Understanding the Impact of the SECURE 2.0 Act on Employer Retirement Plans in 2024

John Crochet • April 24, 2024

In the ever-evolving landscape of retirement planning, staying abreast of legislative changes is paramount for employers seeking to provide robust retirement benefits to their employees. One such legislative update making waves in 2024 is the SECURE 2.0 Act, a successor to the original SECURE Act of 2019. This new iteration introduces several key provisions aimed at enhancing access to retirement plans, fostering savings habits, and offering greater flexibility for savers. Let's delve into some of the significant changes that employers should take note of:


1. Expanded Auto-Enrollment Features: The SECURE 2.0 Act encourages greater participation in retirement plans by expanding auto-enrollment features. Employers will have the option to automatically enroll employees in retirement plans, with the default contribution rate gradually increasing over time. This provision aims to address the issue of under-saving by nudging employees towards building their retirement nest eggs.


2. Increased Access to Multiple Employer Plans (MEPs): MEPs allow small businesses to band together to offer retirement plans to their employees, thereby leveraging economies of scale and reducing administrative burdens. The SECURE 2.0 Act expands access to MEPs by easing certain regulatory requirements, making it more appealing for smaller employers to participate. This broader access could lead to more widespread adoption of retirement plans among small businesses, benefiting both employers and employees.


3. Enhanced Portability of Retirement Savings: A key concern for many employees is the portability of their retirement savings when changing jobs. The SECURE 2.0 Act addresses this issue by facilitating the transfer of retirement account balances between employer-sponsored plans and individual retirement accounts (IRAs). This portability feature provides employees with greater control over their retirement savings and reduces the likelihood of leakage or cashing out when transitioning between employers.


4. Introduction of Lifetime Income Options: To address the challenge of ensuring financial security throughout retirement, the SECURE 2.0 Act promotes the inclusion of lifetime income options within retirement plans. These options, such as annuities or other income-generating vehicles, provide retirees with a steady stream of income throughout their golden years, shielding them from the risk of outliving their savings. By offering these options within employer-sponsored plans, employees can better plan for a secure and comfortable retirement.


5. Expansion of Catch-Up Contributions: For individuals nearing retirement age, catch-up contributions are a valuable tool for accelerating retirement savings. The SECURE 2.0 Act increases the age at which individuals can make catch-up contributions to their retirement accounts, allowing older workers to bolster their savings in the crucial years leading up to retirement. This expansion enables employees to make up for lost time and bridge any gaps in their retirement preparedness.


In summary, the SECURE 2.0 Act represents a significant milestone in the ongoing effort to improve retirement security for American workers. By implementing these provisions, employers can play a pivotal role in facilitating greater access to retirement plans, promoting savings behavior, and offering more flexibility and security for their employees' golden years. As we navigate the evolving landscape of retirement planning, staying informed and proactive will be essential for employers seeking to empower their workforce towards a financially secure future.


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The Future of PEOs: Growth, Noise, and the Fight for Clarity

