If you sponsor a 401(k) plan, you are almost certainly a fiduciary — whether you know it or not. That single fact carries significant legal weight. ERISA imposes strict personal liability on anyone who exercises discretion over a plan's management or assets, and the consequences of getting it wrong range from costly correction programs
A Rule Change That Cannot Be Ignored There is a significant change in effect for 2026 that every 401(k) plan sponsor needs to understand — and many do not. Under the SECURE 2.0 Act, high-earning employees aged 50 and over are now required to make their catch-up contributions on a Roth (post-tax) basis only. Pre-tax
For organizations managing employee benefit plans—whether retirement plans, health and welfare plans, or Employee Stock Ownership Plans (ESOPs)—the question of fiduciary responsibility looms large. ERISA imposes strict duties on those who oversee these plans, and the consequences of falling short can be severe. This is where an independent fiduciary becomes not just valuable, but essential.
Navigating the complex world of ERISA (Employee Retirement Income Security Act) compliance can feel overwhelming for employers and plan sponsors. With significant fiduciary responsibilities and potential personal liability at stake, understanding your options for fiduciary services is crucial. Whether you're managing a pension scheme, 401(k) plan,ESOP or other employee benefit program,, the decisions you
If you're responsible for managing employee benefits or retirement plans, you've likely encountered the term "ERISA" – but what does ERISA actually mean, and why should you care? As experienced fiduciary consultants, we break down everything you need to know about this critical legislation that governs billions of pounds worth of employee benefits across
When it comes to managing employee benefit plans, especially Health & Welfare Plans and Qualified Retirement Plans, companies need to ensure that they are compliant with federal regulations and are acting in the best interests of their employees. The Employee Retirement Income Security Act (ERISA) was enacted to safeguard the interests of plan
When it comes to managing retirement and health plans, compliance with the Employee Retirement Income Security Act (ERISA) is critical. The U.S. Department of Labor (DOL) has released the maximum penalty amounts for 2025, and failing to meet these requirements can be costly. As a plan sponsor or fiduciary, understanding these penalties is the first
Have you considered how a Pooled Plan Provider (PPP) play a central role in the administration of Pooled Employer Plans (PEPs) and takes on significant fiduciary responsibilities? Acting as a fiduciary means that the PPP is legally required to act in the best interests of the plan participants and beneficiaries. Here’s how a PPP
Understanding the Differences in Your Fiduciary Duty When Offering a Single Employer Plan (SEP), Pooled Employer Plan (PEP), or Multiple Employer Plan (MEP) In a previous blog, we discussed the definitions and advantages of each type of retirement plan option: SEP, PEP, and MEP. Now let’s delve deeper into understanding the differences in your
Understanding the Differences in Single Employer Plans, Pooled Employer Plans, and Multiple Employer Plans The decision between a SEP, PEP, or MEP depends on an employer's specific needs, resources, and preferences. In this blog, we review the differences in Single-Employer Plans, Pooled Employer Plans, and Multiple Employer Plans. Single Employer Plan (SEP)