You hit the threshold fast when you scale — often in several states at once with a remote team. We track all of it.
Hiring sprints push you past the employee threshold fast — sometimes in more than one state at once.
Engineers expect a 401(k) on day one — it's table stakes for recruiting, not a nice-to-have.
Founders are heads-down on product; state registration deadlines sneak up with real penalties attached.
A private 401(k) scales with headcount, equity comp, and multi-state teams where the state IRA won't.
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 forPotentially several — obligations generally follow where employees work, so a distributed team can put you in scope in multiple states with different thresholds and deadlines. We map your roster state by state.
Before you cross your state's threshold — several states start at 1–5 employees, so you may already be in scope. Setting up a plan early is also dramatically easier than retrofitting one mid-sprint.
No — options and RSUs don't satisfy any state's mandate. Only a qualifying retirement plan (401(k), SIMPLE, SEP, pension) or state-program registration does.
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.