By John Crochet • April 28, 2026
The PEO industry isn’t going anywhere. In fact, it’s growing. But growth doesn’t always mean improvement. Over the next 3 to 5 years, the PEO space is going to become more crowded, more competitive, and more confusing for the very businesses it’s supposed to help. Let me explain. The Industry Is Growing… But So Is the Noise More PEOs. More brokers. More posts. More promises. From the outside, it’s starting to look like everyone offers the same thing: Payroll, benefits, HR, compliance. Different logos. Same message. And when everything sounds the same… Decision-making gets harder, not easier. The Shift from Vendor to Partner The days of “just run payroll and handle HR” are fading. Today’s businesses need more: Guidance on rising healthcare costs Help navigating compliance Support with hiring and retention Technology that actually works The PEOs that win in the future will not be the ones that sell the most. They will be the ones who operate the best and advise the strongest. Technology Will Separate the Good from the Great AI and HR tech are raising expectations quickly. Clients want: Real-time data Clean reporting Seamless systems The gap between modern platforms and outdated ones is widening. 👉 Some PEOs will evolve. 👉 Others will get exposed. Pricing Transparency Is Coming For years, the industry has leaned on bundled pricing. One number. All included. Don’t ask too many questions. That’s changing. More business owners are starting to ask: What am I really paying for workers’ comp? What are the actual benefit premiums? How much is the admin fee vs. everything else? And when those questions get asked… 👉 Things start to surface. Consolidation Will Continue Private equity and acquisitions are not slowing down. Larger PEOs will continue to grow through acquisition. But here’s the tradeoff: Bigger doesn’t always mean better Service can suffer Pricing discipline tightens This creates an opportunity for: ] Niche PEOs Regional providers Independent advisors The Market Is Fragmenting There is no longer a “one size fits all” PEO. You’ll see more specialization: Industry-focused providers Risk-specific solutions Hybrid models combining PEO and open market options Which sounds great… until you’re the business trying to figure out which one is right. The Biggest Risk: Commoditization The biggest threat to the industry is not regulation. It’s not competition. It’s commoditization. When decisions are made based on: Lowest admin fee Familiar name Who showed up first 👉 The wrong decisions get made. And when that happens, businesses don’t just overpay… They underperform. Where This Is Headed Over the next few years, the PEO industry will split into two clear paths: The Leaders Transparent pricing Strong operations Consistent service Advisory-driven approach Consolidation Will Continue Private equity and acquisitions are not slowing down. Larger PEOs will continue to grow through acquisition. But here’s the tradeoff: Bigger doesn’t always mean better Service can suffer Pricing discipline tightens This creates an opportunity for: Nche PEOs Regional providers Independent advisors The Market Is Fragmenting There is no longer a “one size fits all” PEO. You’ll see more specialization: Industry-focused providers Risk-specific solutions Hybrid models combining PEO and open market options Which sounds great… until you’re the business trying to figure out which one is right. The Biggest Risk: Commoditization The biggest threat to the industry is not regulation. It’s not competition. It’s commoditization. When decisions are made based on: : Lowest admin fee Familiar name Who showed up first 👉 The wrong decisions get made. And when that happens, businesses don’t just overpay… They underperform. Where This Is Headed Over the next few years, the PEO industry will split into two clear paths: The Leaders Transparent pricing Strong operations Consistent service Advisory-driven approach The Rest Price-driven selling Opaque structures Inconsistent delivery High turnover on service teams The Role of the Independent Advisor As the market gets louder and more complex… clarity becomes more valuable. That’s where independent advisors come in. Not to sell a PEO. But to: Break down the numbers Compare real options Keep providers honest Help businesses make informed decisions Final Thought The PEO industry is a powerful solution when it’s done right. But in a market full of noise, growth, and competing messages… 👉 The real advantage will not come from choosing a PEO. 👉 It will come from choosing the right one for the right reasons. John Crochet, Independent PEO Advisor, MPower Partners, Redefining HR Solutions The Rest Price-driven selling Opaque structures Inconsistent delivery High turnover on service teams The Role of the Independent Advisor As the market gets louder and more complex… clarity becomes more valuable. That’s where independent advisors come in. Not to sell a PEO. But to: Break down the numbers Compare real options Keep providers honest Help businesses make informed decisions Final Thought The PEO industry is a powerful solution when it’s done right. But in a market full of noise, growth, and competing messages… 👉 The real advantage will not come from choosing a PEO. 👉 It will come from choosing the right one for the right reasons . John Crochet, Independent PEO Advisor, MPower Partners, Redefining HR Solutions

SMB Leaders: Are You Aware of the HR Risk and Compliance Challenges You Face?

By John Crochet • January 17, 2025
As a small or mid-sized business (SMB) leader, you juggle many responsibilities, and HR compliance is likely one of the most complex. The web of federal, state, and local regulations can be overwhelming. Yet, staying compliant isn’t optional, protecting your business from penalties, lawsuits, and operational disruptions is essential. Let’s explore some common HR risk and compliance issues you may encounter and how to address them effectively. Common HR Risk and Compliance Challenges Recruiting for an Open Position Complying with anti-discrimination laws, such as Title VII of the Civil Rights Act, is crucial during the hiring process. Employers must avoid biases based on race, gender, age, or other protected categories. Fair Labor Standards Act (FLSA) The FLSA sets minimum wage, overtime, and recordkeeping standards. Misclassifying employees as exempt or non-exempt can lead to significant legal trouble. Onboarding a New Hire I-9 verification, tax documentation, and providing mandatory notices (such as workers' compensation information) are just a few onboarding requirements to consider. Providing Employee Benefits The Affordable Care Act (ACA) mandates that businesses meeting certain criteria offer health insurance to employees. Non-compliance can result in hefty penalties. Issuing W-2s and Meeting IRS Deadlines The IRS requires accurate and timely filing of W-2 forms for all employees. Missing deadlines can result in fines. Offering a Retirement Plan The Employee Retirement Income Security Act (ERISA) sets standards for retirement plan administration and fiduciary responsibilities. Mismanagement can lead to compliance violations. Reacting to a Workplace-Related Injury OSHA requires that workplace injuries be properly recorded and reported. Failure to comply can lead to fines and increased scrutiny. Handling Leave Requests Laws like the Family and Medical Leave Act (FMLA) and various state-specific leave regulations require proper handling of leave requests, including those for maternity or medical reasons. Providing Bonuses The IRS governs how bonuses must be taxed. Mismanagement of bonus taxation can lead to penalties for both employers and employees. Paying a Departing Employee The FLSA, along with state laws, dictates when final paychecks must be issued. Late or incomplete payments can trigger legal action. What Does HR Compliance Do? HR compliance ensures your business adheres to all applicable employment laws and regulations. It safeguards your company from financial risks, protects your employees’ rights, and fosters a positive workplace culture. How Do You Ensure HR Compliance? Ensuring HR compliance begins with awareness of the laws and regulations that apply to your business. Here’s how you can stay on track: Create an HR Compliance Checklist Develop a detailed checklist covering all critical areas of compliance, including recruiting, onboarding, payroll, benefits, workplace safety, and termination processes. Develop an HR Compliance Strategy Embed compliance into your company’s culture and processes. Regularly update your policies to reflect changes in the law and provide training for your staff. Invest in HR Technology Modern HR technology and human capital management (HCM) systems can streamline compliance efforts by automating recordkeeping, tax filings, and benefits administration. However, these systems can be costly for SMBs. How a PEO Can Help with HR Compliance Engaging a Professional Employer Organization (PEO) can be a game-changer for SMBs. When you partner with a PEO, you gain access to: Integrated HR Technology State-of-the-art systems improve compliance, boost productivity, and streamline processes from hire to retire, all while offering self-service features for employees. Expert HR Guidance PEOs provide access to a team of HR professionals who offer tailored advice on regulatory compliance, reducing your risk and workload. Cost-Effective Solutions With a PEO, SMBs can leverage enterprise-level resources at a fraction of the cost, ensuring compliance without breaking the bank. Gain Peace of Mind with MPower Partners At MPower Partners, we specialize in helping SMBs find the right PEO that understands your industry and unique needs. We’ll guide you to a solution that ensures compliance, streamlines operations, and frees you to focus on growing your business. Reach out to us today to explore how a PEO partnership can give you peace of mind and more time to lead your business with confidence. www.mpowerpartnersinc.com

