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Every six years, the Internal Revenue Service (IRS) requires employers with qualified, pre-approved plans to restate their plan documents \u2013 reflecting changes that have occurred since the plan documents were created or last restated.
Every six years, the Internal Revenue Service (IRS) requires employers with qualified, pre-approved plans to restate their plan documents \u2013 reflecting changes that have occurred since the plan documents were created or last restated.
The IRS has announced that the Cycle 3 restatement window will begin on August 1, 2020 and have a final deadline of July 31, 2022.
The IRS has announced that the Cycle 3 restatement window will begin on August 1, 2020 and have a final deadline of July 31, 2022.
Retirement Plans Included in Cycle 3 Employers must restate their defined contribution retirement plans by the deadline or face penalties for non-compliance. Defined benefit pension, cash balance plans and 403(b) plans have different cycles than defined contributions plans.
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401(k) providers can charge dramatically different fees for Cycle 3 restatements \u2013 from $500 to $2,000 in my experience.
The restatement process involves plan sponsors working with document providers such as third-party administrators and ERISA attorneys to re-write plan documents to include changes from all mandatory and voluntary amendments.
The cycle 3 restatement period for defined contribution (i.e., profit sharing, 401(k), money purchase pension) plans started on August 1, 2020, and closes on July 31, 2022. Employers must restate their defined contribution retirement plans by the deadline or face penalties for non-compliance.
According to some sources, restatement fees charged by other 401k providers can cost businesses anywhere between $500 to $2,000. Because of these high fees, some use the restatement process as a time to perform an overall plan redesign.
Loss of Pre-Approved Plan Status: Failure to timely restate a pre-approved plan results in the plan's loss of status as a pre-approved plan. This means the employer could no longer rely on the pre-approved plan's opinion letter from the IRS approving the plan document's compliance with the tax code.

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