As we have previously reported, the IRS released Notice 2024-2 on December 20, 2023, providing welcome guidance on a select number of provisions affecting qualified retirement plans, including 401(k) plans, under the SECURE 2.0 Act (SECURE 2.0).
Beginning with this blog, we will be addressing a few of the more prominent provisions contained in the Notice that are most likely to impact the majority of 401(k) plans, beginning with new automatic enrollment provisions.
Under SECURE 2.0, effective on and after January 1, 2025, automatic enrollment is required for most (but not all) new 401(k) plans that were โestablishedโ (see below) after December 29, 2022. Automatic enrollment arrangements, of which there are several varieties, generally automatically enroll new eligible employees in the companyโs 401(k) plan unless the employees affirmatively opt out of participation. (More information about automatic enrollment arrangements is available on the Dashboard.)
The Notice makes the following clarifications:
SECURE 2.0 permits employers to offer eligible employees โde minimis financial incentivesโ in exchange for their decision to contribute to the companyโs 401(k) plan, effective for plan years beginning in 2023. The Notice clarifies that:
Under SECURE 2.0, a terminally ill individual is permitted to take an in-service distribution without being subject to the generally applicable 10% early withdrawal penalty, effective for distributions made on and after December 29, 2022. The Notice makes the following clarifications:
This does not cover all of the provisions of Notice 2024-2 that may be of interest to 401(k) plan sponsors and administrators. We will be following up with additional blogs discussing additional topics contained in Notice 2024- 2 shortly.
DISCLAIMER: This article is intended as a general overview of certain select provisions of Notice 2024-2 as it affects most 401(k) plans and is not meant to offer a comprehensive analysis of the provisions mentioned, or to address other provisions contained in the Notice, including provisions applicable to other types of retirement plans (such as defined benefit plans, governmental plans or 403(b) plans). As always, be sure to consult with your own ERISA attorney or other professional advisor for individualized advice with respect to your planโs unique situation.