SupportA Modern Employer 401k Built for The Modern Workforce
401k plans can help with employee retention, company growth, tax deductions, and more. With PNI, you and your employees can open a 401k in minutes and enjoy the rewards for years to come.
PNI•401k's Integration with isolved HCM
With the 360 integration (two-way), managing plan deduction and contribution information is a breeze for both administrators and employees.
The integration seamlessly handles all of the data stored in isolved, resulting in a smooth and effortless experience. The data flows directly to the 401k account, enabling automated fund movement in employees' 401k accounts every pay period.
Online Account Creation & Enrollment
A low-cost, secure, cloud-based plan establishment and employee enrollment process.
Automatically Integrated with isolved
An automatic 360 payroll integration (two-way) with isolved HCM.
Access to Institutional Investments
Our open-architecture investment platform allows access to mutual funds, CITs, and ETFs.
Matching Tax Credits
Up to $175,000 in matching tax credits are available for the first 5 years of employer contributions.
Dedicated Help Desk
With 3(38) Fiduciary Investment Advice and 3(16) Fiduciary Plan Administration.
Plan Design Flexibility
Opt to match or not match employee contributions and gain access to cost-effective investment options.
Standard Features
Auto-IRA
SIMPLE PNI•IRA
PNI•401K
Flexible Eligibility
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Employee Contributions
Up to $6,500
Up to $15,500
Up to $22,500
After-Tax Contributions
Pre-Tax Contributions
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Employer Contributions
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Profit Sharing
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Employee Matching
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Employee Vesting
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SECURE Tax Credits
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Frequently Asked Questions
What is a Company-Sponsored Retirement Plan?
A company-sponsored retirement plan can include 401(k)s, 403(b)s, profit-sharing, and/or cash-balance plans. A 457(b) plan is similar to 401(k) plans and is offered to employees of federal, state, and local governments and some non-profit employers. You may have one or more of these. All of these plans make it easier for you to save money for retirement since your company opens up the account for you, and PNI•401k's user-friendly portal walks you through the rest.
Each year, the IRS limits the amount you and your employer can contribute to your plan. For 2024, the 401(k) and 402(b) participant contribution limit is $23,000, with a catch-up provision of an additional $7,500 for participants aged 50 and older.
What are the differences between a traditional and a Roth 401(k)?
The main distinction between both is the tax benefits:
- Traditional 401(k) contributions are made on a pre-tax basis, and individuals pay income tax on the amounts withdrawn once they retire.
- Roth 401(k) feature allows for the contribution of after-tax dollars. The elected amount is deducted from your paycheck after income, Social Security, and other applicable taxes are withheld.
What are the contribution limits for a 401(k)?
For 2024, the limit to contribute to a 401(k) annually is $23,000 (indexed each year for inflation), regardless of whether the funds are a pre-tax or Roth contribution (up from $22,500 in 2023). However, participants aged 50 years or older may contribute up to $30,500 annually.
$23,000 is the limit you can contribute from your paycheck. If your plan offers an employer match, the amount of your employer’s contribution is in addition to your contribution.
What are PNI•401k's Fees?
PNI•401k and our service providers charge recurring fees to you according to a fee schedule.
The fee schedule covers specific services to your plan, and PNI's fee schedule typically includes a couple of different components, all of which are calculated and billed on a quarterly basis:
- Participant Fees: This fee is a monthly fixed subscription charge that is paid while you have a balance in the plan. Occasionally, your employer may opt to pay this charge on your behalf. Otherwise, the charge will be deducted from your account balance on a quarterly basis and recorded on your quarterly benefit statement.
- Assets Under Management (AUM) Fee: This fee is calculated based on your account balance at the end of each quarter. Similar to any participant fees, these fees may occasionally be covered by your employer. If not, they will be deducted from your account balance on a quarterly basis and recorded on your quarterly benefit statement.
In addition to the components above, PNI may charge fees for specific services you requested as a participant in the plan. Our service team always strives to let you know if there will be additional charges incurred and what those charges will be for any services that you request.
How do I know if your fees are reasonable?
As a company, PNI is committed to leveraging technology to create a better, cost-effective experience for retirement plans. As part of that commitment, we regularly benchmark our fee schedules against the industry to ensure that our fees are competitive and that every participant is receiving strong value for money.
