‼️THE EASIEST OPTION USUALLY ISN’T THE BEST OPTION‼️ 🚫 Your Payroll Company Shouldn’t Be Your Retirement Plan Advisor 🚫 Many business owners assume it’s easiest to let their payroll company (like ADP, Paychex, or Ascensus) handle their company’s 401(k) or retirement plan. But here’s the truth 👇 Payroll companies are great at processing paychecks, filing taxes, and managing deductions. However, they are not financial advisors — and that means: ❌ No personalized investment guidance for your employees ❌ No plan design strategy to help owners and key employees save more efficiently ❌ No fiduciary oversight to reduce your company’s liability ❌ No proactive education or financial wellness resources for your team A dedicated financial advisory firm offers what payroll companies can’t: ✅ A true fiduciary relationship — putting your company’s best interests first ✅ Strategic plan design that maximizes benefits and minimizes costs ✅ Ongoing employee education and one-on-one guidance ✅ Investment monitoring and accountability Your team deserves more than a “set it and forget it” plan. Your business deserves expert guidance, not just another payroll add-on. If you want your retirement plan to be a powerful retention and financial wellness tool, not just a compliance checkbox — it’s time to talk to a firm that specializes in 401(k)s.

There are plenty of pitfalls when it comes to pension monitoring.      However, with some sound advice and a little extra planning, you can ensure your payroll and pension systems stay above board.     Learn more in Employee Benefit Consultant Alison Pearson's recent article in The Herald: https://lnkd.in/e2eCYGmY

HRP Group Insight | Upcoming Pension Changes in Ireland When: Effective from January 2026 Ireland is on the cusp of the biggest pension reform in decades. For business owners and employees, the new auto-enrolment system and wider pension reforms will reshape retirement savings. The 2026 reforms mark a shift towards universal retirement savings in Ireland. For business, preparation is key, from budgeting and payroll upgrades to employee communication and compliance. Organisations that act early and engage employees positively will not only meet their obligations but also strengthen their reputation as employers of choice. Contract your HRP advisor for advice on preparing for the implementation of this new legislation in 2026. PRSA & Employer Contributions Employer PRSA contributions capped at 100% of salary any excess is taxable as Benefit in Kind Standard Fund Threshold increasing gradually to €2.8m by 2029. Governance & Compliance IORP II = stricter governance, trustee duties, reporting standards DORA (Jan 2025) = ICT resilience requirements for schemes with 15+ members Retirement Age Contractual Retirement Age Bill 2025: Employees may stay on until State Pension Age (66), unless employers can prove an objectively justifiable reason What This Means for Employers Cost and Budgeting Rising employer contributions therefore higher payroll costs Multi-year financial planning essential Payroll and Systems Must handle deductions, matching, refunds, opt-outs, reporting Early testing with payroll providers is important Employee Data Government will review 13-week pay records Employee Engagement Clear communications needed including FAQs, workshops, pay impact examples etc Contracts and Policies Contracts, Employee handbooks and pension policies will need to be reviewed and updated accordingly Action Plan for Business Audit existing pension schemes – check if they meet Auto Enrolment minimums Forecast costs – model contribution increases through 2036 Work with payroll – ensure systems readiness Clean employee data – pay, start dates, pension membership Update contracts & policies – align with new obligations Communicate clearly – educate staff on benefits and options Monitor legislation – details may still evolve before launch date For further assistance and guidance on this and other employment legislation that may impact on your company, contact the HR experts in HRP Group on 01676 0006 or info@hrpgroup.ie

New York’s Secure Choice Savings Program is officially launching, and employers need to prepare now. Beginning in 2026, businesses with 10 or more employees that don’t offer a retirement plan must register under the new state-run Roth IRA program. I break down who’s covered, key deadlines, and practical steps for compliance in my latest post: 👉 https://lnkd.in/eRAXMfSG #NYEmploymentLaw #HRCompliance #RetirementPlans #NewYorkSecureChoice #Employers

Year-end is the perfect time for employers to take a closer look at their 401(k) plans. While providers manage certain aspects, there are critical responsibilities that fall directly under the employers. Here is a quick checklist to help guide employers: ✅Confirm plan operations match the plan document - Keep internal teams and providers aligned on any changes to avoid errors. ✅Verify contribution accuracy - Double-check payroll data against plan definitions of compensation to confirm correct deferrals and matches. ✅Monitor timely deposits - Employee contributions must be deposited as quickly as possible, not simply in alignment with the 15-day rule. ✅Audit employee eligibility - Ensure all eligible employees have had the chance to participate and that records are complete. ✅Review loans and distributions - Confirm that loans and hardship withdrawals follow both plan rules and IRS regulations. Taking time for these checks now helps minimize risk, protect your employees’ retirement savings, and keep your plan on track. If you have questions about your company’s 401(k) offerings, give us a call today.

What is auto-enrolment, and do I need to bother with it? Answer: Auto-enrolment is the law that requires employers to automatically enrol their eligible employees into a workplace pension scheme. Basically, if you have staff over 22 years old who earn above £10k/year, you must: 1) have a pension scheme, 2) put those staff into it, 3) contribute to their pensions. Even if you’re a small business with one or two employees, this applies – and it’s not a one-time thing; it’s ongoing. It can be complex to set up initially (lots of letters to staff, scheme choices, etc.), and there are regular tasks like assessing new hires, managing opt-outs, and filing reports to The Pensions Regulator. But it’s essential – failing to comply can lead to hefty fines. The good news: we handle auto-enrolment as part of our payroll service. We’ll ensure every eligible worker is enrolled, handle the paperwork, and keep you compliant with minimal fuss. So you don't need to bother with it – but we’ll do the bothering for you. 🙂 Have questions about setting up a pension scheme? Let’s talk – we’ll guide you through it.

