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Vestwell’s digital recordkeeping platform has brought the 401(k) and 403(b) industry into the modern fintech era. Learn more on our blog.

In the world of physical fitness, financial fitness isn’t always a priority. 

It’s rare for employers in the fitness space to offer a retirement plan. Many personal trainers are independent contractors and therefore generally excluded from workplace benefits. In fact, according to data from the 

, personal care workers such as personal trainers have the lowest levels of retirement readiness of any industry.

, however, decided to break the mold. Despite industry trends, they embarked on a mission to offer their trainers a robust retirement plan. Their goal? To set themselves, their employees, and their business up for a 

The Challenge: DeHenzel Training Systems Needed a Stress-Free Retirement Plan for their Growing Business

Eleven years ago, Sophie DeHenzel and her husband, Jason, took a risk. After years of working as trainers for an in-home personal training company, they decided to start their own.

Sophie and Jason’s risk paid off. Over time, DeHenzel Training Systems grew to a team of 15 trainers. They expanded their footprint to serve clients not just in Northern Virginia but also parts of Maryland and Washington DC. As their business grew, Sophie and Jason knew that they wanted to offer a benefit that would provide a more secure financial future—for their employees and for themselves.

Co-Founder, DeHenzel Training Systems

As DeHenzel Training Systems evolved, their benefits needed to evolve along with them. Sophie was looking for a solution that would work with her existing payroll provider and fit seamlessly into her already busy schedule.

The Solution: A Streamlined Retirement Plan with 360° Payroll Integration

After doing some research, Sophie found that Vestwell had everything she was looking for: dedicated support, competitive pricing, and a modern, user-friendly platform. Importantly, Vestwell also had an integration with OnPay, her payroll provider. “OnPay is so easy to use. We've been using them for years. 

I knew I wanted to go with a company that Onpay was integrated with because that would require a lot less work

Sophie contacted Vestwell and was able to quickly and easily set up a 401(k) plan for her business. With Vestwell doing the heavy lifting, Sophie felt confident she had found the right solution for DeHenzel Training Systems' growth and the financial future of her team.

 with OnPay made plan administration a breeze for DeHenzel Training Systems. With automated contributions, elections, and other payroll-related transactions, Sophie was able to add a retirement benefit for her team 

With a business to run and clients of her own, Sophie didn’t have time to learn a new platform. Thankfully, she didn’t have to. 

With a payroll integration, information is automatically transferred between systems, saving time and minimizing the risk of errors.

 The administrative process for DeHenzel Training Systems’ new 401(k) plan from Vestwell fit seamlessly into Sophie’s existing workflow.

The Impact: Maximizing Participation, Savings, and DeHenzel Training Systems’ Competitive Edge

DeHenzel Training Systems excels at helping their clients achieve physical fitness and wellness. With a retirement plan from Vestwell, they’re also able to help their trainers achieve 

 wellness. “When we rolled out the program, our staff was really excited about it,” Sophie said. In fact, 

DeHenzel Training Systems’s 401(k) plan has a 100% participation rate, 

Sophie’s employees aren’t the only ones making use of the plan. “

My husband and I both take advantage of the 401(k) program

. We feel like we're a little late to the retirement game,” she explained. As owners, Sophie and her husband are able to make contributions to their own 401(k) accounts. This allows them to benefit from the company’s matching contributions and accelerate their savings.

Plus, by offering retirement benefits, DeHenzel Training Systems is able to differentiate itself from other employers in the industry. 

“It helps us stand out when we’re recruiting people and interviewing trainers,” Sophie explained. “These days, people are thinking about preparing for retirement more and more. Our retirement plan definitely helps create more of a draw.”

For Sophie and Jason at DeHenzel Training Systems, Vestwell offers long-term solutions. “I can't imagine no longer offering this,” said Sophie. “It's definitely something we'll do for the long haul, not only for our team, but for us as well.”

Sophie originally thought that offering a retirement plan would be “out of reach” for her small business. But when she discovered Vestwell, she realized that there was a flexible solution out there that would work for her and her employees.

Vestwell can integrate with more than 100 payroll providers to simplify eligibility and payroll processing. Businesses like DeHenzel Training Systems that make use of these payroll integrations unlock a suite of benefits, such as automated contributions and elections.

