Sec. 101. Expanding automatic enrollment in retirement plans |
Automatic enrollment and automatic escalation may be used by 401(k) and 403(b) plans, but are not currently required.
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New 401(k) and 403(b) plans must include automatic enrollment with a default rate of between 3% and 10%, as well as automatic escalation of 1% per year up to a maximum of at least 10%, but no more than 15%.
Raises cap on permissible automatic escalation for safe harbor plans to 15%; cap for non-safe harbor plans raised to 10% in any year ending before 2025 (and 15% for years ending in 2025 or after).
Exemptions: governmental plans, church plans, small employers with 10 or fewer employees, SIMPLE 401(k) plans, new employers that have been in existence for less than 3 years. Existing plans established before the date of enactment are exempt, except grandfathering does not apply to employers adopting an existing multiple employer plan (“MEP”) after the date of enactment.
Effective for plan years beginning after December 31, 2023. |
Not included. |
Sec. 102. Modification of credit for small employer pension plan start-up costs |
Small employers with fewer than 100 employees may be eligible for a three-year start-up credit that is up to 50% of administrative costs, up to a maximum yearly cap of $5,000. |
Increases credit to 100% of qualified start-up costs for employers with up to 50 employees.
Provides for an additional credit for 5 years of up to $1,000 per employee equal to the applicable percentage of eligible employer contributions to an eligible employer plan (not including a defined benefit plan). This credit applies to employers with up to 50 employees and is phased out for employers with between 51 and 100 employees.
Effective for tax years beginning after 2022. |
EARN Act Sec. F3 increases the existing credit percentage to 75% for employers with 25 or fewer employees.
Effective for tax years beginning after December 31, 2023. |
Sec. 103. Promotion of Saver’s Credit |
Eligible taxpayers receive a nonrefundable income tax credit for contributions up to $2,000 with respect to a percentage of their qualified retirement savings contributions. |
Requires Treasury to take steps to increase public awareness of the Saver’s Credit and report to Congress within 90 days.
Effective for tax years beginning after enactment. |
Not included. |
Sec. 104. Enhancement of Saver’s Credit |
The existing Saver’s Credit employs a tiered percentage system ranging from 10-50% based on Adjusted Gross Income (AGI) to determine the amount of the credit. |
Enhances and simplifies the Saver’s Credit by creating one credit percentage (with no tiers) of 50% for all savers below the AGI threshold ($48,000 for joint filers), at which point the credit phases out.
Effective for tax years beginning after December 31, 2026. |
EARN Act Sec. A2 modifies the existing Saver’s Credit to make it refundable and turn it into a direct government matching contribution to the taxpayer’s IRA or retirement plan. Like the House bill, it creates a single 50% credit percentage without tiers. It lowers the maximum AGI at which the credit begins to phase out to $41,000 for joint filers (compared to $48,000 in the House version) and extends the phase-out range. The credit is treated as a pre-tax contribution to the recipient’s plan or IRA, meaning it will be taxable when distributed.
Effective for taxable years after 2026. |
Sec. 105. Enhancement of 403(b) plans |
403(b) plan investments are generally limited to annuity contracts and mutual funds. Assets of a 403(b) custodial account cannot be commingled in a group trust with any assets other than those of a regulated investment company. |
Amends the Internal Revenue Code (but, unlike the prior version approved by the Ways and Means Committee, not the securities laws) to allow 403(b) plans with custodial accounts to invest in collective investment trusts (81-100 group trusts).
Effective for amounts invested after December 31, 2022. |
EARN Act Sec. D1 includes a similar provision.
Effective for amounts invested after the date of enactment. |
Sec. 106. Increase in age for required beginning date for mandatory distributions |
Currently, as established by the 2019 SECURE Act, required minimum distributions generally must begin by age 72. Prior to January 1, 2020, the age at which required minimum distributions were required to begin was 70½. |
Increases required minimum distribution age to 73 beginning in 2023, 74 beginning in 2030, and 75 beginning in 2033.
