PROFIT SHARING PLANS FOR SMALL BUSINESSES
| PROFIT SHARING PLANS FOR SMALL BUSINESSES |
| Profit Sharing Plans for Small Businesses is a joint project of the U.S. Department of Labor’s Employee Benefits Security Administration (EBSA) and the Internal Revenue Service. To view this and other EBSA publications, visit the agency’s website. To order publications or speak with a benefits advisor, contact EBSA electronically. Or call toll free: 866-444-3272 This material will be made available in alternative format to persons with disabilities upon request: Voice phone: (202) 693-8664 TTY: (202) 501-3911 This booklet constitutes a small en ti ty compliance guide for pur pos es of the Small Business Regulatory Enforcement Fairness Act of 1996. |
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Why Profit Sharing Plans?
For small businesses considering a retirement plan, profit sharing plans can be a powerful tool in
promoting financial security in retirement, providing benefits to employees and their employers.
A profit sharing plan is a type of plan that gives employers flexibility in designing key features. It
allows you to choose how much to contribute to the plan (out of profits or otherwise) each year,
including making no contribution for a year. Profit sharing plans have additional advantages:
n Can help attract and keep talented employees
n Benefit rank-and-file employees and owners/managers
n The Federal Government and most state governments generally don’t tax contributions and
earnings until they are distributed
n May allow participants to take their benefits with them when they leave the company, easing
administrative responsibilities
This booklet highlights some of a profit sharing plan’s advantages and some of your options and
responsibilities as an employer operating a profit sharing plan. For more information, a list of
resources for you and for your prospective plan participants is included at the end of this booklet.
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| Establishing a Profit Sharing Plan When you establish a profit sharing plan, you must take certain basic actions. One of your first decisions will be whether to set up the plan yourself or to consult a professional or financial institution – such as a bank, mutual fund provider, or insurance company – to help you establish and maintain the plan. In addition, there are four initial steps for setting up a profit sharing plan: n Adopt a written plan document, n Arrange a trust for the plan’s assets, n Develop a recordkeeping system, and n Provide plan information to eligible employees. Adopt a written plan document – Plans begin with a written document that serves as the foundation for day-to-day plan operations. If you hired someone to help with your plan, that person likely will provide the document. If not, consider getting assistance from a financial institution or retirement plan professional. In either case, you will be bound by the terms of the plan document. A profit sharing plan allows you to decide (within limits) from year to year whether to contribute for participants. The plan document will need a set formula to determine how any contributions are allocated to participants’ accounts. Your contributions to the plan can be subject to a vesting schedule which provides that an employee’s right to employer contributions becomes nonforfeitable only after a specified period of time. You may need to run annual testing to ensure that contributions for rank-and- file employees are proportional to contributions for owners and managers. Once you decide on a profit sharing plan for your company, you will have flexibility in choosing some of the plan’s features, such as when and which employees can participate. Other plan features are required by law. For instance, the plan document must describe how certain key functions are carried out, such as how contributions are deposited in the plan. Unless it includes a 401(k) cash or deferred feature, a profit sharing plan does not usually allow employees to contribute. If you want to include employee contributions, see 401(k) Plans for Small Businesses (Publication 4222). A profit sharing plan is for employers of any size. Arrange a trust for the plan’s assets – A plan’s assets must be held in trust to assure that the assets are used solely to benefit the participants and their beneficiaries. The trust must have at least one trustee to handle contributions, plan investments, and distributions. Since the financial integrity of the plan depends on the trustee, selecting a trustee is one of the most important decisions you will make in establishing a profit sharing plan. If you set up your plan through insurance contracts, the contracts do not need to be held in trust. Develop a recordkeeping system – An accurate recordkeeping system will track and properly attribute contributions, earnings and losses, plan investments, expenses, and benefit distributions. This will also help to track participants to provide their benefits. If a contract administrator or financial institution assists in managing the plan, that entity typically will help keep the required records. In addition, a recordkeeping system will help you, your plan administrator, or your financial provider prepare the plan’s annual return/report that must be filed with the Federal Government. 2 U.S. DEPARTMENT OF LABOR |
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Provide plan information to employees eligible
to participate – You must notify employees
who are eligible to participate in the plan
about certain benefits, rights, and features. In
addition, a Summary Plan Description (SPD)
must be provided to all participants. The SPD is
the primary vehicle to inform participants and
beneficiaries about the plan and how it operates.