Vestwell’s flexibility ensures our saving solutions are effective for a wide range of businesses, regardless of their size or industry. Ready to get started? Set up time with a Vestwell representative 

A ‘No-Sweat’ 401(k): Simplifying Savings with Vestwell’s OnPay Integration

Feeling overwhelmed by the idea of adding a retirement plan to your benefits package? Joining a  Multiple Employer Plan (MEP) might be your solution. Designed for scale, this program can streamline plan administration and allow you to benefit from economies of scale.

MEPs have been around for some time, but until recently, certain regulations have limited their accessibility. 

 have changed the rules governing MEPs, enabling more businesses to take advantage of them.

This article will explain how MEPs work, discuss their advantages, and help you decide if it's the right approach for your business’ retirement benefit. Let’s jump in.

A MEP is a retirement savings plan that allows multiple employers to participate under a single plan structure.

 Essentially, it's a way for different companies to come together and pool their resources to offer retirement plans to their employees. This shared structure can lead to cost savings, reduced administrative duties.

 is only available to employers with some existing commonality or relationship, such as businesses in the same industry or geographic area.

, on the other hand, is available to any employer regardless of size, industry, or location.

Introduced by the SECURE Act, Pooled Employer Plans (PEPs) are a type of open multiple employer plan. 

The main difference is that PEPs have a Pooled Plan Provider (PPP) who manages all aspects of the program on behalf of multiple employers.

 This arrangement can reduce the administrative burden on participating employers.

Both MEPs and PEPs present valuable opportunities for employers looking to offer retirement benefits to their employees. Companies with close industry affiliations may prefer to join a MEP of related employers closely aligned with their needs, whereas a PEP is open to all employers and may be less custom to their plan’s demographics.

Groups of Plans (GoPs) offer a hybrid approach to the world of pooled plan structures. Unlike Multiple Employer Plans (MEPs) where multiple businesses share a single plan document, 

in GoPs, each company still has its own retirement plan but with some shared features.

GoPs allow several employers to file one Form 5500 (a report detailing a company’s employee benefits) instead of each doing their own, assuming they meet certain requirements. The businesses also pool their investments, which can help small plans negotiate better pricing. This gives small businesses the benefits of being part of a bigger group, without losing the ability to customize their retirement plans.

GoPs can be a great choice for smaller employers looking to pay only for services they actually need. However, it’s important to keep in mind that individual employers that would need an independent qualified plan audit still need one for their specific plan. 

’s institutional consulting team can help you decide which plan makes the most sense for your business.

MEPs offer several advantages. Here are some of the top benefits:

With a MEP, someone has ready assembled a best-in-class offering that you can use. This includes all plan fiduciaries: ERISA 3(38) investment management, ERISA 3(16) administrative and ERISA 402(a) oversight. Instead of having to interview each fiduciary, you can get a “ready made” package by joining a MEP.

: By combining the assets of multiple employers, pooled plans can achieve economies of scale as more assets in the plan can potentially increase your negotiating power and allow for lower investment fees and better service offerings.

: Finally, employers who join a MEP are still eligible to earn 

from the IRS that can further reduce the cost of administering a retirement plan. By joining a pooled plan, you get the same tax benefits as if you had started a new plan.

By reducing the administrative responsibilities and consolidating resources, MEPs enable businesses that might not have the resources to offer a retirement plan on their own to offer their employees this valuable benefit.

Simplify Your Retirement Benefit with Vestwell.

While MEPs offer a range of advantages, there are a few considerations employers should be aware of:

One potential drawback of MEPs is that each individual employer cannot pick the individual experts for their plan, like the investment manager and plan administrator. This could mean that specific preferences or nuances that could be tailored to your business might not be available.

: Many people think that joining a pooled plan absolves them of responsibility, but joining a MEP does not completely absolve you from your fiduciary liabilities.  Employers are responsible for the selection and monitoring of the MEP (or PEP’s) activities and making sure the MEP administrator upholds the highest fiduciary standards, at a reasonable cost.

It's important to weigh these considerations carefully against the benefits when determining if joining a MEP (or PEP) aligns with your business’s goals.