Effective for distributions after December 31, 2022 for individuals attaining age 72 after that date. |
EARN Act Sec. B1 increases the RMD age from 72 to 75 in one step in 2032, rather than taking the House’s staggered approach.
Effective for calendar years beginning after the date of enactment. |
Sec. 107. Indexing IRA catch-up limit |
Currently, annual IRA catch-up contributions for those who are age 50 or over are a flat $1,000 and are not indexed for inflation. |
Indexes IRA catch-up contributions in $100 increments in the same manner as the indexing for regular IRA contributions.
Effective for tax years beginning after December 31, 2023. |
EARN Act Sec. A8 includes a similar provision.
Effective for taxable years beginning after the date of enactment. |
Sec. 108. Higher catch-up limit to apply at age 62, 63, and 64 |
Currently, individuals age 50 and over are allowed to make catch-up contributions to 401(k), 403(b), governmental 457(b), and SIMPLE plans, and the annual catch-up contribution limits are generally indexed for inflation. In 2022, the maximum catch-up contribution for non-SIMPLE plans is $6,500, and $3,000 for SIMPLEs. |
Increases the limit on catch-up contributions for individuals age 62-64 in non-SIMPLE plans to the lesser of (i) $10,000 (indexed for inflation); or (ii) the participant’s compensation for the year reduced by any other elective deferrals of the participant for the year.
Increases the limit on catch-up contributions for individuals age 62-64 in SIMPLEs to the lesser of (i) $5,000 (indexed for inflation); or (ii) the participant’s compensation for the year reduced by any other elective deferrals of the participant for the year.
Effective for tax years beginning after December 31, 2023. |
EARN Act Sec. A9 includes a similar provision, although the age range for increased catch-up contributions is changed to 60-63 rather than 62-64.
Effective for taxable years beginning after December 31, 2024. |
Sec. 109. Pooled employer plans modification |
Current law requires that PEPs designate a bank trustee to collect contributions and implement written collection procedures. |
A PEP may designate any named fiduciary (other than an employer in the plan) to collect contributions and implement written collection procedures.
Effective for plan years beginning after December 31, 2022. |
RISE & SHINE Act Sec. 104 includes the same provision.
Effective for plan years beginning after December 31, 2022. |
Sec. 110. Multiple employer 403(b) plans |
The SECURE Act provided for the creation of PEPs, which allowed unrelated employers to join the same plan while still being considered one plan for purposes ERISA. PEPs are not subject to the same DOL commonality requirements as closed MEPs. 403(b) plans were not included in these provisions in 2019. |
Provides that 403(b) plans can be established and maintained as a MEP/PEP under rules similar to qualified plans. Provides that 403(b) and qualified plan MEPs operate under the same rules. Provides relief from the “one bad apple rule” for 403(b) MEPs/PEPs that satisfy rules similar to the qualified plan rules.
Effective for plan years beginning after December 31, 2022. |
EARN Act Sec. D3 includes a similar provision.
Effective for plan years beginning after the date of enactment. |
Sec. 111. Treatment of student loan payments as elective deferrals for purposes of matching contributions |
Currently, a matching contribution cannot be made based on student loan repayments. The IRS has ruled (through a private letter ruling, and more general guidance is pending) that a plan design that provides for a nonelective employer contribution can be based on student loan repayments without violating the contingent benefit rule. |
Employer contributions made on behalf of employees for “qualified student loan payments” are treated as matching contributions, so long as certain requirements are satisfied. Applies to 401(k), 403(b), and SIMPLE IRAs, and 457(b) plans. Notably, a plan may treat a qualified student loan payment as an elective deferral or an elective contribution (as applicable) for purposes of the matching contribution requirement under a basic safe harbor 401(k) plan or an automatic enrollment safe harbor 401(k) plan, as well as for purposes of the Section 401(m) safe harbors. Employers are permitted to apply the ADP test separately to employees who receive matching contributions on account of qualified student loan payments.
