What are pooled plans?

There are different types of pooled plan arrangements, but they share the same objective: to provide access to quality retirement plans for employers, regardless of size. By joining a pooled plan arrangement, employers have less administrative burden, fewer plan management complications, and shared fiduciary risk. They may also benefit from cost efficiencies.

Pooled employer plans (PEPs) 

Pooled employer plans were created by the SECURE Act of 2019 and allow unrelated businesses to team up to offer a retirement plan. Transamerica’s recordkeeping system is built to handle the complexities of a PEP for 401(k) or 403(b) plans.

Group of plans (GoPs) 

A group of plans arrangement (referred to at Transamerica as Group Plan SolutionSM or Retirement Plan Exchange®) is a collection of unrelated single-employer plans sharing a common administrator, recordkeeper, and named fiduciary. A single Form 5500 covers all participating employers in the GoP, but larger organizations (100 or more employees) in the plan may still need an independent audit.

Multiple employer plans (MEPs)

Multiple employer plans allow organizations with a common interest to form a retirement plan. The MEP sponsor acts as the plan sponsor, and other organizations can join as “adopting employers.” Since the MEP sponsor is responsible for administrative and fiduciary responsibilities, adopting employers can focus on what matters most: running their business.

Less administration

From eligibility tracking to compliance support, your administrative duties shrink significantly when you join a pooled solution.

Reduced risk

Pooled solutions provide substantial support to help employers meet their fiduciary responsibilities.

Employer support

Like single-employer retirement plans, pooled solutions deliver a variety of benefits for employers. Depending on plan design, they offer employer support for:

  • Participant education and communication
  • Plan features such as employer match and eligibility
  • Support with investment selections and performance oversight

Potential cost savings

By pooling assets, employers may enjoy economies of scale. That means potential savings on audit costs and reduced investment fees as the plan grows.

Learn more about how we can help

Transamerica has been offering pooled plan solutions for more than 20 years. These group arrangements are among the many ways we help employers of all sizes offer retirement plans to help workers prepare for a secure financial future.

Employer-sponsored plans

Small, mid-size, or large, Transamerica offers employer-sponsored retirement plans designed to fit your organization's unique objectives.

Defined contribution plans

Whether it’s a 401(k), a 403(b), or a nonqualified plan for highly compensated employees, we administer defined contribution plans tailored to different organizations and industries.

Service you can count on

Employers expect and deserve excellent service when working with a retirement plan recordkeeper. See how our “Listen. Learn. Act.” approach is driving satisfaction.

Workplace wellness

To attract top talent, employers must offer workplace wellness solutions beyond a traditional retirement plan and employee benefits. See how Transamerica is answering the call.

HSA, FSA, and other spending accounts

Health savings accounts provide significant tax benefits for payment of medical expenses today, and supplemental retirement opportunities for tomorrow. Flexible, dependent care, and lifestyle spending accounts allow employers to structure a benefits program to meet the needs of varied employees with guidance from the Transamerica team.  

Emergency savings

Supporting the financial wellness efforts of employees is easy and convenient with Transamerica's emergency savings fund. By offering an emergency savings fund, employees may avoid tapping into their retirement accounts or borrowing from high-interest credit cards when life's challenges arise.

Before adopting any plan sponsors should carefully consider all of the benefits, risks, and costs associated with a plan. Information regarding retirement plans is general and is not intended as legal or tax advice. Retirement plans are complex, and the federal and state laws or regulations on which they are based vary for each type of plan and are subject to change. In addition, some products, investment vehicles, and services may not be available or appropriate in all workplace retirement plans. Plan sponsors and plan administrators may wish to seek the advice of legal counsel or a tax professional to address their specific situations.