With the SECURE Act 2.0 legislation expanding access and offering additional benefits for employers, now is the perfect time to consider a multiple employer retirement solution from Vestwell. Our plans offer:

By bringing the entire plan set-up and onboarding process online, we’ve made establishing a MEP easier than ever. Our intuitive, user-friendly platform guides you step by step, streamlining the necessary paperwork and coordination. The process is designed to be straightforward, allowing you to set up your plan with minimal hassle while giving you the tools to maintain it with ease.

Vestwell streamlines MEP management for effortless oversight. Our modern platform is designed for businesses of all sizes. It simplifies many administrative tasks, from enrollment to reporting. Furthermore, Vestwell's tailored solutions cater to a diverse range of organizations, including PEOs, associations, and franchises, making it a versatile choice for retirement plan administration.

Vestwell’s white-labeled solutions put your logo front and center. We understand the important role of familiar and straightforward communications in conveying the benefits of MEPs to prospective participants. To this end, we provide an array of white-labeled solutions, which help foster trust and facilitate informed decision-making for all involved.

Vestwell offers a broad range of cost-effective 401(k) plan options. By pooling resources through MEPs, small and mid-sized businesses can provide their employees access to low-cost investments that were once exclusive to large companies. This means better savings opportunities for everyone involved.

The SECURE Act 2.0 has expanded access for businesses and employees seeking participation in long-term savings. By pooling resources in a MEP, small and mid-size businesses may be able to capitalize on the benefits of economies of scale to reduce costs and simplify plan administration. Plus, offering the right plan can make all the difference in attracting, retaining, and supporting a thriving workforce.

 offers multiple employer retirement plans of all types and sizes. We’re here to help you learn more about which group retirement plans are currently available, understand the advantages and disadvantages of each plan type, and select the right multiple employer retirement plan for you. 

Is A Multiple Employer Plan (MEP) Right For Your Retirement Benefit?

With over 45 million Americans shouldering some form of student debt, employees are increasingly looking to their employers for support. Given this trend, it may be time to consider a new addition to your workplace benefits package.

 consider student loan repayment assistance the single most important employee benefit,

 even ranking it higher than additional retirement and health care contributions. Yet, only 8% of employers currently offer student loan repayment assistance.

Recognizing and addressing this gap is crucial for employers. By including offerings like student loan repayment assistance in your workplace benefits, you can help increase employee satisfaction and loyalty. Plus, as many borrowers resume payments on their federal student loans, now is a great time to support your employees where they need it most.

In this article, we’ll discuss how student loan debt impacts employee well-being—and explore the workplace benefits designed to help.

Understanding the Impact of Student Loan Debt

 to pursue a bachelor’s degree, and as the cost of college rises, students and their families are borrowing more. When we look at the data year by year, there's a clear trend: students are graduating with more debt than ever before.

<div style="float:left;padding-right:10px;width:60%;"><img style="height:80%;" class="w-full h-auto rounded-lg mx-auto" srcset="
          https://cdn.sanity.io/images/xeu2ch52/production/5fca86a0464407c6c510d49dd392b3f9bbbd8831-1894x2482.png?w=800 800w,
          https://cdn.sanity.io/images/xeu2ch52/production/5fca86a0464407c6c510d49dd392b3f9bbbd8831-1894x2482.png?w=1200 1200w,
          https://cdn.sanity.io/images/xeu2ch52/production/5fca86a0464407c6c510d49dd392b3f9bbbd8831-1894x2482.png?w=1600 1600w,
        " sizes="
          (min-width: 640px) 800px,
          100vw
        " src="https://cdn.sanity.io/images/xeu2ch52/production/5fca86a0464407c6c510d49dd392b3f9bbbd8831-1894x2482.png?w=1600">
    <br><span style="font-size:.9rem;font-style:italic;">Source: Hanson, Melanie. “Average Student Loan Debt by Year” EducationData.org, July 30, 2023, https://educationdata.org/average-student-loan-debt-by-year</span>
</div>

The burden of student debt is far-reaching—particularly for women and minorities, who generally have higher amounts of student loan debt. 

of the country's student loan debt is held by women, and Black and African American college graduates owe, on average, 

Fresh graduates are not the only ones impacted by student loans. Seasoned professionals, too, are still making payments on their student debt. Twenty years after stepping into their college classrooms, half of student borrowers still owe

Long-term debt, like student loans, can keep borrowers from achieving significant financial milestones such as building a retirement nest egg or buying a home. For many, this sense of delay becomes a source of stress. In fact, 

 have reported mental health issues due to the stress of student debt.

