For Employers |
Employer-Sponsored Retirement Plans
As you know, good benefits play a major role in attracting and holding talented employees. A carefully considered retirement plan is key – not only to keeping your employees happy, but to providing you with a tax-advantaged method of saving for your own retirement. There are many types of plans, and the rules on employer-sponsored retirement plans are complex. Your financial professional can help you determine which plan will work best for your business. You should also obtain assistance from your tax advisor and/or attorney.
Defined Contribution Plans
These include profit-sharing plans, 401(k), Safe Harbor 401(k), Money Purchase plans and Age-Weighted/New Comparability Plans. They work for all types of businesses. Contributions are made by the employee and/or employer.
Defined Benefit Plans
These also can work for all types of businesses and are especially attractive to companies with key employees over the age of 50 who have significant excess cash. Contributions are made by the employer. These types of plans allow the highest contributions and tax deductions.
Simplified Employee Pensions (SEP)
Simplified Employee Pensions are a good fit for sole-proprietors or businesses with only a few employees. They are simple, easy to set up and maintain, and have flexible contribution options. The employer makes the contributions for all employees.
Simple IRA
Savings Incentive Match Plans for Employees are IRAs that work best for businesses with no more than 100 employees. Both employees and employer may contribute. Administration of the plan is relatively simpler than with a 401(k).
Non-Qualified Deferred Compensation Plans
These plans provide desirable rewards for highly compensated key employees. They allow additional savings and potentially higher retirement income. Not all employees are offered this benefit, but the plans are not subject to discrimination testing. A further discussion of these plans can be found on our Executive Benefits page.
Product |
Features |
Retirement Strategies |
Designed for the small to mid size 401(k) plan market. Robust participant support and plan administration tools |
The EQUI-VESTSM Series |
Designed for employees of state, county and local government agencies, as well as tax-exempt organizations, schools, colleges and universities, hospitals and 501(3)(c) organizations. Plans are also available for self-employed and small business owners. |
Please be advised that this content is not intended as legal or tax advice. Accordingly, any tax information provided in this document is not intended or written to be used, and cannot be used, by any taxpayer for the purpose of avoiding penalties that may be imposed on the taxpayer. The tax information was written to support the promotion or marketing of the transaction(s) or matter(s) addressed and you should seek advice based on your particular circumstances from an independent tax advisor.
Securities are offered through AXA Advisors, LLC (member SIPC). AXA Advisors, LLC does not provide legal or tax advice.
The proposed "in-plan guarantee" concept would include an annuity. Annuities are long-term financial products designed for retirement purposes. In essence, annuities are contractual agreements in which payment(s) are made to an insurance company, which agrees to pay out an income or a lump sum amount at a later date. There are contract limitations and fees and charges associated with annuities, which can include, but are not limited to, mortality and expense risk charges, sales and withdrawal charges, administrative fees, and charges for optional benefits.
Amounts in equity-based investments are subject to fluctuation in value and market risk, including loss of principal.
Guarantees would be based on the claims-paying ability of AXA Equitable Life Insurance Company.
Annuity products are issued by AXA Equitable Life Insurance Company (NY,NY) and securities are offered through affiliate AXA Advisors, LLC (member SIPC).