Effective for plan years beginning after December 31, 2022. |
EARN Act Sec. A4 includes a similar provision.
Effective for plan years beginning after December 31, 2023. |
Sec. 112. Application of credit for small employer pension plan startup costs to employers which join an existing plan |
Present law provides a nonrefundable income tax credit equal to 50% of the qualified start-up costs paid or incurred during the taxable year by an employer with fewer than 100 employees that adopts a new eligible employer plan, provided that the plan covers at least 1 non-highly compensated employee.
The credit applies for up to 3 years beginning with the year the plan is first effective, or, at the election of the employer, with the year preceding the first plan year. |
Clarifies that the first credit year is the taxable year that includes the date that the eligible employer plan to which such costs relate becomes effective with respect to the eligible employer. This means that small employers that join a MEP are entitled to the start-up credit for their first 3 years in the MEP.
Effective as if included in section 104 of the SECURE Act. |
EARN Act Sec. F5 includes a similar provision.
Applies to plans that become effective with respect to the eligible employer after the date of enactment. |
Sec. 113. Military spouse retirement plan eligibility credit for small employers |
N/A |
Creates a new, nonrefundable income tax credit for eligible small employers that employ military spouses and allow them to participate in the employer’s defined contribution plan (subject to special rules). The credit is $250 per employee, plus up to $250 for contributions made by the employer, and applies for up to 3 years.
Effective for taxable years beginning after the date of enactment. |
EARN Act Sec. C includes a similar provision under which eligible small employers can receive a tax credit of $200 per employee plus an enhanced credit of up to $300 per employee for employer contributions, for up to 3 years.
Effective for taxable years beginning after date of enactment. |
Sec. 114. Small immediate financial incentives for contributing to a plan |
The current law contingent benefit rule prohibits 401(k) and 403(b) plan participants from receiving financial incentives (other than matching contributions) for contributing to a plan. |
Allows participants to receive de minimis financial incentives for contributing to a 401(k) or 403(b) plan by providing an exemption from the contingent benefit rule and providing relief from the Internal Revenue Code and ERISA prohibited transaction rules.
Effective for plan years beginning after the date of enactment. |
EARN Act Sec. A7 includes a similar provision.
Effective for plan years beginning after the date of enactment. |
Sec. 115. Safe harbor for correction of employee elective deferral failures |
The IRS’ Employee Plans Compliance Resolution System (EPCRS) contains rules allowing plans to correct errors, including with respect to missed deferrals under automatic enrollment or automatic escalation features. |
Creates a safe harbor that a plan will not fail to be a qualified plan merely because of a “reasonable administrative error” in administering automatic enrollment or automatic escalation features so long as that error is corrected within 9 ½ months of the end of the plan year in which the error occurred and is resolved favorably toward the participant and without discrimination toward similarly situated participants. The safe harbor is available for 401(a), 403(b) and 457(b) plans and IRAs.
Effective for any errors with respect to which the date that is 9½ months after the end of the plan year during which the error occurred is after the date of enactment. |
EARN Act Sec. F6 includes a similar provision.
Effective for any errors with respect to which the date that is 9½ months after the end of the plan year during which the error occurred is after December 31, 2023. |
Sec. 116. One-year reduction in period of service requirement for long-term, part-time workers |
Under current law as amended by the SECURE Act, 401(k) plans generally must permit an employee to contribute to a plan if the employee worked at least 500 hours per year with the employer for at least 3 consecutive years and has met the minimum age requirement (age 21) by the end of the three-consecutive-year period. |
Reduces from 3 to 2 the required years of service before long-term, part-time workers are eligible to contribute to a plan. Also clarifies that pre-2021 service is disregarded for vesting of employer contributions.
Generally effective for plan years beginning after December 31, 2022 (except for the clarification of pre-2021 service for vesting purposes that is effective as if included in the SECURE Act, so effective for plan years beginning after December 31, 2020). |
EARN Act Sec. A3 and RISE & SHINE Act Sec. 109 include a similar provision.