There’s a big change coming for retirement plans — and it’s one that every plan sponsor, HR team, and payroll provider needs to understand. In this new episode of The Sentinel Show, Melissa Terito and Kasey Melancon break down the mandatory Roth catch-up requirement taking effect January 1, 2026, under the SECURE 2.0 Act. They explain what the IRS’s regulations mean in practical terms — including who’s affected, what “good-faith compliance” looks like during the transition year, and how to get payroll and plan documents ready in time. Tune in for an easy-to-follow conversation covering: ✅ Who’s subject to the new Roth catch-up rule ✅ The $145,000 (indexed) FICA wage threshold ✅ Steps employers can take before the 2026 deadline ✅ How to coordinate payroll and plan updates smoothly If you’re involved in managing or advising retirement plans, this episode is a must-listen. Melissa and Kasey make a complex rule simple, clear, and — dare we say — even a little fun to understand. 🎙️ Listen now at the link below: https://lnkd.in/gTDstJE6

Here’s some thoughts on the Roth Catch-up rule: The Roth Catch-up rule (Sec. 603), introduced by SECURE 2.0 has gotten a lot of publicity lately. It’s effective date, final regulations, coordination of payroll and retirement, etc. … all things that simply can’t be swept under the rug. Here’s my major items: > Effective Date: With very few exceptions, the Roth Catch-up rule is enforceable beginning 1/1/2026. Those that believe they have reprieve until 1/1/2027 should have their retirement focused counsel weigh-in. We, as an industry, have had enough time to figure this out since the administrative relief period has been announced (August 2023) and it’s time to comply. > Payroll / Retirement Coordination: There is a lot to unpack with this rule, and discussions continue on the responsibilities of payroll providers versus retirement providers. Having sat in the room (on virtual calls) with both I can tell you this, flexibility is going to be key. Some record keepers monitor limits and take the appropriate action (i.e., suspend deferrals), and some don’t. Some payroll providers have said they have the ability to ‘deem’ catch-up contributions as Roth and will do so systematically, and some don’t. The trend here is, flexibility for retirement providers will be key to fulfill your plan sponsor’s wishes and intent. (Given the requirement that deeming mechanisms must be in place to take advantage of additional correction methods, this functionality will be highly desired) > Participant Centric Design: At the end of the day this rule is directly imposed upon participants, and to make it worse… on participants that are highly compensated (not the same as an HCE) and usually influential in their companies decision on benefits providers. We, as an industry, must be prepared to support decisions and designs that promote what I call a ‘set it and forget it’ mindset when it comes to retirement savings. The less interaction these individuals must have with their retirement planning, the better. There are solutions to these designs and proven methods that are not new to us, but taking a journey based approach is important and true product ownership for these solutions will be key because there are so many moving parts. Ultimately, the rule is here (almost…) and we as an industry, along with the payroll industry, have to adapt to our way of thinking and the way we do business to ensure success. If you’re struggling with how to interpret and adapt to the new rule, please reach out. I’m happy to help! #USDeloitteRW

Big Changes Ahead for Irish Employers: Auto-Enrolment Starts January 2026 From 1st January 2026, the Irish Government will roll out the new Auto-Enrolment Retirement Savings Scheme – “My Future Fund (MFF)”, under the Automatic Enrolment Retirement Savings System Act 2024. This major reform will automatically enrol eligible employees into a retirement savings scheme, with matching employer and government contributions. It’s a mandatory change — and all employers will need to act before the end of 2025 to ensure compliance. At Cregan Kelly O’Brien Financial Advisors, we’re here to help employers, company directors, and payroll teams understand what’s required and prepare early. Key Things Employers Need to Know ·      Register with NAERSA (National Automatic Enrolment Retirement Savings Authority) before the end of 2025. ·      Update payroll systems to handle MFF deductions and submissions. ·      Communicate changes to employees well ahead of the 2026 launch. Who will be auto-enrolled? ·      Employees aged 23–60 ·      Earning over €20,000 annually ·      Paying PRSI Class A or J Not already contributing to a workplace pension via payroll While MFF provides a safety net for retirement savings, it’s centralised and limited — offering less flexibility and fewer investment options than traditional company pension schemes. Many employers may benefit from implementing a tailored company pension before MFF takes effect to: ·      Offer more choice and control ·      Enhance employee retention ·      Reduce future administrative burdens Employer Checklist ·      Register with NAERSA before end of 2025 ·      Ensure payroll software is MFF-ready ·      Review PRSI classes and existing pension arrangements ·      Communicate with staff ahead of January 2026 Need Support? If you’re unsure how these changes will impact your business or want to explore more flexible pension options, our team can guide you through the process. Get in touch with Cregan Kelly O’Brien Financial Advisors today to ensure you’re ready for My Future Fund.  T: 01 870 0370. www.ckob.ie email: colm@ckob.ie #AutoEnrolment #MyFutureFund #Pensions #FinancialAdvisors #Payroll #IrelandBusiness #EmployeeBenefits #CKOFinancialAdvisors