It typically is created with the plan document.
(For more information on the required contents
of the SPD, see Disclosing Plan Information to
Participants.)
Operating a Profit Sharing
Plan
Once you establish a profit sharing plan, you
assume certain responsibilities in operating it. If
you hired someone to help set up your plan, that
arrangement also may include help in operating
the plan. If not, you’ll need to decide whether to
manage the plan yourself or to hire a professional
or financial institution – such as a bank, mutual
fund provider, or insurance company – to take care
of some or most aspects of operating the plan.
Elements of operating profit sharing plans include:
n Participation
n Contributions
n Vesting
n Nondiscrimination
n Investing profit sharing plan money
n Fiduciary responsibilities
n Disclosing plan information to participants
n Reporting to government agencies
n Distributing plan benefits
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Participation
Typically, a plan includes a mix of rank-and-file employees and owners/managers. However, a profit
sharing plan may exclude some employees if they:
n Are younger than 21,
n Have completed less than one year of service (2 years in certain plans),
n Are covered by a collective bargaining agreement, if retirement benefits were the subject of
good faith bargaining, or
n Are certain nonresident aliens.
Contributions
In a profit sharing plan, you can decide how much your business will contribute to participants’
accounts in the plan. You can change the amount of contributions each year, according to business
conditions, and can even contribute nothing.
The plan document will need a set formula to determine how any contributions you make are
allocated to participants’ accounts. The simplest, and most common, allocation formula specifies that
the employer contribution is allocated so that each participant receives an amount that is the same
percentage of their compensation.
Contribution Limits
Contributions and forfeitures (nonvested employer contributions of terminated participants) are subject
to a per-participant annual limit which is the lesser of:
n 100 percent of the participant’s compensation, or
n $57,000 for 2020 and $58,000 for 2021.
If you, the employer, make contributions to a profit sharing plan, you can deduct up to 25 percent of
the compensation paid during the taxable year to all participants.
Vesting
Your contributions to the plan can either be fully vested (nonforfeitable) when made or they can vest
over time according to a vesting schedule.
If you require 2 years of service to participate, all contributions are immediately vested. All
participants must be vested according to plan terms.
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Nondiscrimination
To preserve the tax benefits of a profit sharing
plan, the plan must provide substantive benefits
for rank-and-file employees, not just business
owners and managers. These requirements are
called nondiscrimination rules and compare both
plan participation and contributions of rank-and-
file employees to owners/managers.
Traditional profit sharing plans are subject to
annual testing to ensure that the amount of
contributions made for rank-and-file employees is
proportional to contributions made for owners and
managers. If you allocate a uniform percentage of
compensation to each participant, then no testing
is required because your plan automatically
satisfies the nondiscrimination requirement.
Investing Profit Sharing Plan
Money
After you decide on a profit sharing plan, you can consider the variety of investment options. In
designing a plan, you will need to decide whether to permit your employees to direct the investment
of their accounts or to manage the monies on their behalf. If you choose the former, you must decide
what investment options to make available to the participants. Depending on the plan design you
choose, you may want to hire someone either to determine the investment options or to manage the
plan’s investments. Continually monitoring the investment options ensures that your selections remain
in the best interests of your plan and its participants.
Fiduciary Responsibilities
Many of the actions needed to operate a profit sharing plan involve fiduciary decisions. This is true
whether you hire someone to manage the plan for you or do some or all of the plan management
yourself. Controlling the assets of the plan or using discretion in administering and managing the plan
makes you and the entity you hire a plan fiduciary to the extent of that discretion or control. Providing
investment advice for a fee also makes someone a fiduciary. Hiring someone to perform fiduciary
functions is itself a fiduciary act. Thus, fiduciary status is based on the functions performed for the
plan, not a title.
