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Built-in IRS protection.
Standard 401(k) plans must pass annual "nondiscrimination" tests—or face penalties. Safe Harbor plans are exempt. You're protected by design, not by luck.
Safe Harbor Season
Race to the deadline:
Set up a Safe Harbor 401(k).
Small businesses can get up to 100% of their Safe Harbor startup costs covered through SECURE Act 2.0 tax credits.1 Act before September 16 to start your plan for 2026.
Predictable contributions.
You commit to a defined employer match or contribution upfront. No surprises, no end-of-year corrections. Employees (and your accountant) know exactly what to expect.
A benefit that competes.
86% of workers say a retirement plan is a must-have benefit. A Safe Harbor plan lets you offer what large employers offer without the large employer overhead.
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Limited Time Offer
$0 base fees through year-end.
Start an eligible Safe Harbor plan before August 31, 2026, and pay $0 in base fees through December 31, 2026. Save up to $175/month, up to $700 total.
Sign within 48 hours of getting started, and your setup fee is waived too—that is up to an additional $750 in savings.
Find the right Safe Harbor plan for your business.
All Safe Harbor 401(k) plans automatically pass most IRS nondiscrimination tests. The difference is in how you contribute.
Basic Match
Enhanced Match
3% Non-Elective
QACA
How it works
Match 100% on first 3% saved + 50% on next 2%
Match at least equal to basic; common formula: 100% match on first 4% saved
Contribute 3%+ of every eligible employee's pay, whether or not they contribute
Auto-enrollment + match or non-elective contribution; allows up to 2-year vesting
Max employer match
Up to 4%+ of pay
Up to 4%+ of pay
3%+ of all eligible pay
Up to 3.5% (match) or 3%+ (non-elective)
Employee must contribute?
Yes
Yes
No
No (auto-enrolled)
Vesting
Immediate
Immediate
Up to 2-year cliff
Immediate
Best for
Competitive benefit, employee retention
Competitive benefit, employee retention
Boosting participation + retention tool
Simplicity; smaller teams
Passes ADP/ACP?
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