Graded Vesting
Candlefocus EditorGraded vesting can be applied to both employer contributions, such as pension funds and 401(k) plans, and employee contributions, such as Roth IRA accounts. With employer-provided retirement plans such as 401(k), most employers favor a vesting schedule that includes a graded approach to vesting. In most cases, the vesting periods are typically three, five, seven, or ten years. Any contributions made by the employer to the employee’s account before the end of the vesting period are fully vested and available to the employee immediately upon completion of the vesting period.
Employees can also benefit from having an employer-sponsored retirement plan with a graded vesting schedule because they get the security of knowing that contributions to the plan vested over time. For example, if an employee contributes the maximum amount to a Roth IRA each year, their contributions are only 50% vested after three years of employment and 100% vested after five years. Employees who leave the company before the five years are entitled to 50% of the money they contributed, rather than giving up all their contributions as they would if the plan had a cliff vesting schedule.
Overall, graded vesting is a great way to give employees the security and flexibility they need to save for retirement. Not only does it provide employees with investment security, but it also encourages them to remain in their current workplace and build up their savings without the threat of losing them. A graded vesting schedule not only benefits the employee, but also helps employers maintain a committed workforce and gain loyalty from their employees.