Part-time-heavy rosters and holiday hiring push shops over the line — we handle enrollment so you can handle customers.
A part-time-heavy roster still counts toward the threshold in most state programs.
Seasonal and holiday hiring spikes can push your count over the state line — sometimes just for a quarter.
No HR team? We handle enrollment, notices, and the ongoing paperwork the mandate requires.
A real retirement plan helps you compete with the big-box stores for reliable people.
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 forOften yes while they're on W-2 payroll — and some states measure headcount in ways that catch seasonal peaks. We check your state's measurement window against your hiring calendar.
Thresholds apply at the legal-employer level, so both stores' payrolls combine. The 60-second check above uses your total W-2 headcount.
Either register with your state program and facilitate payroll deductions, or sponsor a qualifying private plan and certify exempt. We map the steps and deadlines for your state either way.
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.