Key questions
Key questions every 401(k) plan sponsor should be asking.
Is your retirement plan still aligned with current best practices? If you have a good advisor, these are already handled. If not, there's almost certainly room to improve your plan — and lower its cost. Each one has a quick answer and a way to get help.
Most sponsors don't realize this is essentially free money sitting in the plan.
When employees leave before they're fully vested, the non-vested portion of employer contributions is forfeited back into the plan. Depending on your plan document, those balances can be used to reduce future employer contributions, pay plan administrative expenses, or be reallocated — but they must be applied appropriately and on time, or they create compliance concerns.
Free
money already in your plan
- Reduce future employer contributions
- Pay certain plan administrative expenses
- Reallocate to participants — or offset plan costs
- Recent IRS guidance emphasizes timely forfeiture use
Retirement readiness
Are your employees saving enough?
Many employees underestimate what they'll need. Try this lightweight check — benchmarked against the Fidelity age-based savings guidelines — then see how plan design can close the gap.
Are your employees saving enough?
A quick readiness check — adjust the inputs to see where things land.
Projected savings at 67
$399,352
≈ $15,974/yr in retirement income (4% rule) · 4.6× salary vs. a 10× Fidelity target
Your projected savings fall short of the Fidelity benchmark. Plan-design changes — auto-escalation, match optimization, or catch-up strategies — could make a meaningful difference.
Estimate only · assumes ~4.5% average annual real return. Not investment advice.
Want help with any of these?
Let's turn these questions into a stronger plan.
Pick any question above for a callback, or book 30 minutes with Bonnie to walk through your whole plan.