How Financial Stress Influences Workforce Wellbeing

Of course, financial worries don’t disappear when an employee walks in the office door. Workers are feeling the effects of student debt every day—and it’s impacting their work and wellbeing.

, 35% of employees report that issues with personal finances have been a distraction at work. Nearly half (49%) of those who are distracted by their finances at work say that they spend three hours or more at work each week thinking about or dealing with issues related to their personal finances.

Moreover, these financial concerns don't just affect productivity; they can also weigh heavily on employees' overall morale and job satisfaction. This not only affects their personal growth but can also impact the company culture as a whole. Offering support in managing student debt can enhance your employees' overall sense of well-being and loyalty to your business.

Student Loan Repayment Assistance as a Workplace Benefit

As employee priorities evolve as a result of rising student loan debt, workplace benefits are evolving along with them. According to data from 

, the percentage of job descriptions on the platform mentioning “student loan repayment programs” has more than doubled since 2019.

Adding student loan repayment assistance to your benefits package can be a great way to show that your business values its employees. This not only helps recruit top-notch candidates but also fosters a sense of loyalty among your existing team. According to an American Student Assistance (ASA) survey, 

 would commit to a company for five years if the employer helped pay down their student loans.

As part of our mission to close the savings gap, Vestwell now offers Student Loan PayDown, one of several new workplace education products on the Vestwell platform after Vestwell's 

. This offering enables employers to support their employees by making direct contributions to their student loans. It offers tangible relief for your team by helping them pay down their debt faster.

In fact, among employees who received the Student Loan PayDown benefit through their employer, 92% reported an improvement in their stress as it relates to repaying their student loans.

It’s clear that the student loan debt crisis is impacting workers’ lives, both outside of work 

 in the office. By incorporating student loan repayment assistance into your workplace benefits package, you can align your offering with the evolving priorities of your employees.

Ready to explore student loan repayment benefits for your business? Vestwell’s digital platform can make it easy to offer workplace benefits that meet your needs. By combining technology with user-first design, Vestwell takes the hassle out of employer-sponsored savings solutions. 

to learn more about Student Loan PayDown and how it can be integrated into your company’s benefits package.

Student Loan Repayment Assistance: Aligning Workplace Benefits With Employee Priorities

Small and medium-sized businesses (SMBs) need flexible retirement solutions that cater to their specific needs. 

That’s why, in 2022, Vestwell launched the Flex program, offering a seamless connection between SMBs and top-notch Third-Party Administrators (TPAs). 

TPAs are critical for businesses that need hands-on support and custom retirement plan designs.

In this article, we’ll discuss what the Flex program is and how it streamlines the retirement plan process for SMBs, TPAs, and advisors.

Flex: A Simple Solution for Complex Plans

In the retirement industry, nearly 50 percent of small businesses with retirement plans below $10 million in assets utilize an outside TPA. However, most small businesses and financial advisors are burdened by the time-consuming efforts of finding the right TPA that is compatible with their recordkeeping system.

This is where Flex comes in. Designed to simplify and accelerate this matching process, Flex pairs our modern, digital recordkeeping platform with the high-touch service that TPAs provide all with the ease of a streamlined client experience.

Flex is not just a tool—it's a commitment to bringing operational ease and effective partnerships to the forefront of the saving industry. Thanks to this initiative, SMBs can enjoy a hassle-free TPA selection process, flexible plan designs, and simplified pricing & billing that make the entire experience smooth & seamless.

At Vestwell, our philosophy is rooted in partnership. 

Collaborating with TPAs isn't just a part of our business—it’s pivotal to our core business strategy.

Flex combines the strengths of both efficient recordkeeping and top-tier TPAs. Our advanced technology manages the routine tasks so that TPAs are free to focus on building relationships and finding solutions to complex problems. Plus, by strengthening the distribution channels for our TPA partners, Flex promises more visibility and increased sales opportunities.

How Advisors Leverage Flex to Grow Their Practice

Flex gives advisors a go-to solution for clients with more complex and nuanced retirement plans. TPAs enhance value for retirement clients, bringing deep expertise to their plans. 

