of Treasury. While you’re completing steps 1-4, by the way, we’ll be simultaneously drafting your plan document and disclosure notices. Step 5: Review and sign your plan document Once your plan document is ready, you’ll receive an email to review and sign it. After you’ve signed the plan document, we’ll build out your plan on our platform. This can take up to two weeks to get all the details just right. Step 6: Tell your team about their new 401(k) provider! Right after you sign your plan document is a great time to let your team know about your company’s new 401(k) provider: Betterment! This gives employees ample time to get familiar with us before we email them directly with invitations to claim their accounts. It also helps ensure you give this notice the required 30 days or more before your first payroll with us. Not sure what to say? A suggested announcement message is available in your onboarding hub, and includes a link for your employees to register for our recurring Getting Started with your Betterment 401(k) webinar as well as select articles from our employee resource hub (betterment.com/my401k). Step 7: Add employees to your plan Once your plan is built out on our platform, the party really gets started. How employees are added to your plan depends on whether or not your payroll provider integrates with our platform: If your payroll provider is integrated with our platform, we’ll automatically sync employees. You’ll need to review and confirm the list is correct at least 30 days before payroll launch. If your payroll provider is *not* integrated with our platform, you’ll be asked to bulk upload a list of employees at least 30 days before payroll launch, then we’ll generate their accounts. Once your employees’ accounts have been created, we’ll send an email to each employee’s work email inviting them to claim their account and, in the process, create a login. If an employee already has a Betterment account via one of our individual products like an IRA, the claim email will go to their personal email address. Either way, they’ll need to use the unique link in this email to access their account the first time. Step 8: Prepare for your first payroll Check out your onboarding task hub for details on handling your first payroll. Step 9: Celebrate! Congratulations on uploading your first payroll with Betterment at Work! Your employees are now taking advantage of our clean design and straightforward tools to get more out of their 401(k)s. Their accounts will be funded once the ACH deposit is confirmed, which typically takes 1–3 business days depending on your bank. Once your onboarding process is complete, our Onboarding team will send you an email introducing you to our Plan Support team, who can help with all things related to your ongoing plan administration. To access your plan sponsor dashboard, log in here or by clicking "Log in" at the top of the page while visiting betterment.com/work.