Retirement planning just got a major upgrade. The SECURE 2.0 Act is rolling out new rules to help more employees save for the future and make it easier for employers to support them. Some changes are already in motion, and others are coming in 2026 and 2027. If you sponsor a retirement plan, here’s what you need to know to stay ahead of the curve.
What’s already in effect (2025)
1. Automatic enrollment for new plans – If you launched a 401(k) or 403(b) plan after Dec. 29, 2022, you’re now required to automatically enroll eligible employees at a minimum of 3%. Their contribution rate must increase by 1% each year until it hits at least 10% (but no more than 15%). Employees can opt out or adjust their rate, but the default setup is now the law.
2. Bigger catch-up contributions for ages 60-63 – Starting in 2025, employees ages 60-63 can contribute up to $10,000 (or 50% more than the standard catch-up limit) to their retirement plan. This applies to 401(k), 403(b) and governmental 457(b) plans.
3. Long-term part-time employee eligibility – Part-time employees who work at least 500 hours in two consecutive years must be allowed to participate in your retirement plan. You’re not required to contribute on their behalf, but access is mandatory.
What’s coming soon
Effective Jan. 1, 2027: Roth catch-up for high earners – Employees who earned over $145,000 last year must make catch-up contributions as Roth (after-tax) only. Some recordkeepers will implement this rule in 2026; others in 2027. Contact your recordkeeper for details.
Deadline Dec. 31, 2026: Plan amendments required – All retirement plans must be updated to reflect SECURE 2.0 changes by the end of 2026. Missing this deadline could mean penalties or plan disqualification.
Questions?
If you’re using Insperity Retirement Services as your recordkeeper, your Retirement Services Consultant is ready to help. Reach out via email at contact_center@insperity.com or call 866.715.3552, Monday-Friday, 7am-7pm CT.
If you’re working with a different recordkeeper, be sure to contact them directly to confirm which provisions apply to your plan and what actions you need to take.
This material is provided for informational purposes only and is subject to change. It is not intended to constitute legal advice. Recipients should consult with counsel before taking any actions based on the information contained within this material.