By leaning into the consistent, in-depth support offered by a dedicated TPA team, advisors can multiply their efforts and scale their 401(k) practice.

Many plans, especially in the small plan market, need more than just a ‘platform’—they need a helping hand. Our trusted TPA partners can help advisors and their clients with plan consultation, profit sharing, and outside assets.

Flex saves time sourcing TPAs so that advisors can focus on the businesses they serve. Then, Vestwell and the selected TPA will work together to ensure offering a retirement plan to clients and their employees is as effortless and seamless as possible.

Looking back at the Flex program so far, we're proud of the impact that it’s made. Flex was designed to make retirement planning easier and more tailored for businesses. It provides streamlined pricing, TPA services for flexibility, and offers a consolidated, intuitive experience.

While we've made great strides, we're even more excited about the road ahead. We're committed to improving and expanding our unbundled Flex offering, ensuring it continues to meet the changing needs of our clients, TPA partners, and advisors.

Learn more about our tailored retirement solutions.

Vestwell Flex: Bridging the Gap for SMBs and TPAs

We’ll break down how Vestwell is making the SECURE 2.0 transition smoother for small businesses and advisors alike.

In the ever-evolving retirement landscape, few pieces of legislation have made waves quite as significant as 

. Enacted on December 29, 2022, SECURE 2.0 includes the Securing a Strong Retirement Act, the RISE and SHINE Act, and the EARN Act, each aimed at further improving retirement plans in the United States.

While this legislation offers many incentives and opportunities for employers who offer retirement plans, it also brings forth a set of changes that businesses must navigate.

Vestwell has simplified this transition by aligning our offerings with the provisions in SECURE 2.0. 

Our goal is to help our clients design plans that leverage the opportunities presented by this new legislation.

SECURE 2.0 brings changes such as auto-enrollment and auto-escalation, student loan matching, and increased tax incentives for employers. These measures aim to provide greater financial security for future retirees.

Beginning in 2025, almost all new 401(k) and 403(b) plans established after the enactment of SECURE 2.0 will be required to automatically enroll eligible employees. The initial default contribution rate must be between 3% and 10%. This rate will increase by 1% each year, up to at least 10% but not more than 15% of the employee's earnings.

However, existing retirement plans do not have to meet these requirements. There may also be additional exemptions for new businesses or those with 10 or fewer employees.

Employer Matching of Qualified Student Loan Payments

Beginning in 2024, SECURE 2.0 will allow student loan payments to qualify for matching contributions in workplace retirement plans. Employers will be able to make matching contributions to their company retirement plan on behalf of employees paying student loans.

The matching contributions for student loan payments must vest under the same schedule as other matching contributions. Additionally, employees must be eligible for a match in order to receive the student loan matching contribution.

 (which reduce your clients’ taxes) for employers who start a new retirement plan. 

Small businesses with fewer than 50 employees can now receive a startup credit of 100% of administrative expenses, up to $5,000 per year for three years. 

Additionally, employers can get a tax credit equal to the contributions they've made for non-highly compensated employees, up to a limit of $1,000 per employee.

The full credit is available to employers with 50 or fewer employees and is phased out for employers with between 51 and 100 employees.

The Power of Systematized Plan Design in Light of Secure 2.0

Recognizing the impact of SECURE 2.0, Vestwell uses a systematic yet personalized approach to help our clients make the most appropriate decisions regarding their retirement plans. We have taken several steps to ensure our clients are prepared for legislative changes and set up for success:

1. We’ve developed a quick but effective Plan Design Questionnaire

The Plan Design Questionnaire is a specially curated tool that allows us to get to the core of the unique needs and objectives of each employer. The questionnaire, using straightforward plain English (avoiding industry jargon), asks about fundamental aspects of the business and the employer’s objectives for offering a retirement plan. We use the responses to suggest an optimal plan design that aligns closely with the client’s goals.

2. Employers will receive an Optimal Plan Design Recommendation Report

This document is based on the employer’s responses to our Plan Design Questionnaire, as well as our experience serving over 30,000 businesses. The purpose is to simplify one of the most complex parts of the retirement world – plan design – and make it digestible to employers and advisors alike.