The EARN Act provision is effective for plan years beginning after December 31, 2022 (except for the clarification of pre-2021 service for vesting purposes that is effective as if included in the SECURE Act, so effective for plan years beginning after December 31, 2020). |
Sec. 117. Deferral of tax for certain sales of employer stock to employee stock ownership plan sponsored by S corporation |
Under current law, an individual owner of stock in a non-publicly traded C corporation that sponsors an ESOP may elect to defer the recognition of gain from the sale of such stock to the ESOP if the seller reinvests the sales proceeds into qualified replacement property, such as stock or other securities issued by a U.S. operating corporation. After the sale, the ESOP must own at least 30% of the employer corporation’s stock. |
Expands the gain deferral provisions under existing law, with a 10% limit on the deferral, to sales of employer stock to S corporation ESOPs.
Effective for plan years beginning after December 31, 2027. |
EARN Act Sec. F15 includes a similar provision.
Effective for sales after December 31, 2027. |
Sec. 118. Certain securities treated as publicly traded in case of employee stock ownership plans |
Current law specifies whether a security is a “publicly traded employer security” and “readily tradeable on an established securities market” for the purposes of ESOPs. |
Allows certain non-exchange traded securities to qualify as “publicly traded employer securities” so long as the security is subject to priced quotations by at least 4 dealers on an SEC-regulated interdealer quotation system; is not a penny stock and is not issued by a shell company; and has a public float of at least 10 percent of outstanding shares. For securities issued by domestic corporations, the issuer must publish annual audited financial statements. Securities issued by foreign corporations are subject to additional depository and reporting requirements.
Effective for plan years beginning after December 31, 2026. |
Not included. |
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Sec. 301. Recovery of retirement plan overpayments |
Fiduciaries for plans that have mistakenly overpaid a participant must take reasonable steps to recoup such overpayment, such as collecting the overpayment from the participant or employer in order to maintain the tax-qualified status of the plan and comply with ERISA. EPCRS includes various procedures for correcting overpayments made from defined benefit and defined contribution plans. The PBGC also has overpayment recoupment policies for terminating defined benefit plans. |
A 401(a), 403(a), 403(b), and governmental plan (not including a 457(b) plan) will not fail to be a tax favored plan merely because the plan fails to recover an “inadvertent benefit overpayment” or otherwise amends the plan to permit this increased benefit. There is also fiduciary relief for failure to make the plan whole.
However, the plan sponsor must still satisfy minimum funding requirements and prevent/restore an impermissible forfeiture.
Alternatively, if the plan sponsor elects to offset future plan payments to recover the overpayment, restrictions will be imposed on the offset. Moreover, restrictions will be imposed on collection efforts from the participant (e.g., no interest, must recover within 3 years).
In certain cases, the overpayment is also treated as an eligible rollover distribution.
Effective upon enactment with certain retroactive relief for prior good faith interpretations of existing guidance. |
EARN Act Sec. B7 includes a similar provision.
RISE & SHINE Sec. 108 contains the corresponding ERISA provisions.
Effective upon enactment with certain retroactive relief for prior good faith interpretations of existing guidance. |
Sec. 302. Reduction in excise tax on certain accumulations in qualified retirement plans |
Existing law imposes an excise tax on an individual if the amount distributed to an individual during a taxable year is less than the RMD under the plan for that year. The excise tax is equal to 50% of the shortfall (that is, 50% of the amount by which the required minimum distribution exceeds the actual distribution). (The excise tax may be abated under a reasonable cause exception or through a VCP submission.) |
Reduces the excise tax for failure to take RMDs from 50% of the shortfall to 25%. Further reduces the excise tax to 10% if the individual corrects the shortfall during a two-year correction window.
Effective for taxable years beginning after December 31, 2022. |
EARN Act Sec. B5 includes a similar provision.
