SECURE 2.0 Roth Catch-Up Rules: Who Qualifies and What Employers Need to Know

Roth catch-up requirements are adding a new layer of operational complexity to retirement plans, especially for organizations with variable compensation and multi-entity structures. For plan sponsors, the challenge is not just understanding the rule. It is how easily compensation, plan design, and payroll execution can fall out of alignment over the course of a year.… Read More

The Retirement Planning Ecosystem: Roles and Responsibilities

Why the Retirement Plan Consultant Belongs at the Center of It All When business owners set out to offer a retirement plan, they’re not just offering a benefit, they’re creating a financial system that must serve the needs of the business, the employees, and the owners themselves.… Read More

The Rise in PEPs and Increased Demand for 3(16) Services

With the growth of Pooled Employer Plans (PEPs), demand for 3(16) administrative services has surged. Plan sponsors are seeking providers who can take on fiduciary responsibility, streamline compliance, and reduce the operational burden that comes with administering retirement plans. This shift is creating more business for Retirement Plan Consultants (formerly known as TPAs).… Read More

RPC, TPA, RIA, RPA – The Alphabet Soup Nobody Asked For

There are 76 million Gen Xers. The oldest ones just turned 59. Retirement isn’t a distant concept for them anymore — it’s a calendar item. And right behind them is the largest wealth transfer in American history. The demand for retirement guidance has never been higher.… Read More

SECURE 2.0 ADP Testing and Roth Catch-Up: What Non-Safe Harbor Plans Need to Prepare For

Retirement plan compliance is becoming more interconnected across plan design, testing, and participant outcomes. While safe harbor plans simplify many requirements, non-safe harbor plans introduce additional layers of complexity, especially under SECURE 2.0. For employers operating without a safe harbor structure, the interaction between ADP testing and Roth catch-up rules will require closer attention starting in 2026 and beyond.… Read More

The Collective Objective

From our perspective, the objective of the Asteri Collective is to create an effective directive for all of the respective players in the RPC world.  What the Asteri Collective Is Actually Trying to Do There is a difference between saying you want to “improve the industry” and being willing to reorganize how it actually functions.… Read More

Heightened Cybersecurity Concerns in Retirement Plans

Rising Security Risks in Retirement Plans A June 2025 NAPA-Net / Escalent survey shows that cybersecurity threats and data breaches are now the top concern for 401(k) plan sponsors of all sizes. NAPA.net Some of the key findings: 52% of plan sponsor respondents named cybersecurity/data breaches as their greatest fear. … Read More

Broker-Dealers + Wirehouses: Adapting & Innovating for the Future of Retirement Planning

The retirement plan environment in 2026 is evolving at an unprecedented pace. Broker-dealers and wirehouses are balancing regulatory shifts, market volatility, changing client expectations, and rapid technological advancements. For firms operating in this environment, the need for scale, consistency, and high-touch service has never been greater.… Read More

Set It Up Now or Fix It Later: How Employers Should Prepare for Roth Catch-Up

Retirement plan design is entering a new phase of complexity. With changes introduced under SECURE 2.0, employers, especially multi-entity organizations, need to rethink how their plans are structured, administered, and supported. The Roth catch-up requirement for higher earners brings new operational demands across payroll, plan documents, and recordkeeping.… Read More

Simplifying Retirement Plan Discussions for Advisors

When Retirement Plan Design Should Start The advisor calls with a referral. A business owner, profitable, ten employees, wants to put more away this year. Solid situation on the surface. The handoff happens, the meeting gets scheduled, and somewhere in the intake process a number comes in, owner compensation of $180,000, structured as W-2.… Read More