Along with streamlined recommendations tailored to each client’s situation, the document explains how and why these plan design decisions will benefit their business. If the employer prefers to proceed in a different direction, the document also provides alternate suggestions for them to consider, paired with any caveats or nuances they should be aware of. It’s all about creating a plan that fits seamlessly with each client’s business structure and goals — and one that’s clear and easy to understand.

However, some plans may have unique or complex needs that require additional support. That’s why we offer 

Vestwell built this offering to handle complex plan designs with ease. By partnering with third-party administrators (TPAs) and streamlining billing and agreements, this solution makes it easy for nuanced plans to get the support that they need.

The Vestwell "Flex" Model: A Solution for Complex Plan Designs

3. We’ve made auto-enrollment the default for all our full-service, bundled plans.

This will help make sure your client is prepared when the auto-enrollment mandate comes into effect. It will also allow them to take advantage of an additional tax credit for adding an auto-enrollment feature to their plan. 

Plans that implement auto-enrollment may qualify for a $500 credit for three years. 

This applies to both existing and new plans and can be combined with the start-up tax credit for maximum savings. Click 

 to calculate your client’s potential savings.

Additionally, we direct clients towards practices that align with the provisions in SECURE 2.0, such as auto-escalation, in order to minimize future disruptions and maximize benefits.

How Vestwell Streamlines Additional Components of SECURE 2.0

In addition to refining our approach via systematized plan design, Vestwell is continuously working to address various other aspects of the SECURE Act 2.0.

Vestwell will power workplace education benefits. 

 will add several new products to Vestwell’s platform, including tools to help employees manage student loan debt, contribute to education savings accounts, and refinance student loans. This holistic approach to financial wellness will help set employees with student loans up for success.


The SECURE Act 2.0 makes it easier for employers to support their employees through employer matching of qualified student loan payments. To further empower businesses, Vestwell is developing a suite of savings solutions that will enable employers to provide comprehensive workplace financial benefits.

Conclusion - Future-Proof Your Retirement Practice with Vestwell

The introduction of SECURE 2.0 has reshaped the retirement industry, introducing changes such as mandatory auto-enrollment, student loan payment matching, and increased tax credits for employers who start a new retirement plan.

Vestwell’s goal is to help businesses and advisors not only understand but also benefit from these new provisions. Our proactive approach, coupled with the power of systematized plan design, equips businesses and advisors with the tools they need to seamlessly navigate the post-SECURE 2.0 world.

And for plans that need additional support, Vestwell Flex makes partnering with a TPA smoother and more intuitive than ever before. We offer a blend of flexibility, customization, and efficiency tailored to meet the unique demands of every plan, ensuring that your clients get the support that they need. 

Maximizing SECURE 2.0 Benefits with Systematized Plan Design

A great retirement plan service provider can transform your practice. The right provider helps you strengthen client relationships and focus on growing your business. With the right partner, you can transform retirement planning into a seamless and rewarding experience for everyone involved.

…however, some providers just don’t live up to expectations. If you and your clients are dealing with tedious administrative work, impersonal customer service, or limited investment options, it may be time to consider switching providers.

In this article, we’ll guide you through the key factors to weigh when choosing to partner with a new 401(k) plan provider. 

We’ll also discuss certain capabilities that can streamline the 401(k) plan conversion process for your clients.

Key Factors to Consider When Switching Providers

1. Does the provider handle the day-to-day work?

If the 401(k) plan provider you're considering doesn't handle day-to-day operations, your clients could find themselves buried under a mountain of administrative tasks. And these tasks are not trivial—they're essential for ensuring that the plan runs smoothly and stays compliant with regulations.

 can manage the day-to-day administrative work of a 401(k) plan. 

If you’re looking for a bundled solution, by choosing a provider that offers 3(16) fiduciary services, you can not only lighten the administrative load for your client but also help minimize the risk of compliance missteps and help the plan run more efficiently.

2. Can your clients get the customer support they need?

You and your clients shouldn't constantly be receiving emails from a round-robin service team.

A top-tier provider will take care of your clients’ needs so that you can remain focused on your core business. 

 means that you don't have to be the go-between for your clients and the provider. Instead, you can trust that your clients are receiving immediate and expert assistance when they need it.

In addition to service for your clients, look for a provider that provides dedicated support for advisors, too. Advisors that partner with Vestwell each have a 1:1 touchpoint on our Client Success team to help ensure they’re getting the direct support they need to better serve their clients.