Effective for taxable years beginning after the date of enactment. |
Sec. 303. Performance benchmarks for asset allocation funds |
Existing regulations require a plan fiduciary to supply certain performance and benchmark data to participants about their investment options. |
Requires the Secretary of Labor to modify existing regulations within 1 year of enactment to provide that, in the case of a designated investment alternative which contains a mix of asset classes, a plan administrator may, but is not required to, use a benchmark which is a blend of different broad-based securities market indices.
Effective upon enactment. |
RISE & SHINE Act Sec. 103 is similar, though it requires the Secretary to modify regulations within 2 years of enactment. |
Sec. 304. Review and report to the Congress relating to reporting and disclosure requirements |
Plans are currently required to file reports with federal agencies (e.g., Form 5500) and provide numerous notices to participants (e.g., Summary Plan Description). |
Requires the Secretaries of Labor and the Treasury and the Director of the Pension Benefit Guaranty Corporation (“PBGC”) to study the disclosure and reporting requirements on plan sponsors and submit a report to Congress within 2 years of enactment addressing possible avenues for simplification, consolidation, or standardization.
Effective upon enactment. |
EARN Act Sec. G1 and RISE & SHINE Act Sec. 106 include similar provisions, though the RISE & SHINE Act requires a report within 3 years of enactment. |
Sec. 305. Eliminating unnecessary plan requirements related to unenrolled participants |
Under current rules, employees who choose not to participate in an employer-sponsored plan (“unenrolled participants”) are required to receive numerous communications from the plan sponsor. |
Amends the requirements under ERISA and the Internal Revenue Code for defined contribution plan sponsor notices to unenrolled participants to consist solely of an annual notice of eligibility to participate during the annual enrollment period (and providing any document so entitled upon request).
Effective for plan years beginning after December 31, 2022. |
EARN Act Sec. G3 and RISE & SHINE Act Sec. 107 include similar provision.
The EARN Act is effective for plan years beginning after the date of enactment. The RISE & SHINE Act is effective for plan years beginning after December 31, 2022. |
Sec. 306. Retirement savings lost and found |
N/A |
Directs the Department of Labor to create an online searchable “Lost and Found” database to collect information on benefits owed to missing, lost or non-responsive participants and beneficiaries in tax-qualified retirement plans and to assist such plan participants and beneficiaries in locating those benefits.
This applies to tax-qualified defined benefit and defined contribution plans subject to ERISA vesting provisions.
Imposes annual reporting requirements for plan sponsors and additional reporting changes.
Database required within 2 years of enactment. |
EARN Act Sec. B8 includes a similar provision.
The EARN Act houses the registry at the Department of the Treasury (not Labor, as in the House version) and sets the cash-out at limit at $6,000 ($7,000 in the House version (Sec. 307, below)).
The EARN Act also requires plans to transfer benefits of unresponsive participants if those amounts are under $1,000.
The EARN Act also includes annual reporting requirements for plan sponsors.
Distribution and reporting requirements are generally effective with respect to plan years beginning after the second December 31 occurring after the date of the enactment. |
Sec. 307. Updating dollar limit for mandatory distributions |
Under current law, employers may immediately distribute without the consent of the participant and directly rollover former employees’ retirement accounts from a workplace retirement plan into an IRA if their balances are no more than $5,000. |
Increases the involuntary cash-out limit to $7,000 from $5,000.
Effective for distributions made after December 31, 2022. |
Included without changes in the RISE & SHINE Act as Sec. 101.
Effective for distributions made after December 31, 2023.
(See also EARN Act Sec. B8 above.) |
Sec. 308. Expansion of Employee Plans Compliance Resolution System (“EPCRS”) |
Under existing rules, employer sponsors of qualified plans have certain opportunities to self-correct plan errors under EPCRS. This generally involves operational failures that are insignificant (or otherwise corrected within a three-year period). |
Allows any eligible inadvertent failure (as defined in the bill) to be self-corrected under EPCRS (subject to any IRS imposed restrictions).
