Retirement plan providers are seeing a rise in sponsors shopping their defined contribution plans, setting off a 401(k) bidding war as employers get aggressive in their search for lower fees and better options.
As the fourth quarter approaches — the time when most companies make benefits decisions — many are digging into the question of whether they might be paying too much in administrative and recordkeeping fees and would like to see what else is out there.
“From now until mid-December, it is clearly our peak season,” said Mike Narkoff, senior vice president for Pennsylvania-based Ascensus, which provides recordkeeping and administrative services to more than 43,000 retirement plans and 1.5 million IRAs. “We do see most of our new clients onboarding in the later part of the year.”
The advantage for new plans or those switching providers now is they can start up on Jan. 1, giving their employees a full calendar year to save as much as they can and maximize their savings for the year, Narkoff said.
What Your Peers Are Reading
A growing awareness that there’s sometimes a huge disparity in fees is what’s mostly driving the trend. Higher costs can leave retirement plan participants with far less in savings — sometimes hundreds of thousands of dollars — after fees are paid.
“Service and fees have always been the two most dominant features that employers and advisors look at. I would tell you, given the new (Labor Department) fee disclosure regulations and the (regulatory) scrutiny around fees, it is not as much about what the fees are, but more clarity around how they work and are they reasonable,” Narkoff said.
That’s not to understate the sensitivity to price, especially as an ever-shrinking number of companies move away from traditional defined-benefit pension plans to 401(k)s.
Of course, as fiduciaries, plan sponsors are under greater pressure than ever to act in the best interest of plan participants when selecting investment options, service providers and monitoring their choices.
Chad Parks, president of The Online 401(k), which specializes in web-based 401(k) plans for small businesses, said a lot of small to midsize plans were actively shopping.
Indeed, a recent survey by Cogent Research found that just 38% of all plan sponsors feel confident they are paying similar fees to those paid by their peers, though larger plans were more confident in their fees than micro- and small-plan sponsors.
Of the 73% of plan sponsors who said they received fee disclosure information from their plan providers last year, 46% said they plan to maintain their current fee arrangements. About one in five plan sponsors plan to request fee reductions, with 31% of mega-plan sponsors likely to take such action, according to Cogent.
“There is definitely heightened awareness of fees,” Parks said.
And if there’s not, there ought to be, he said. “People signed up for the first thing to come along and they didn’t necessarily know this information,” he said. “Now they are armed with this information, so it is time to do a self-audit to make sure they are doing the right thing.”
Parks said many of the more entrenched service providers have yet to reduce their fees.
He pointed out that one of the largest 401(k) providers in the United States is still charging 250 basis points for administrative and recordkeeping fees. Parks says he doesn’t believe anyone should be charging more than 100 basis points in fees. His company, he said, charges 25 basis points.
As counterintuitive as it might sound, starting a plan or changing a plan has become more complicated in light of new regulations such as fee disclosure. That’s because there’s more data available to compare.