Big banks in a downtown city

Sometimes sage old advice--to include the claim that small businesses can't afford to offer retirement plans--is just old advice.

In an economy where GDP growth is on pace for a 13-year high, unemployment is at an 18-year low, and consumer confidence is at a 15-year high, you don't need to be a publicly traded corporation to offer retirement plans to your workers. Better yet, you don't need to hire a publicly traded corporation to administer a retirement plan for your workers. And in fact, to grow out of small business status, a retirement plan is exactly what's needed.

Life, Inc. Retirement Services is here to help.


Times Change - Change With Them

When times are good, employers in all industries compete for workers. And they compete by luring them in with higher wages and better benefits. Higher wages can lead to wage inflation, which increases the costs of products or services because the added costs of production are passed on to consumers. This benefits employers about as much as it benefits workers: none. Unless wage inflation increases in tandem with productivity, the employer takes a hit to profits and the workers pay more for goods and services elsewhere in the marketplace.

Why does this matter to a small business owner? Because in a world that is always changing--a world where conventional wisdom is only wise for as long as it takes the daily news cycle to make it unoriginal--there's another option.


Boost Retirement, Not Wages

Instead of contributing to wage inflation, employers can instead choose to invest in their workers. For small businesses that are starting to feel the tax burden of being successful, there's a built-in perk of offering retirement plans to workers: employer contributions are tax deductible. On top of that, the IRS offers tax incentives for small businesses just starting out with a retirement plan for their workforce. And best of all, the money employers contribute stays with the plan if the employees leave. Called "vesting," this conditional contribution stays with long-term employees only, which incentivizes longevity and thus slows turnover and saves companies on hiring and training costs.


Don't Settle for Cookie-Cutter Plans

Dunkin' Donuts doesn't have the same mission, workforce, or even product as Carl's Kitchen Cabinets, and yet most big banks or payroll services will offer 401(k) plans that are indistinguishable from company to company. It's important to recognize that in today's economy, retirement planning is not an exclusive, one-vendor industry. Don't think that you have to settle for a one-size-fits-all plan just because you're small, new, or inexperienced in dealing with retirement plan options.  


Our goal to "keep it simple" doesn't mean that you have to accept a retirement plan that's generic. On the contrary. At Life, Inc. we achieve exemplary customer satisfaction not by offering the same cookie-cutter retirement plans that the big banks hoist on unknowing customers, but by customizing a plan to meet your specific needs. This includes tweaking participation parameters to curb costs, adjusting vesting schedules, weighing the pros and cons of safe harbor plans, and even forecasting future workforce demographics and the effects of projected company growth. The point of offering a retirement plan isn't just to use it as a recruiting tool, though that is definitely part of ti. It's about offering a benefit that actually works, that achieves maximum saving for employees, that takes advantage of all available tax advantages, and that also boosts employee longevity.

If you're considering a retirement plan for your small business, don't settle for a quote-unquote "no frills" one-size-fits-all plan that's created to maximize their profit instead of your needs.


Choose a plan that is custom designed specifically to your industry, size, and growth model.

Choose a team of real people with real phones on their desks, not 800 numbers with automated self-help menus.

Choose Life, Inc. Retirement Services.

Contact us today to learn more.