A successful business owner knows that finding and retaining top talent is one of the keys to running a successful business. Providing valuable fringe benefits, such as a 401(k) match, is a great way to attract talent. However, wouldn’t it also be nice to have some of that same benefit go to the business owner?
As a business owner, I was getting tired of not being able to fully participate in my own plan. I would personally participate in 401(k) deferrals just like my employees all year long only to see most of my contributions returned to me, because I failed highly compensation testing. My employees got to keep their contributions and the company match while I got my contributions returned year after year, because my salary was too high.
Nondiscrimination testing is one of the biggest obstacles for business owners with a traditional 401(k) plan. Under the discrimination testing rules, if “rank and file” employees aren’t putting enough into the plan, the amount owners can contribute for themselves, and their highly compensated key employees, will be limited.
A fantastic way to solve this problem is a Safe Harbor 401(k) plan. It is an ideal way to reward your employees with higher retirement contributions, while also allowing the owner to fully participate, without compensation testing.
A Safe Harbor 401(k) is simply a traditional 401(k) plan with a mandatory employer contribution. A Safe Harbor 401(k) allows employers to disregard nondiscrimination testing if they make a guaranteed contribution to all their employees.