Investments & Savings
Retirement-plan options for businesses and their employees.
For small-business owners, professional practices, and organizations weighing how to offer retirement benefits — and what the responsibilities involve.
Plan investments involve market risk, including possible loss of principal. Rosenfeld Wealth Group coordinates with — and does not replace — your ERISA, tax, payroll, legal, and recordkeeping professionals.
Why employers consider a retirement plan
- Helping employees — and owners — save for retirement.
- Attracting and retaining team members.
- Potential tax advantages for the business and participants, subject to tax law and professional advice.
Plan-type overview
The right plan type depends on your organization, headcount, and goals. Common employer-sponsored options include:
- 401(k) plans — employee salary deferrals, often with employer contributions.
- 403(b) plans — for eligible nonprofit, school, and certain other organizations.
- 457(b) plans — for eligible governmental and certain nonprofit employers.
- Other employer-sponsored or individual retirement arrangements, as confirmed by the firm.
Contribution considerations
- Employee deferral limits and catch-up provisions under current law.
- Employer match or non-elective contribution design.
- Eligibility rules and vesting schedules.
What running a plan involves
- Investment menu — selecting and monitoring the options offered to participants.
- Administration — enrollment, payroll coordination, notices, and filings.
- Fiduciary responsibilities — plan sponsors have legal obligations; understand which roles you keep and which are delegated to providers.
- Fees and provider roles — recordkeeper, administrator, custodian, and advisor roles should each be clear, along with what each costs.
Questions employers ask
- What plan type fits our size, budget, and goals?
- What will the plan cost the business and participants?
- What are our fiduciary obligations, and who shares them?
- How will employees get education and support?
- How does the plan coordinate with our payroll and tax professionals?
Frequently asked questions
Is our business too small for a retirement plan?
Plan options exist across a wide range of business sizes, from owner-only businesses to larger teams. Fit depends on goals, budget, and administrative capacity.
What does a plan cost?
Costs vary by plan type, provider, and the services involved — typically some combination of setup, ongoing administration, per-participant, and investment expenses. Before you commit, we help you assemble the all-in picture so there are no surprise line items later.
Do you handle the legal and tax work?
No. Plan design and operation involve ERISA, tax, payroll, legal, and recordkeeping professionals, and each provider's role should be clear in writing. We coordinate with those professionals within our approved scope — we don't replace them.