Some decisions for a plan are business decisions, rather than fiduciary decisions. For instance, the
decisions to establish a plan, to include certain features in a plan, to amend a plan, and to terminate a
plan are business decisions. When making these decisions, you are acting on behalf of your business,
not the plan, and therefore, you would not be a fiduciary. However, when you take steps to implement
these decisions, you (or those you hire) are acting on behalf of the plan and, in carrying out these
actions, may be a fiduciary.
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Basic Responsibilities
Fiduciaries are in a position of trust with respect to the participants and beneficiaries in the plan. The
fiduciary’s responsibilities include:
n Acting solely in the interest of the participants and their beneficiaries;
n Acting for the exclusive purpose of providing benefits to workers participating in the plan and
their beneficiaries, and defraying reasonable plan expenses;
n Carrying out duties with the care, skill, prudence, and diligence of a prudent person familiar
with such matters;
n Following the plan documents; and
n Diversifying plan investments.
These are the responsibilities that fiduciaries need to keep in mind as they carry out their duties. The
responsibility to be prudent covers a wide range of functions needed to operate a plan. Since all these
functions must be carried out in the same manner as a prudent person would, you may want to consult
experts in investments, accounting and other fields, as appropriate.
The plan must designate a fiduciary, typically the trustee, to make sure that contributions due to the
plan are transmitted. If the plan and other documents are silent or ambiguous, the trustee generally
has this responsibility. In addition, you (or those you hire) will need to update the plan document for
changes in the law.
Limiting Liability
With these responsibilities, there is also some potential liability. However, you can take actions to
demonstrate that you carried out your responsibilities properly and to limit your liability.
The fiduciary responsibilities cover the process used to carry out the plan functions rather than simply
the results. For example, if you or someone you hire makes the investment decisions for the plan, an
investment does not have to be a “winner” if it was part of a prudent overall diversified investment
portfolio for the plan. Because a fiduciary needs to carry out activities through a prudent process, you
should document the decision-making process to demonstrate the rationale behind the decision at the
time it was made.
In addition to the steps above, there are other ways to limit potential liability. The plan can be set up
to give participants control of the investments in their accounts. For participants to have control, they
must have sufficient information on the specifics of their investment options. If properly executed,
this type of plan limits your liability for participants’ investment decisions. You can also hire a service
provider or providers to handle some or most of the fiduciary functions, setting up the agreement so
that the person or entity then assumes liability.
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Hiring a Service Provider
Even if you do hire a financial institution or retirement plan professional to manage the plan, you
retain some fiduciary responsibility for the decision to select and keep that person or entity as the
plan’s service provider. Thus, you should document your selection process and monitor the services
provided to determine if you need to make a change.
For a service contract or arrangement to be reasonable, service providers must give you certain
information about the services they will provide to your plan and all of the compensation they will
receive. This information will assist you in understanding the services, assessing the reasonableness of
the compensation (direct and indirect), and determining any conflicts of interest that may impact the
service provider’s performance.
Some additional items to consider in selecting a plan service provider:
n Information about the firm itself: affiliations, financial condition, experience with profit
sharing plans, and assets under its control;
n A description of business practices: how plan assets will be invested if the firm will manage
plan investments or how participant investment directions will be handled; and
n Information about the quality of prospective providers: the identity, experience, and
qualifications of the professionals who will be handling the plan’s account; any recent litigation
or enforcement action that has been taken against the firm; the firm’s experience or performance
record; if the firm plans to work with any of its affiliates in handling the plan’s account; and
whether the firm has fiduciary liability insurance.
Once hired, you should continue to monitor your service provider by doing the following:
n Evaluate any notices the service provider furnishes about possible changes to their
compensation and the other information they provided when hired (or when the contract or
arrangement was renewed);
n Review the service provider’s performance;
n Read any reports they provide;
n Check actual fees charged;
n Ask about policies and practices (such as trading, investment turnover, and proxy voting); and
n Follow up on participant complaints.
(For more information, see Understanding Retirement Plan Fees and Expenses.)