Peo Evaluation Guide

By John Crochet • January 10, 2025
Questions to Evaluate When Assessing Your PEO Choosing a new Professional Employer Organization (PEO) is a significant decision, and switching PEOs without identifying the root issues can lead to recurring problems. It can also result in wasted time, money, and effort. Before making a move, it’s crucial to evaluate your current PEO arrangement. Here are key questions to guide your evaluation: 1. Am I Getting the Best Price I Can Get? This is often the first question businesses ask, but it’s also one of the most challenging to answer. Pricing in the PEO industry can be complex, with bundled services and varied fee structures. Conducting an annual PEO evaluation can help confirm if you’re getting competitive pricing or if adjustments need to be made. Even if you stay with your current PEO, this review can provide leverage for negotiating better terms. 2. Does My PEO Respond to My Needs Promptly? Surprisingly, many businesses cite the availability and responsiveness of their PEO’s HR representative as a major pain point. A strong PEO-client relationship relies on effective communication. Evaluate whether your PEO is quick, responsive, and proactive in addressing your needs. If not, it might be time to reconsider your provider. 3. Do I Need Better Accounting Features? Modern PEOs use advanced technology and software to streamline processes. These tools save time and money, which is one of the primary reasons for partnering with a PEO. If your PEO’s accounting features are outdated or inefficient, you may not be receiving the value you expect. 4. Is My Billing Transparent and Understandable? Do you know exactly how your PEO fees are calculated and what services you’re paying for? If your billing is unclear, it’s easy to overpay for unnecessary services. Ensure your PEO provides clear and detailed billing statements to help you track costs accurately. 5. Am I Taking Advantage of All the HR Services I’m Paying For? Sometimes, companies purchase a suite of PEO services but fail to use them all. Identify your business’s specific needs and consider whether you’re fully utilizing the services you’re paying for. If not, explore the option of selecting services a la carte to better align with your goals. 6. Does My PEO Help My Business Operate More Efficiently? If your PEO is causing more headaches than solutions, it’s time to reevaluate. The goal of partnering with a PEO is to simplify HR and administrative processes, not add unnecessary complexity. 7. Does My PEO Make a Lot of Mistakes? Mistakes in payroll, compliance, or documentation can be costly and damaging. A reliable PEO minimizes risk and ensures compliance. If your current provider consistently makes errors, it’s a clear sign you need a change. Common Concerns Businesses Have About Their PEO Here are a few of the most frequent issues businesses face with their PEOs: I want more efficiency. I want better communication and responsiveness. I want to ensure I have the best pricing. I am unhappy with payroll technology. There are too many mistakes. We are not using all the services we’re paying for. I want billing transparency. I need better accounting features. I want a local HR representative. I want to save on health insurance costs. I want to cut costs/fees or see where I can save. The Value of an Annual PEO Evaluation An annual PEO evaluation is a powerful tool to ensure your provider aligns with your business’s needs. It can help you: Confirm if you’re partnered with the right PEO. Identify areas for cost savings and improved service. Provide a strategy for negotiating better terms or transitioning to a new PEO if necessary. Conclusion Partnering with the right PEO is essential to streamlining your business operations and reducing costs. However, without proper evaluation, you risk facing the same issues repeatedly. By asking these questions and conducting regular reviews, you’ll ensure your PEO partnership drives value and supports your business’s goals. If you’re considering a PEO evaluation or need guidance on finding the best PEO for your needs, I’d be happy to help. Let’s discuss how you can optimize your HR and administrative processes for greater success.

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