3. Are there flexible investment options?

When considering a switch, make sure you review the investment options available. 

Keep in mind that if a recordkeeper has proprietary funds, that could potentially pose a conflict of interest.

 Whether you're interested in an off-the-shelf offering or you want to hand-pick investments or asset allocation models for your client, make sure the provider you choose to partner with gives you the flexibility to build the fund line-up that’s right for you and your clients.

 offers advisors the ability to manage plans cumulatively. We set up investment programs in which changes to any of the investment options cascade across all plans. This approach streamlines your workflow and allows you to optimize investment strategies with ease.

4. Are the right payroll integrations available for your clients?

For many advisors and their clients, the ease of managing a retirement plan is paramount. Finding a provider that supports 

can simplify plan administration. By directly linking the payroll system to the retirement plan, contributions can be automated.

Payroll integrations don’t just mean less manual work; they can also mean fewer errors.

 When payroll changes—whether it's due to salary adjustments, bonuses, or new hires—the contributions adjust automatically. This minimizes the risk of discrepancies and over or under-contributions. This approach leads to a more streamlined, efficient, and error-free retirement plan management experience for both you and your clients.

5. Is the pricing straightforward and transparent?

Your clients deserve to know exactly what they're paying for and why. 

If there are hidden fees or the provider is charging premiums without delivering equally high-quality services, it may be time to consider a switch.

When evaluating potential providers, take a close look at their pricing model. Is it easy to understand? Are there any hidden fees or costs that might surprise your clients down the road? Remember, clear, upfront, and transparent pricing can save you and your clients potential headaches in the future.

Explore 401(k) conversions with Vestwell.

How Vestwell Streamlines 401(k) Conversions

At Vestwell, we’re on a mission to be your firm’s go-to solution for plans of any size. To achieve this, our easy-to-use platform supports conversions in several key ways:

We recognize the importance of a smooth transition. That's why we've improved our onboarding process, dramatically reducing the time it takes to transfer a plan. Plus, our 

 is faster and more efficient than many traditional options out there.

The service provider you partner with should offer a plan design that grows with your client’s business. With Vestwell, you can choose between our 

 (where we’ve seen 400% year-over-year growth) or our full-service offering with 3(16) administration at no extra charge. This flexibility ensures that you get a solution that suits your clients, no matter the complexity or size of the plan.

Our dedication to exceptional customer service is reflected in our Net Promoter Scores of close to 100. We have a responsive employee contact team to take calls during business hours, a new employer consultation team for plan design changes, and a Client Success team to be your 1:1 touch-point.

Switching your 401(k) plan provider can yield significant benefits. These include more efficient plan administration, improved customer support, and more flexibility for you and your clients. A successful conversion can be a strategic move that sets your clients and your practice up for success.

Ready to explore a 401(k) plan conversion? 

By offering faster onboarding, increased flexibility, and top-tier customer service, our digital retirement plan platform makes it simple to make the switch. Vestwell combines technology with best-in-class retirement plans and user-first design, making it easy for your clients to offer and administer a company-sponsored 401(k) that meets their needs. We aim to be the most modern, advisor-friendly recordkeeper in the market. 

What's New

Is A Multiple Employer Plan (MEP) Right For Your Retirement Benefit?

Student Loan Repayment Assistance: Aligning Workplace Benefits With Employee Priorities

Vestwell Flex: Bridging the Gap for SMBs and TPAs

Maximizing SECURE 2.0 Benefits with Systematized Plan Design

401(k) Conversions: What Advisors Need to Look for When Switching Service Providers

What’s the Difference Between a 401(k) and a SIMPLE 401(k) Retirement Plan?

401(k) Conversions: What Businesses Need to Look for When Switching Service Providers

403(b) Plans: Setting Up a Retirement Plan for Your Nonprofit Organization

Types of Safe Harbor 401(k) Plans and the Pros and Cons of Each

Mast Reforestation's Retirement Plan Success: Aligning Company Values with Employee Investments

Vestwell and Gusto Partnership Adds New 360° API-Based Integration

A 401(k) on a ‘Silver Platter’: Saving Time with Vestwell’s Toast Integration

Want to discuss your retirement plan practice and how Vestwell can help?

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