Share on LinkedInShare on LinkedIn

ARTICLE · 03 JANUARY 2025

Your Guide To SECURE Act Updates And IRS Form 5500 Changes

MGO CPA LLP
Explore more from MGO CPA LLP

The SECURE Act and SECURE 2.0 Act have expanded access to retirement plans for long-term, part-time employees (LTPTs), who must now be included...

United StatesEmployment and HR
Macias Gini & O'Connell
Macias Gini & O'Connell
Author LinkedIn connections

Key Takeaways

  • The SECURE Act and SECURE 2.0 Act have expanded access to retirement plans for long-term, part-time employees (LTPTs), who must now be included if they meet certain criteria starting January 1, 2024.
  • The method of counting participants for Form 5500 has changed and now focuses on account balances instead of eligibility to defer contributions, complicating participant headcounts.
  • The updated rules may alter whether a retirement plan requires an annual audit based on participant count, especially affecting organizations with previously excluded LTPT employees.

There are two significant regulatory changes to retirement plans that will require immediate attention from plan sponsors — both to ensure current operational compliance and comply with any upcoming deadlines. Many of your long-term, part-time (LTPT) employees may now be eligible for 401(k) retirement plans, and there is also a new method of counting defined contribution

We operate a free-to-view policy, asking only that you register in order to read all of our content. Please login or register to view the rest of this article.

Register for freeORLog in

View source

Related Articles

Legal Intelligence Newsletters: sign up for the latest legal and regulatory news on your chosen topics

Read more about

Related Comparative Guides

See more popular content from

Article

Treasury Issues Temporary Regulations On Trump Accounts And Contributions

The U.S. Department of the Treasury and IRS recently issued temporary regulations that provide an immediately effective framework for establishing and administering “Trump Accounts,” including broad automatic enrollment and large-scale contributions funded by governmental and charitable donors. The regulations became effective September 30, 2026, apply to taxable years beginning on or after January 1, 2026, and expire September 30, 2029.
United StatesEmployment and HR
Fennemore Craig, P.C.
Fennemore Craig, P.C.
Article

California Passes AB-1883 Targeting AI Workplace Surveillance Of Employees’ Emotional State And Neural Data

On Aug. 30, AB-1883 received final legislative approval and now heads to California Governor Gavin Newsom for signature or veto. If enacted, AB-1883 would prohibit employers from using workplace surveillance tools that rely on artificial intelligence (AI) to recognize, infer, or predict an employee’s emotional state, or to collect “neural data.”
United StatesEmployment and HR
Barnes & Thornburg LLP
Barnes & Thornburg LLP
Article

2026 Changes To FLSA Overtime Exemption Rules: What Employers Should Know About Revised Salary Requirements

Federal overtime exemption rules have shifted back to 2019 standards following court challenges to the Department of Labor's 2024 salary threshold increases. Understanding how these revised requirements affect executive, administrative, professional, and highly compensated employee classifications is critical for maintaining wage-hour compliance.
United StatesEmployment and HR
Genova Burns
Genova Burns
Article

Recent Developments In Mobley v. Workday: California Court Allows Key AI-Hiring Bias Claims To Move Forward

On June 22, 2026, in Mobley v. Workday, Inc., U.S. District Judge Rita Lin largely denied Workday’s motion to dismiss the plaintiffs’ Third Amended Complaint, including rejecting the company’s argument that California’s anti-discrimination laws do not apply to its screening of applicants outside California who are applying for jobs in other states or countries.
United StatesEmployment and HR
Reavis Page Jump LLP
Reavis Page Jump LLP
Article

DOL Announces New Enforcement Policy For Mental Health Parity Nonquantitative Treatment Limitation Requirements

The US Department of Labor has issued new guidance establishing a streamlined framework for enforcing mental health parity requirements under MHPAEA, focusing enforcement on three priority areas while maintaining nonenforcement of controversial 2024 rule provisions. This guidance aims to reduce compliance burdens on plan sponsors while ensuring participants maintain access to mental health and substance use disorder benefits comparable to medical and surgical coverage.
United StatesEmployment and HR
Mayer Brown
Mayer Brown