As an example, see below for details of a typical PNI•401k plan vs. the industry average:
Notes: Industry Average is defined as the overall cost per participant in a plan with $5MM in assets and 50 participants in 2020, as calculated by the 401k Averages Book. We have assumed that 0.50% of AUM is ultimately paid to the Financial Advisor on the plan and is typically collected through investment costs or revenue sharing.
This is compared to pricing for a comparable PNI•401k Workplace plan, with $5MM in assets and 50 participants, including a 0.50% AUM charge for Financial Advisory services, a 0.10% AUM charge for Investment Management services, and a 0.07% average fund expense.
Note that pricing may vary depending on a Plan’s chosen features, services, and investment options.
How do I pay my portion of the fees?
PNI automatically deducts fees owed by each participant from your retirement account within 15-30 days of the quarter’s end.
Are there additional expenses for the investment options available to me?
Yes, every mutual fund or other security has an expense that is established by the issuer of the mutual fund or security. PNI has no control over what those providers charge.
The expense for each investment option, along with a helpful guide to understanding mutual fund expenses, is provided in the Investment Comparison Chart that can be found on your PNI•401k portal. All investment-related expenses deducted from your account balance will be noted in your quarterly benefit statement.
What should I do if I have a billing or other fee-related question?
Reach out to your employer or email support@pnihcm.com anytime.
What is Eligibility?
Depending on your company's chosen 401k plan, there are certain qualifications that an employee must meet in order to be eligible to participate in the plan.
When all eligibility requirements are met an employee can start contributing funds into their 401k fund.
Examples of eligibility
A plan can include different eligibility parameters that can apply to full-time and part-time employees, some examples include:
- Age Requirements: Although an age requirement isn’t necessary, any plan that has one can’t exclude anyone older than 21 years of age, unless they fall under the excluded employees criteria.
- Time Employed: An employer can set a condition of minimum time employed as a requirement, generally for 401k this must not exceed 1 year of service.
- Entry Date: Employers can decide when employees can join the plan, it could be immediately after hire or this can be delayed.
- Contribution Type: Different types of contributions can have different eligibility requirements. For example, elective deferrals may have immediate eligibility, while the company match may require one year of service.
What is an employer match?
Depending on the way your plan is set up, you as the employer, may "match" the amount of money your employee puts in their plan based on the amount they contribute. This can be done in a number of ways.
Employers often match a percentage of an employee's contribution up to a certain amount. However, they may also elect to match employee contributions up to a certain amount regardless of an employee's contribution.
For example: If you offer a "3% match", your employee must contribute 3% or more into the account for them to "match" the full 3% (for a total of 6%). However, if they only put in 1% of their paycheck, you as the employer would only contribute 1% (for a total of 2%). They may also decide to put in more - which we encourage! In this instance, if they put in 7%, you will still match the maximum 3%. However, that may bring them closer to their retirement goals!
What is an Automatic Enrollment Plan?
An auto-enrollment plan is a retirement savings plan in which employees are automatically enrolled to contribute a certain amount of their salary each paycheck. Auto-enrollment plans don’t require the employee to take action or to consent to participate in an employer-sponsored retirement plan explicitly. In such plans, the employer decides what percentage of the employee’s paycheck will automatically be placed in a retirement account – typically 3% - and decides whether to increase that percentage each year.
For Example: Let’s take company ABC and participant Jane. ABC Company has an automatic enrollment of 6%.
Jane becomes eligible for the plan on their next payroll date, slated for March 1st. This means that on March 1st if Jane still needs to update her deferrals, she will have the 6% deducted from her pay to contribute to her retirement account.
But don’t worry, Jane has options, and so do you.
Why do employers decide to adopt Automatic Enrollment?
Many employers choose to set up an automatic enrollment provision to their company’s retirement plan to aid their employees in saving for their retirement. Studies show that this has helped employees avoid missing enrollment periods and contribute more towards retirement.
What is Automatic Escalation?
If your plan is also set up with an automatic escalation feature, your deferral may be automatically increased annually.
The increase will occur on a date and by a percentage determined by your employer. Details are stated in your plan documents and your welcome package.
Automatic escalation stops when you have reached a predetermined percentage, which is also stated in your plan documents. This is another way for employers to help their employees try to achieve their retirement savings goals.