401(k) Plan Design Services for Plan Sponsors Nationwide

Plan design consulting fees vary based on plan complexity and participant count, typically ranging from $2,000-$5,000 for initial design or redesign projects. Many plan sponsors find that optimized design saves tens of thousands annually through reduced testing costs, lower employer contributions in safe harbor plans, or avoided penalties. We provide transparent pricing with no hidden fees and offer free initial consultations to discuss your specific needs.

We generate over 90% of our revenue from corporate retirement plans, making us true specialists rather than generalists. As an independently owned firm, we provide unbiased recommendations without pressure to push proprietary products. All our advisors act as 3(21) or 3(38) named fiduciaries under ERISA, providing direct liability protection. We perform 10,000+ benchmarks annually with 450+ data points per analysis, ensuring your plan design is backed by comprehensive market data.

The right choice depends on your employee demographics and business goals. Safe harbor plans eliminate nondiscrimination testing but require mandatory employer contributions of at least 3% (basic match) or 4% (nonelective contribution). Traditional plans offer flexibility but may fail testing if highly compensated employees contribute significantly more than other participants. We analyze your specific workforce data to show exact cost comparisons and recommend the design that minimizes costs while meeting your objectives.

Initial plan design typically takes 2-4 weeks from consultation to final recommendations. Implementation timing depends on your plan year and amendment requirements. Mid-year changes to safe harbor status require specific timing and enhanced contributions. New plan establishment can be completed in 4-6 weeks. We manage all coordination with your TPA and recordkeeper to ensure smooth transitions and compliance with all deadlines.

Common warning signs include failed nondiscrimination testing, low employee participation rates below 60%, participant complaints about complicated match formulas, or concerns about whether your retirement benefits package competes effectively for talent. If you established your plan more than three years ago without reviewing design features, or if you're unsure about SECURE 2.0 compliance requirements, a comprehensive design review can identify opportunities for improvement. We offer complimentary assessments to evaluate your current plan structure.

Yes, we specialize in SECURE 2.0 compliance including the mandatory auto enrollment requirement affecting plans established after December 29, 2022. We ensure your plan document includes proper EACA or QACA provisions, help select default deferral percentages between 3-10% and auto increase schedules, prepare required participant notices 30-90 days in advance, and coordinate implementation with your recordkeeper. We also advise on exceptions for small businesses and exemptions for certain employee groups.