Crew churn, 1099 subs, seasonal swings — we untangle who counts and keep you compliant across the year.
Crews turn over constantly — auto-enrollment eligibility becomes a mess without someone tracking it.
Only W-2 employees count toward the mandate. Subs on 1099s don't — but misclassification cuts both ways.
Staffing up for the season can push you over the threshold mid-year, triggering the mandate when you least expect it.
Per-employee fines get large fast across a full crew — the bigger the roster, the bigger the exposure.
Pick your state and headcount for your real exposure — data verified against each state's own statute.
Informational only — not legal or tax advice.
Get your full breakdown + a private-plan savings estimate:
Under SECURE 2.0, small employers starting a plan can claim credits toward setup and contributions. The amount depends on your size and phases out over the first years — we model your real number, not a headline.
See what you'd qualify forNo — independent contractors generally don't count; only W-2 employees do. But if a worker is misclassified, the state can count them anyway, so classification is worth getting right.
States measure differently — some use a prior-year average, others a point-in-time count. We check your state's exact measurement rule and tell you where you stand.
Employees covered by a collective-bargaining agreement with a multiemployer retirement plan are typically treated as covered — the exemption specifics depend on your state. We confirm before you file anything.
Book a free 15-minute compliance audit. We'll show your exact requirement, your real exposure, and whether your own plan saves you money.
Grab the free 2026 cheat-sheet: every state's threshold, deadline, and penalty on one page.