Just before the Christmas holiday, the Internal Revenue Service issued long-awaited guidance on various provisions under the Setting Every Community Up for Retirement Enhancement (Secure) 2.0 Act. The guidance, which comes in a question-and-answer format, addresses some provisions that are already effective and others that will become effective in the coming year or shortly thereafter.
Most of the guidance is applicable to any sponsor of a retirement plan and addresses issues such as employer Roth contribution requirements, mandatory auto-enrollment rules, the de minimis financial incentive provision and the new terminally ill exception to the 10% penalty for early distributions.
Both employers and employees should pay close attention to the guidance to fully understand their rights and responsibilities.
Employer Roth Contributions
The Secure Act created an option to allow employees to elect to treat employer-matching contributions to 401(k)s as Roth contributions, which are made on an after-tax basis and are tax-free when withdrawn.
Under the new guidance, the IRS has clarified that participants must be allowed to make a Roth election at least once per year. Presumably, that election could cover all employer-matching contributions made throughout the year. The participant must be fully vested in order to make the Roth election, and the plan is still entitled to have a vesting schedule.
Contributions are subject to income tax in the year of contribution but are not subject to employment taxes. Contributions are reported as in-plan rollovers in Form 1099-R.
A plan may also be permitted to allow only employer Roth contributions without also allowing employee Roth deferrals.
Grandfathering Rules for Mandatory Auto-Enrollment
Secure 2.0 created a mandatory auto-enrollment rule for retirement plans with a cash or deferred arrangement. However, arrangements that were established before Dec. 29, 2022, are grandfathered and thus exempt from the new rule.
The IRS clarified that when two plans that are grandfathered merge, grandfathered status will not be lost. Further, a plan will not lose grandfathered status by merging with another plan maintained by more than one employer if that plan includes a grandfathered cash or deferred arrangement.