This covers 401(a), 403(a), 403(b), 408(p) (SIMPLE IRAs) and 408(k) (SEPs).
It also directs the Secretary to expand EPCRS to (i) allow custodians of IRAs to address eligible inadvertent failures, and (ii) add additional safe harbors for correcting such inadvertent failures (including earnings calculations).
Effective upon enactment. |
EARN Act Sec. F4 includes a similar provision and requires that guidance be issued within 2 years.
Effective upon enactment. |
Sec. 309. Eliminate the “first day of the month” requirement for governmental Section 457(b) plans |
Currently, participants in a 457(b) plan generally may only defer compensation if an agreement providing for the deferral has been entered into before the first day of the month in which the compensation is paid or made available.
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Conforms rule for governmental 457(b) plans to rule for 401(k) and 403(b) plans by allowing participants of governmental 457(b) plans to change their deferral rate at any time before the compensation is available to the individual. For tax-exempt 457(b) plans, participants may defer compensation for any calendar month only if an agreement providing for such deferral has been entered into before the beginning of such month.
Effective for taxable years beginning after enactment. |
EARN Act Sec. A10 includes a similar provision.
Effective for taxable years beginning after enactment. |
Sec. 310. One-time election for qualified charitable distribution (QCD) to split-interest entity; increase in qualified charitable distribution limitation |
Under current law, certain charitable IRA distributions (called qualified charitable distributions) up to $100,000 are excluded from gross income of the individual. QCDs also count for minimum required distribution purposes. |
Allows individuals to make a one-time election of up to $50,000 (indexed for inflation) for qualifying charitable distributions to certain split-interest entities, including charitable remainder annuity trusts, charitable remainder unitrusts, and charitable gift annuity.
Indexes the $100,000 limit and new, one-time $50,000 limit to inflation beginning in 2022.
Effective for distributions made in taxable years ending after the date of enactment. |
EARN Act Sec. B10 includes a similar provision, with the index for inflation for taxable years beginning after 2023.
Effective for distributions made in taxable years ending after the date of enactment. |
Sec. 311. Distributions to firefighters |
Current law permits “qualified public safety employees” in a governmental plan to take retirement withdrawals beginning at age 50 after separation from service without incurring a 10% early withdrawal penalty. |
Extends the age 50 early withdrawal exception for qualified public safety employees to also apply to private sector firefighters receiving distributions from a qualified retirement plan or 403(b) plan.
Effective for distributions made after December 31, 2022. |
EARN Act Sec. C2 includes a similar provision.
Effective for distributions made after the date of enactment. |
Sec. 312. Exclusion of certain disability-related first responder retirement payments |
Disability-related retirement plan payments are typically included in the recipient’s taxable income. |
For first responders, excludes service-connected, disability pension payments (from a 401(a), 403(a), governmental 457(b), or 403(b) plan) from gross income after reaching retirement age up to an annualized excludable disability amount.
Effective for amounts received with respect to taxable years beginning after December 31, 2027. |
EARN Act Sec. C3 includes a similar provision. (Note that this benefit does not extend to survivor payments.)
Effective for amounts received with respect to taxable years beginning after December 31, 2027. |
Sec. 313. Individual retirement plan statute of limitations for excise tax on excess contributions and certain accumulations |
The Internal Revenue Code imposes excise taxes on excess contributions made to IRAs (Section 4973), failures to distribute RMDs from plans and IRAs (Section 4974), and prohibited transactions involving plans and IRAs (Internal Revenue Code Section 4975). The statute of limitations with respect to a tax liability for excess retirement contributions or other accumulations generally starts to run within 3 years after the tax return (or Form 5329 in certain cases) is filed, but if a return is never filed, the statute does not begin to run. |
For purposes of any excise tax imposed on excess contributions or on certain accumulations in connection with an IRA (Code section 4973 and 4974), provides that the applicable return to start the statute of limitation is the income tax return filed by the person on whom the tax is imposed for the year in which the act (or failure to act) giving rise to the liability for such tax occurred. The filing of Form 5329 is generally no longer required to start the statute of limitations.
