For technology companies
A 401(k) for a growing team.
Engineers and early employees who compare benefits closely, and a headcount that can change fast. A clear proposal shows a plan that fits, what it costs and who does the work.
What a good proposal shows.
Costs in writing
Administrative and investment fees, set beside the services you receive.
A fit for owners and staff
Plan options weighed against how fast you're hiring, how many people earn high salaries and how much the founders want to save.
Clear responsibilities
Who handles setup, payroll, recordkeeping, testing and filings, and what stays with the company.
What's different for technology companies.
The parts of a plan that matter most in your line of work.
A team of high earners
When many employees earn high salaries, testing can limit what the highest earners contribute. A safe harbor design can provide relief from certain nondiscrimination tests.
Hiring fast
401(k) plans set up after December 29, 2022 generally have to enroll new employees automatically, unless they opt out. Businesses with 10 or fewer employees, or in business for less than three years, are exceptions.
Your first plan
Federal tax credits can offset part of the cost of starting a 401(k), depending on your size and the plan's features.
Who qualifies for the creditsCommon questions.
Is a safe harbor plan right for a startup?
We already have a plan. Can you compare it?
More questions about cost, switching and plan rules
- 26 U.S.C. 414A, Requirements related to automatic enrollment, text via Cornell Law School's Legal Information Institute, read Oct 20, 2026.
- Cost comparisons depend on each plan's services and written fee disclosures. The proposal and applicable agreements identify the advisory entity, provider responsibilities and fees.
See a plan in writing.
Tell us about the company and what a written proposal should cover.