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| Providing Information in Participant-Directed Plans When plans allow participants to direct their investments, fiduciaries need to take steps regularly to make participants aware of their rights and responsibilities related to directing their investments. This includes providing plan- and investment-related information, including information about fees and expenses that participants need to make informed decisions about the management of their individual accounts. You (or those you hire) must provide that information to participants before they can first direct their investment in the plan, and annually thereafter. The investment-related information needs to be presented in a format, such as a chart, that allows for a comparison among the plan’s investment options. A model chart is available. If you use information provided by a service provider that you rely on reasonably and in good faith, you will be protected from liability for the completeness and accuracy of the information. Prohibited Transactions and Exemptions Some transactions are prohibited under the law to prevent dealings with parties that have certain connections to the plan, self-dealing, or conflicts of interest that could harm the plan. However, there are several exceptions under the law, and additional exemptions may be granted by the U.S. Department of Labor if protections for the plan are in place in conducting the transactions. One exemption allows fiduciary investment advisers to provide investment advice to participants who direct the investments in their accounts. The exemption applies to buying, selling, or holding an investment related to the advice, as well as to receiving related fees and other compensation by a fiduciary adviser. Please see DOL’s website for more information. 8 U.S. DEPARTMENT OF LABOR |
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Another exemption in the law permits you to offer loans to participants through your plan. If you do,
the loan program must be carried out in a way that protects the plan and all other participants. Each
loan request decision is treated as a plan investment and considered accordingly.
Bonding
Anyone handling plan funds or other plan property generally must be covered by a fidelity bond to
protect the plan against loss resulting from fraud and dishonesty by those covered by the bond.
Disclosing Plan Information to Participants
Plan disclosure documents keep participants informed about the basics of plan operation, alert them
to changes in the plan’s structure and operations, and give them a chance to make decisions and take
timely action about their accounts.
The summary plan description (SPD) is a plain-language explanation of the plan and must be
comprehensive enough to inform participants of their rights and responsibilities under the plan. It also
informs participants about the plan’s features and what to expect of the plan.
Among other things, the SPD must include information about:
n When and how employees become eligible to participate in the profit sharing plan,
n The contributions to the plan,
n How long it takes to become vested,
n When employees are eligible to receive their benefits,
n How to file a claim for those benefits, and
n Participants’ basic rights and responsibilities under the Employee Retirement Income
Security Act (ERISA).
The SPD should include an explanation about the administrative expenses that will be paid by the plan. The
plan administrator must give this document to participants when they join the plan and to beneficiaries
when they first receive benefits. SPDs must also be redistributed periodically during the life of the plan.
A summary of material modifications informs participants of changes made to the plan or to the
information required to be in the SPD. When such changes occur, all participants must receive one of
these two documents automatically within a specified number of days after the change.
An individual benefit statement shows:
n The total plan benefits earned by a participant,
n Vested benefits,
n The value of each investment in the account,
n Information describing the ability to direct investments, and
n For plans with participant direction, an explanation of the importance of a diversified portfolio.
Plans that provide for participant-directed accounts must furnish quarterly individual benefit
statements. Plans that do not provide for participant direction must furnish statements annually.
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As noted above, plans that allow participants to direct the investments in their accounts must provide
participants with plan and investment information, including information about fees and expenses,
before they can first direct investments, and generally annually thereafter. At least quarterly, they must
also provide participants with information on the fees and expenses actually paid. The initial plan-
related information may be distributed as part of the SPD provided when a participant joins the plan
as long as it is provided before the participant can first direct investments. The information provided
quarterly may be included with the individual benefit statement.
A summary annual report is a narrative of the plan’s annual return/report, the Form 5500, filed with
the Federal Government (see Reporting to Government Agencies for more information). The plan
administrator must furnish it annually to participants.
A blackout period notice gives employees advance notice when a blackout period occurs, typically
when plans change recordkeepers or investment options, or when plans add participants due to
corporate mergers or acquisitions. During a blackout period, participants’ rights to direct investments,
take loans, or obtain distributions are suspended.
You can furnish these disclosures in paper or electronically. To provide them electronically, you may
either post them on a plan website or email them to plan participants, after notifying participants
that disclosures will be furnished electronically. There are a number of protections for participants
receiving electronic disclosures, including the right to request paper copies of disclosures or to opt
out of electronic delivery. You also need to take reasonable steps to protect the confidentiality of
participants’ personal information online. For more information, visit the DOL website.
