Retirement Planning represents the “Long-Term Capital Continuity” layer of your business architecture. We move beyond basic 401(k) setup to delivering Fiduciary-Grade Wealth Engines. By synchronizing plan selection with 2026 SECURE Act 2.0 compliance—including mandatory Roth catch-ups for high-earners and auto-enrollment mandates—we ensure your employees are positioned for financial independence while shielding your organization from ERISA-related liability.

Plan Selection & Strategic Architecture: The Fiduciary Fit

• The Depth: we move from “off-the-shelf” plans to Custom Plan Design. In 2026, we architect the optimal retirement vehicle for your multi-entity structure—whether it’s a Safe Harbor 401(k) to allow high-earners like yourself to maximize contributions, or a SIMPLE IRA for smaller growth units. We focus on “Plan Optimization,” selecting features like Auto-Enrollment (3–10%) and Auto-Escalation which, under 2026 rules, are now mandatory for most new plans established after 2022.
• The Outcome: Verified Plan Efficacy. You gain a retirement structure that maximizes tax-advantaged savings for your team while qualifying for up to $16,500 in 2026 Small Business Tax Credits to offset administrative costs.

Employee Education & Financial Literacy: The Empowerment Layer

• The Defense: A benefit is only valuable if it is understood; we architect High-Fidelity Learning Sessions. We move beyond boring webinars to Individualized Retirement Roadmaps. We educate your team on the 2026 contribution limits, including the $24,500 employee deferral cap and the new “Super Catch-up” of $11,250 for those aged 60–63. We focus on “Roth vs. Pre-tax” strategy—vital for your high-earners (those making $150k+) who, as of 2026, are required to make catch-up contributions on a Roth basis.
• The Outcome: Hardened Financial Security. You receive a workforce that is not only enrolled but actively managing their futures, resulting in higher participation rates and a competitive “Total Rewards” profile.

Investment Management & Oversight: The Growth Shield

• The Defense: We believe in “Institutional-Grade Stewardship”; we architect Rigorous Fund Governance. We move beyond high-fee mutual funds to low-cost, high-performance index funds and Target-Date Funds (TDFs). We manage:
  • Fund Vetting: Selecting “Institutional Class” shares to lower internal expense ratios.
  • Fiduciary Monitoring: Regularly auditing fund performance to ensure they remain “Best-in-Class.”
  • Risk Mitigation: Rebalancing portfolios to protect against 2026 market volatility, ensuring your team’s capital is preserved.
• The Outcome: Maximized Compound Growth. You gain a portfolio that typically saves employees 0.50% to 1.0% in annual fees, which can lead to hundreds of thousands of dollars in additional wealth over a career.

Industry-Standard Pricing Guide (2026)

Pricing for Retirement Planning is typically a combination of Provider Base Fees, Per-Participant Fees, and Investment Advisory (AUM) fees.