On March 29, 2022, the U.S. House of Representatives passed the Securing a Strong Retirement Act – better known as SECURE Act 2.0 because it builds upon the Setting Every Community Up for Retirement Enhancement (SECURE) Act. I support SECURE Act 2.0 generally but am disappointed the bill doesn’t offer any 401(k) transparency reform. Today, 401(k) plans can be a black box of hidden fees and conflicts of interests. This lack of transparency can make it impossible for employers to offer their employees a cost-efficient 401(k) plan.
A cost-efficient 401(k) plan is characterized by low administration fees and ”prudent” investments – basically, funds that meet their investment objective for reasonable fees. These features can help employees retire years sooner, while protecting employers from fiduciary liability. Americans deserve no less.
Here’s a summary of the 401(k) provisions of SECURE 2.0 and the 401(k) transparency reform I believe would lead to more cost-efficient plans.
Enacted in 2019, the original SECURE Act was widely viewed as the most extensive retirement plan legislation in over a decade. The law created Pooled Employer Plans (PEPs) - a form of Multiple-Employer 401(k) Plan (MEP). Supporters claim PEPs lower 401(k) investment and administration fees through “economies of scale.” In truth, a traditional single-employer 401(k) plan with leading index funds and flat administration fees can cost much less. Don’t believe me? Shop around.
SECURE Act 2.0 won’t make 401(k) plans more cost-efficient either. Key provisions of the House bill include:
In my view, cost-efficiency is the key to making retirement as affordable as possible for 401(k) plan participants. To make more 401(k) plans cost-efficient, I believe the following 401(k) transparency reform is necessary.
ERISA imposes few investment-related 401(k) fiduciary responsibilities on employers. They boil down to picking – and maintaining - enough “prudent” investments to allow any plan participants to diversify their account “so as to minimize the risk of large losses.” ERISA does not define “prudent” but I think it’s safe to consider cost-efficient funds – basically funds that meet their investment objective for reasonable fees – to be prudent.
The problem? Most 401(k) providers have little – if any – incentive to help business owners select prudent investments. In fact, the opposite is true. They can grow their profits by steering business owners towards “imprudent” investments with excessive fees and/or inferior returns – in short, give conflicted investment advice. The worst part? It’s perfectly legal for them to do so.
To help business owners select “prudent” 401(k) investments, I would like to see Washington define a “Qualified Core Investment Alternative” menu (my invention). Qualified Default Investment Alternatives (QDIAs) offer business owners a fiduciary safe harbor for selecting a default investment today. I think a safe harbor is needed for selecting an entire investment menu.
A QCIA menu could be modeled after the Federal government’s Thrift Savings Plan (TSP). The TSP’s menu delivers market returns with index funds and professional investment advice with target-date index funds. If 401(k) fiduciaries want different funds, no problem – they could use QCIAs as performance benchmarks.
401(k) are NEVER free. All 401(k) providers charge fees for delivering plan administration services such as asset custody, participant recordkeeping, Third-Party Administration (TPA), and professional investment advice. Their administration fees can either “direct” or “indirect” in nature:
I would like to see Washington make indirect fees illegal for three reasons:
When final 408b-2 regulations were released in 2012, they were a big step forward in improving the transparency of 401(k) provider fees – making it easier for business owners to protect the interests of their 401(k) plan participants and avoid fiduciary liability. However, these rules had a major shortcoming - they did not mandate a standard disclosure format. Many 401(k) providers have taken advantage by burying their administration fees in fund expense ratios and/or multi-page documents.
To fix this shortcoming, 408b-2 reform is necessary. I think a standard one-page summary that totals a 401(k) provider’s administration and investment fees into a single “all-in” fee would do the trick. That way, business owners can quickly learn the full cost of their 401(k) plan – not to mention, compare their current 401(k) provider’s fees to competitors on an apple-to-apples basis.
Most 401(k) plans – except for certain owner-only (or “solo”) plans – must file a Form 5500 annually. The goal of the Form 5500 is to help the government and other stakeholders perform 401(k)-related research.
For decades, the Form 5500 has done a poor job at meeting this goal for two reasons:
These 5500 shortcomings harm both 401(k) plan fiduciaries and participants. When 401(k) market information is not readily accessible, it’s more difficult for plan fiduciaries to benchmark their plan fees vs. comparable plans – making unnecessary participant losses and fiduciary liability more likely.
I think Form 5500 reform is necessary to make 401(k) plans more comparable. Reform was proposed years ago, but it went nowhere.
401(k) lawsuits have exploded in recent years. No surprise when you know how 401(k) industry hidden fees and conflicts of interests can make it impossible for employers to offer their employees a cost-efficient 401(k) plan. SECURE Act 2.0 will do nothing to solve this problem.
Four common sense 401(k) reforms from Washington can.
In the meantime, it’s still possible for any employer – regardless of size – to offer a cost-efficient 401(k) plan. They just need to hire the right 401(k) provider.