While there’s been no shortage of things to read about in the news these days, the bipartisan-supported Setting Every Community Up for Retirement Enhancement (SECURE) Act has been signed into law and it’s arguably the most impactful retirement plan security legislation in decades. For companies without a retirement plan, this will not only make plans more accessible and affordable but also should ultimately bridge the huge savings gap by encouraging more Americans to contribute. Additionally, for companies that offer a retirement plan, some noteworthy provisions will affect plan administration, with the intent of better supporting employees.

For those wondering which of the hundreds of pages of legislation are most relevant to employers, here are some thoughts:

1. Tax incentives for business owners to offer a 401(k)
   • For businesses offering a first-time plan, a tax credit of up to $5,000 should serve as a great catalyst. There’s also an additional $500 tax credit for plans that include automatic enrollment. This can help offset any upfront costs that may have prevented a company from getting started.
2. Increasing fees for late or missing Form 5500s
   • While there have always been hefty penalties for mishandling 5500s, the fee has increased significantly from a maximum of $50,000 to $150,000. This is an important note for businesses and the named Plan Administrator, who may ultimately be responsible for filing Form 5500 in a timely manner.
3. Allowing for open Multiple Employer Plans (“MEPs”)
   • A MEP gives companies the ability to offer pooled plans, typically at discounted pricing. What’s new in the SECURE Act is that companies no longer need a commonality in order to join a MEP (now referred to as an “Open” MEP). That being said, it’s important to be aware of certain MEP restrictions, including the standardization of investment options, fiduciary oversight of service providers, plan features like matches, and distributed liabilities. While a MEP could be the right option, it’s worth comparing whether a MEP-like experience—in which one creates their own pooled offering without the confines of a MEP—could make even more sense.
4. Access to annuities in retirement plans
   • More relaxed rules around lifetime income products mean more varied offerings for savers. There is also a safe harbor for annuities, which protects the business from liability.
5. 403(b) plan changes
   • The Act includes a provision that allows employers to distribute assets from a 403(b)(7) custodial account. It also gives ministers and employees of tax-exempt plans the ability to participate in 403(b)(9) church plans.
6. Provisions to better support employees
   • Several provisions are intended to support today’s modernized work environment and the multitude of life distractions that can prevent people from saving.
     • Portability of lifetime income options: If a plan terminates, employees can now preserve the tax-qualified status of a collective investment trust, annuity, or mutual fund by rolling them over into an IRA or otherwise.
     • Protection for parental leave/part-timers: Employees who work 500 or more hours during any consecutive three-year period can participate in their plan, thus eliminating a previous penalization for those taking leave or working flexible hours.
     • Extended RMD age: The age at which employees must begin withdrawing from their retirement plan has been changed from 70 ½ to 73.
     • Change to 529 college savings plans: 529 plans can now be used for apprenticeships and other non-college/university activities.
     • Penalty-free withdrawals for the birth/adoption of a child: Parents can withdraw up to $5,000 from their retirement plan without penalty for the birth or adoption of a child. They can also pay back that money without time constraints.
     • The bill is quite far-reaching and includes other benefits, such as those geared toward firefighters, newspaper employees, and other categories of workers.
     • For those already offering a plan, it’s important to communicate any changes to savers. For those considering a new plan, these measures should be taken into consideration when identifying the appropriate plan design.

t’s important for businesses to think about the implications—good and bad—for them and their employees and to make informed decisions that will ultimately serve them both well.