For a person not required to file a return for that year, the statute of limitations begins on the date that the return would have been required to be filed.
Effective upon enactment. |
Not included. |
Sec. 314. Requirement to provide paper statements in certain cases |
ERISA requires plan administrators to periodically furnish participants and beneficiaries with statements describing the individual’s benefit under the plan. In defined contribution plans, benefit statements must be provided at least once each calendar quarter, if the participant has the right to direct investments, and at least once each calendar year in other cases. In defined benefit plans, benefit statements must generally be delivered at least once every 3 years.
DOL disclosure regulations include various document delivery safe harbors. DOL updated the disclosure regulations in 2020 to add 2 new additional safe harbors: (i) a 2002 safe harbor that applies only to individuals who generally either (a) have the ability
to effectively access electronic documents at work, where such access is an integral part of the individual’s duties; or (b) have consented to receiving documents electronically; and (ii) a 2020 safe harbor where the plan administrator complies with certain notice, access, and other requirements. |
Modifies the pension benefit statements requirement to generally require that:
– for a defined contribution plan, at least 1 statement must be provided on paper in written form for each calendar year; and
– for a defined benefit plan, at least 1 statement must be provided on paper every 3 years.
Exceptions allowed for plans that allow employees to opt in to e-delivery or plans that follow the 2002 safe harbor.
It also directs the Secretary to make changes by December 31, 2022 to the e-delivery rules to include certain participant protections.
Effective for plan years beginning after December 31, 2023. |
Not included. |
Sec. 315. Separate application of top heavy rules to defined contribution plans covering excludable employees |
Generally, for a defined contribution plan, the top heavy minimum contribution is 3% of the participant’s compensation. A defined contribution plan is top-heavy if the aggregate of accounts for key employees exceeds 60 percent of the aggregate accounts for all employees. If a plan is top-heavy, minimum contributions or benefits must be provided for non-key employees and, in some cases, faster vesting is required. |
Allows a top-heavy plan that covers otherwise excludable employees (e.g., the Internal Revenue Code’s age and service eligibility rules – age 21 and 1 year of service) and which meet the top-heavy minimum contribution rules testing only this group, to disregard this group from the top-heavy minimum contribution testing.
Effective for plan years beginning after date of enactment. |
EARN Act Sec. F2 includes a similar provision.
Effective for plan years beginning after date of enactment. |
Sec. 316. Repayment of qualified birth or adoption distribution limited to 3 years |
Following the SECURE Act, current law does not limit the period during which a qualified birth or adoption distribution (QBAD) may be repaid and qualify as a rollover contribution. |
Requires qualified birth or adoption distributions to be recontributed within 3 years of the distribution in order to qualify as a rollover contribution. (This aligns the rule with similar disaster relief provisions and simplifies plan administration.)
Effective as if included in section 113 of the SECURE Act. |
EARN Act Sec. H1 includes a similar provision.
Effective as if included in section 113 of the SECURE Act. |
Sec. 317. Employer may rely on employee certifying that deemed hardship distribution conditions are met |
Applicable Treasury regulations provide that hardship distributions may be made on account of an immediate and heavy financial need or an unforeseeable emergency. These needs are evaluated using facts and circumstances. (There is a streamlined hardship documentation approach that uses a self-certification process if certain requirements are met.) |
Allows employees to self-certify that they have had a safe harbor event that constitutes a deemed hardship for purposes of taking a hardship withdrawal from a 401(k) plan or a 403(b) plan.
The administrator can also rely on the employee’s certification that the distribution is not in excess of the amount required to satisfy the financial need.
A similar rule applies for purposes of unforeseeable emergency distributions from governmental Section 457(b) plans.
