Your hygienists and assistants count toward the mandate — and a real 401(k) is a hiring edge, not just a compliance box.
Hygienists, assistants, and front-desk staff are W-2 employees that count toward the threshold.
You compete for hygienists in a tight market — a real 401(k) with a match is a genuine recruiting advantage.
Practice owners are clinicians first. Benefits administration is exactly the kind of deadline that slips.
Per-employee penalties add up quickly across a full practice — doctors, hygienists, assistants, and admin.
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 forGenerally yes — most state programs count W-2 employees regardless of hours. Your state's exact definition is what matters, and we verify it against the statute.
A qualifying employer-sponsored plan (401(k), SIMPLE IRA, SEP, pension) generally exempts you — but most states still require you to formally certify the exemption, which we handle.
It satisfies the mandate, but contribution limits are IRA-level and there's no employer match — which limits its value for retention. We model both routes so you can decide with real numbers.
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.