High turnover, tipped staff, seasonal rushes — we track what your state requires so you can run the floor.
High staff turnover makes auto-enrollment a moving target — we keep eligibility current as people come and go.
Tipped and part-time W-2 employees still count toward your state's threshold in most programs.
On restaurant margins, a private plan can cost less than the penalty for doing nothing.
A summer patio or holiday rush can swing your headcount across the line mid-year.
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 forIn most state programs, yes — W-2 employees generally count regardless of tips or part-time hours. Exact definitions vary by state, and we confirm yours against the statute.
Each state defines its own measurement window (often a prior-year average or a specific reporting quarter). We check your state's rule and tell you exactly where you stand.
Generally yes — employers who sponsor a qualifying retirement plan are exempt from state auto-IRA mandates, though most states still require you to certify the exemption.
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.