Reporting to Government Agencies
In addition to the disclosure documents that provide information to participants, plans must also report
certain information to Government entities.
Form 5500 Annual Return/Report of Employee Benefit Plans
Plans must file an annual return/report with the Federal Government, in which information about the
plan and its operation is disclosed to the IRS and the U.S. Department of Labor.
Depending on the number and type of participants covered, most profit sharing plans must file one of
the following forms:
n Form 5500, Annual Return/Report of Employee Benefit Plan,
n Form 5500-SF, Short Form Annual Return/Report of Small Employee Benefit Plan, or
n Form 5500-EZ, Annual Return of One-Participant (Owners and Their Spouses) Retirement Plan.
Plans file the Form 5500 or Form 5500-SF electronically through a web-based system called EFAST2
The Form 5500-EZ will also be available on EFAST2 for direct electronic filing, although one-
participant plans will still be able to file the Form 5500-EZ on paper with the IRS. These returns/
reports are made available to the public.
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One-participant plans (which cover only sole proprietors – whether incorporated or not – partners, and
spouses) with total assets of $250,000 or less at the end of the plan year are exempt from the annual
filing requirement. However, you must file a final return/report if you terminate the plan, regardless of
the value of the plan’s assets.
Form 1099-R
Form 1099-R, Distributions From Pensions, Annuities, Retirement or Profit-Sharing Plans, IRAs,
Insurance Contracts, etc., is used to report distributions (including rollovers) from a retirement plan. It
is given to both the IRS and recipients of distributions from the plan during the year.
Form 8955-SSA
Form 8955-SSA, Annual Registration Statement Identifying Separated Participants with Deferred
Vested Benefits, is used to report separated participants with deferred vested benefits under the plan. It
is filed with the IRS. The information reported is generally given to the Social Security Administration
and to each deferred vested participant in an individual statement by the plan administrator.
Distributing Plan Benefits
The amount of benefits in a profit sharing plan is dependent on a participant’s account balance at the
time of distribution.
When participants are eligible to receive a distribution, profit sharing plans typically provide that
participants can elect to:
n Take a lump sum distribution of their account,
n Roll over their account to an IRA or another employer’s retirement plan, or
n Take periodic distributions.
More employers are offering annuity or other lifetime income distribution options in their defined
contribution plans for employees who want to ensure that they do not outlive their retirement savings.
You may want to look into what other employers are doing.
Terminating a Profit Sharing Plan
Profit sharing plans must be established with the intention of being continued indefinitely. However,
business needs may require employers to terminate their plans. For example, you may want to
establish another type of retirement plan instead of the profit sharing plan.
Typically, the process of terminating a profit sharing plan includes amending the plan document,
distributing all assets, and filing a final Form 5500. You must also notify your employees that the plan
will be discontinued. Check with your plan’s financial institution or a retirement plan professional to
see what else you must do to terminate your profit sharing plan.
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| Compliance Even with the best intentions, those operating the plan can still make mistakes. The U.S. Department of Labor and IRS have correction programs to help profit sharing plan sponsors correct plan errors, protect participants’ interests, and keep the plan’s tax benefits. These programs are structured to encourage early correction. Having an ongoing review program makes it easier to spot and correct mistakes in plan operations. See the Resources section for further information. A Profit Sharing Plan Checklist Have you decided whether to hire a financial institution or retirement plan professional to help with setting up and running the plan? Have you adopted a written plan that includes the features you want to offer, such as whether contributions will be discretionary, how contributions will be allocated, and when they will be vested? Have you notified eligible employees and provided them with information to help in their decision-making? Have you arranged a trust for the plan assets or will you set up the plan solely with insurance contracts? Have you developed a recordkeeping system? Have you decided how much to contribute to the plan this year? Do you understand your fiduciary responsibilities? How will you monitor the plan’s service providers? Do you understand the reporting and disclosure requirements of a profit sharing plan? For help in establishing and operating a profit sharing plan, you may want to talk to a retirement plan professional or a representative of a financial institution offering retirement plans, and take advantage of the help available in the following Resources section. 12 U.S. DEPARTMENT OF LABOR |
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Resources
To find this publication and more information on retirement plans, visit:
The U.S. Department of Labor’s Employee Benefits Security Administration
n Main site
n Information for small businesses
n Retirement saving information for employers and employees
Internal Revenue Service
n Main site
n Guidance for maintaining your profit sharing plan
In addition, the following jointly developed publications are available on the DOL and IRS
websites or can be ordered electronically or by calling toll-free 866-444-3272:
n Choosing a Retirement Solution for Your Small Business, Publication 3998, provides an
overview of retirement plans available to small businesses.