Effective for plan years beginning after December 31, 2022. |
The provision in EARN Act Sec. A13 is similar, except that it adds a qualifier of unless the plan administrator has actual knowledge to the contrary.
Effective for plan years beginning after the date of enactment. |
Sec. 318. Penalty-free withdrawals from retirement plans for individuals in case of domestic abuse |
N/A |
Permits certain penalty-free early withdrawals in the case of domestic abuse in an amount not to exceed the lesser of $10,000 or 50% of the value of the employee’s account under the plan.
In addition, such eligible distributions to a domestic abuse victim (defined in the bill) may be recontributed to applicable eligible retirement plans, subject to certain requirements. (This is similar to the QBAD provision.)
This also provides for an in-service distribution event for 401(k), 403(b), and governmental 457(b) plans.
Effective for distributions made after the date of enactment. |
EARN Act Sec. A14 includes a similar provision.
Effective for distributions made after the date of enactment. |
Sec. 319. Reform of family attribution rule |
Current law provides family attribution rules to address scenarios in which a person, such as a family member, is treated as having an ownership interest in a business. These rules take into account the laws on familial property ownership in a community property state. These rules are important for determining who is the employer and in the controlled group/affiliated service group for various testing and distribution rights. |
Adds special rules to address family attribution and to disregard community property laws for purposes of determining ownership of a business. To the extent these changes result in changes to the controlled group or affiliated service group, the Section 410(b)(6)(C) transition relief is available.
Effective for plan years beginning on or after the date of enactment. |
EARN Act Sec. F7 includes a similar provision.
Effective for plan years beginning on or after December 31, 2023. |
Sec. 320. Amendments to increase benefit accruals under plan for previous plan year allowed until employer tax return due date |
Current law provides a remedial amendment period for plans to meet qualification requirements. In general, a discretionary plan amendment (which would include an increase in benefit accruals) must be adopted by the end of the plan year in which it is effective. |
Allows plans to make discretionary plan amendments to increase benefits until the employer’s tax filing deadline (including extensions) for the taxable year in which the amendment is effective.
This applies to stock bonus, pension, profit-sharing, or annuity plan to increase benefits for the preceding plan year (other than increasing matching contributions).
Effective for amendments made in plan years beginning after December 31, 2023. |
EARN Act Sec. A15 includes a similar provision.
Effective for plan years beginning after the date of enactment. |
Sec. 321. Retroactive first year elective deferrals for sole proprietors |
Under section 201 of the SECURE Act, a Section 401(k) plan of a sole proprietor can be funded with employer contributions as of the due date for the business’s return, but the elective deferrals must be made as of December 31 of the prior year. |
For a sole proprietor’s first plan year (if the owner is the only employee), allows elective deferrals to be made by the tax filing due date (determined without regard to any extensions).
Effective for plan years beginning after enactment. |
EARN Act Sec. A16 includes a similar provision.
Effective for plan years beginning after enactment. |
Sec. 322. Limiting cessation of IRA treatment to portion of account involved in a prohibited transaction |
If an IRA owner or beneficiary engages in a prohibited transaction with respect to the IRA, the IRA loses its tax-favored status and ceases to be an IRA as of the first day of the taxable year in which the prohibited transaction occurs. As a result, the IRA is treated as distributing to the individual on the first day of that taxable year the fair market value of all of the assets in the account. |
Modifies the disqualification rule that applies when an IRA owner or beneficiary engages in a prohibited transaction so that only the portion of the IRA that is used in the prohibited transaction is treated as distributed to the individual.
Effective for taxable years beginning after enactment. |
Not included. |
Sec. 323. Review of pension risk transfer interpretive bulletin |
DOL Interpretive Bulletin 95-1 provides guidance for employers selecting an annuity provider for a defined benefit plan. |
Requires DOL to review Interpretive Bulletin 95-1 regarding pension risk transfers to determine whether amendments are warranted and to report to Congress its findings within 1 year of enactment. |
RISE & SHINE Act Sec. 105 contains a similar provision. |
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