Why Choose Us?
Traditional retirement plans are expensive, time consuming, and risky.
Peppermint’s Pooled Employer Plan makes offering great retirement savings options easy and affordable.
What is a Pooled Employer Plan?
A PEP allows organizations to pool resources with other employers to make retirement plans less expensive and easier to manage.
Peppermint manages all the administration, so you don’t have to expend your valuable resources. We also take care of the risk, audits, and reviews.
Bonus: Setting up a PEP may give you up to $15,000 in tax credits over 3 years
Learn more about our Pooled Employer Plan
All Options Include:
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- Profit sharing options
- Funds are invested in retirement plans before being taxed
- Ability to transfer funds from prior retirement accounts
- Flexible eligibility for enrollment
- Automatic enrollment options
- Access to borrow from retirement accounts
- Ability to withdraw funds in an emergency
- All options reduce an employer’s taxable income
Choose from 3 contribution options:
Dollar for Dollar
Allows the employer and participants to maximize contributions.
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- Safe Harbor Option
- Employer matches 100% on the first 4% of deferred compensation
- Employee keeps 100% of investment if they leave the company at any time
- Exempt from most annual compliance testing
- Optimizes your highly compensated employees’ personal retirement
Fixed 3%
Assures that all employees receive retirement benefits.
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- Safe Harbor Option
- Employers put in 3% of employee's compensation, even if the employee does not contribute
- Employee keeps 100% of investment if they leave the company at any time
- Exempt from most annual compliance testing
- Optimizes your highly compensated employees’ personal retirement
Discretionary
Gives the employer the ability to adjust contributions as business needs change.
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- Non-Safe Harbor Option
- Employer has more flexibility and can contribute as little or as much as they would like
- Employer may withhold a percentage of the employee’s earnings based on time of service at departure
- This plan requires testing and evaluation which cost an additional $1000 annually
- Employer directed
Not sure which plan is right for you? CLICK HERE to access our guide.
Safe Harbor vs. Non-safe Harbor
Safe Harbor
A safe harbor plan includes a mandatory employer contribution match
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- Requires an annual employer contribution
- Employee keeps 100% of investment if they leave the company at any time
- Exempt from most annual compliance testing
- Optimizes your & highly compensated employees’ personal retirement
Pros: Allows you to bypass expensive plan testing and creates the opportunity for flexibility and higher contributions to owners and highly compensated employees without the risk of testing failure
Cons: Less freedom around contribution options
Employer Directed
A non safe harbor plan that gives the employer more traditional options
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- Employer can contribute as little or as much as they would like
- Employer can create a vesting schedule to withhold a percentage of the employee’s earnings based on their duration of employment
- This option requires testing
Pros: Fewer restrictions, more contribution options, employees are incentivized to stay
Cons: Requires calculations, testing, applicable fees, and may involve more risk
Check out our plans guide and flyer to learn more about peppermint plans