n 401(k) Plans for Small Businesses, Publication 4222, provides detailed information about the
establishment and operation of a 401(k) plan.
n Adding Automatic Enrollment to Your 401(k) Plan, Publication 4721, explains how to add
automatic enrollment to your existing 401(k) plan.
n Automatic Enrollment 401(k) Plans for Small Businesses, Publication 4674, explains a type of
retirement plan that allows small businesses to increase plan participation.
n Payroll Deduction IRAs for Small Businesses, Publication 4587, describes an arrangement that
is an easy way for businesses to give employees an opportunity to save for retirement.
n SEP Retirement Plans for Small Businesses, Publication 4333, describes a low-cost retirement
savings option for small businesses.
n SIMPLE IRA Plans for Small Businesses, Publication 4334, describes a type of retirement plan
designed especially for small businesses.
For business owners with a plan
n Retirement Plan Correction Programs, Publication 4224, briefly describes the IRS and DOL
voluntary correction programs.
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| Related materials available from DOL For small businesses n Meeting Your Fiduciary Responsibilities n Understanding Retirement Plan Fees and Expenses n Selecting an Auditor for Your Employee Benefit Plan n Reporting and Disclosure Guide for Employee Benefit Plans n Tips for Selecting and Monitoring Service Providers for Your Employee Benefit Plan In addition, DOL sponsors a website – the Small Business Retirement Savings Advisor — that encourages small business owners to choose the appropriate retirement plan for their businesses and provides resources on maintaining plans. For employees n A Look at 401(k) Plan Fees n What You Should Know about Your Retirement Plan (also in Spanish) n Savings Fitness: A Guide To Your Money and Your Financial Future (also in Spanish) n Taking the Mystery Out of Retirement Planning (also in Spanish) n Top 10 Ways to Prepare for Retirement (also in Spanish) n Women and Retirement Savings (also in Spanish) To view these publications, go to DOL’s website. To order publications or request assistance from a benefits advisor, contact EBSA electronically or call toll free 866-444-3272. 14 U.S. DEPARTMENT OF LABOR |
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Related materials available from the IRS
n Lots of Benefits, Publication 4118, discusses the benefits of sponsoring and
participating in a retirement plan (also in Spanish, Korean, Vietnamese, Chinese, and
Russian).
n Have you had your Check-up this year? for Retirement Plans, Publication 3066,
encourages employers to perform a periodic “check-up” of their retirement plans
using a checklist, and how to initiate any necessary corrective action.
n 401(k) Plan Checklist, Publication 4531, a tool to help you keep your plan in
compliance with many of the important tax rules.
n Designated Roth Accounts under 401(k), 403(b), or governmental 457(b) plans,
Publication 4530, discusses this popular feature found in many 401(k), 403(b), and
governmental 457(b) plans.
n Retirement Plans for Small Business (SEP, SIMPLE, and Qualified Plans),
Publication 560, describes types of plans, qualification rules, setting up a qualified
plan, the minimum funding requirement, contributions, employer deduction,
elective deferrals, the qualified Roth contribution program, distributions, prohibited
transactions, and reporting requirements.
To view these related publications, go to the IRS’s website.
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EMPLOYEE BENEFITS SECURITY ADMINISTRATION
UNITED STATES DEPARTMENT OF LABOR
Publication 4806 (Rev. 11-2020) Catalog Number 53787K
Department of the Treasury Internal Revenue Service www.irs.gov
November 2020
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