Understanding 403(b) Plans: Retirement Savings for Nonprofits & Schools

A 403(b) plan, commonly referred to as a tax-sheltered annuity (TSA) plan, is a retirement savings program designed specifically for certain employees of public schools, tax-exempt organizations and certain ministers. This plan enables eligible employees to make contributions directly from their salary on a tax-deferred basis, allowing them to invest in a variety of retirement savings vehicles. By deferring taxes on these contributions until withdrawal, participants can potentially accumulate a larger nest egg for retirement.

The 403(b) plan is specifically designed for:

• Public School Systems: Teachers, administrators and support staff

• Nonprofit Organizations: Hospitals, religious organizations and 501(c)(3) tax-exempt entities

• Church Employees: Ministers and church staff members

• Other Educational Institutions: University professors and staff

Eligibility requirements generally include being a formal employee of the qualifying organization, although some independent contractors providing services to public schools may qualify in certain circumstances.

There are several variations of 403(b) plans, each offering different investment options and characteristics:

• Traditional 403(b) Plans: Contributions are made pre-tax, reducing current taxable income while allowing tax-deferred growth until withdrawal

• Roth 403(b) Plans: Contributions are made after-tax, but qualified withdrawals, including earnings, are tax-free in retirement

• Fixed or Variable Annuity Contracts: Offered by insurance companies, providing guaranteed income or variable returns based on investment performance

• Mutual Fund Custodial Accounts: Investment portfolios managed by financial services companies offering a range of mutual fund options

For 2025, the 403(b) plan contribution limits are:

• Elective Deferral Limit: $23,500 (subject to annual adjustments for inflation)

• Age 50+ Catch-Up: Additional $7,500 for participants aged 50 or older

• Special 15-Year Rule: Up to $3,000 extra annually for employees with 15+ years of service (subject to lifetime limit of $15,000)

• Total Annual Additions: Combined employee and employer contributions limited to the lesser of 100% of includable compensation or $69,000

These limits apply to all elective deferrals under 403(b), 401(k) and SIMPLE plans combined.

403(b) plans are crucial for employees in the nonprofit sector and educational institutions, as they provide a structured way to grow retirement savings without immediate tax implications. Similar to 401(k) plans available in the private sector, 403(b) plans help employees save for retirement while also benefiting from tax-deferred growth. This feature is particularly beneficial for those who may have limited access to traditional retirement plans or who work for organizations that do not offer extensive retirement benefits.

Additionally, the contributions made to a 403(b) plan can significantly enhance an employee’s financial stability in retirement, allowing for a more comfortable lifestyle post-employment. As the workforce continues to evolve, understanding the importance of these plans is essential for individuals aiming to secure their financial future.

403(b) plans offer a variety of investment vehicles and features designed to help participants build a secure retirement. Understanding these options can empower you to make informed decisions aligned with your financial goals.

Annuities are insurance products that provide a steady income stream, typically for life. In the context of 403(b) plans, annuity contracts can be:

• Fixed Annuities: Offer guaranteed interest rates and predictable payouts, making them suitable for conservative investors seeking stability.

• Variable Annuities: Allow investments in various sub-accounts, similar to mutual funds, with returns fluctuating based on market performance.

• Indexed Annuities: Provide returns linked to a specific market index, such as the S&P 500, offering potential for higher returns with some level of protection against market downturns.

It’s important to note that while annuities can offer lifetime income, they may come with higher fees and surrender charges.

Custodial accounts in 403(b) plans are investment accounts managed by a financial institution on behalf of the participant. These accounts typically invest in mutual funds, offering:

• Diversification: Access to a broad range of asset classes, including stocks, bonds and money market instruments.

• Professional Management: Funds are managed by professional portfolio managers who make investment decisions based on market analysis.

• Liquidity: Mutual funds can generally be bought or sold on any business day, providing flexibility to investors.

Participants should review the fund’s prospectus to understand investment objectives, risks and fees.

Target-date funds are designed to simplify retirement investing by automatically adjusting the asset allocation mix as the target retirement date approaches. Key features include:

• Automatic Rebalancing: The fund’s asset allocation becomes more conservative over time, reducing exposure to riskier assets as retirement nears.

• “Set-It-and-Forget-It” Approach: Ideal for investors who prefer a hands-off strategy, as the fund adjusts without the need for active management.

• Variety of Options: Available in five-year increments (e.g., 2030, 2035, 2040), allowing participants to choose a fund aligned with their expected retirement year.

While convenient, it’s important to ensure the fund’s glide path and asset allocation align with your risk tolerance and retirement goals.

Index funds aim to replicate the performance of a specific market index, such as the S&P 500 or the Total Stock Market Index. Benefits include:

• Low Costs: Typically have lower expense ratios compared to actively managed funds, as they require less management.

• Broad Market Exposure: Provide diversification across a wide range of securities within the chosen index.

• Consistent Performance: Aim to match, rather than outperform, the market, reducing the risk of significant underperformance.

Index funds are suitable for investors seeking a cost-effective, passive investment strategy.

Many employers offer matching contributions to encourage employee participation in 403(b) plans. Features of employer matching include:

• Enhanced Savings: Employer contributions can significantly boost retirement savings over time.

• Vesting Schedules: Some plans require employees to work for a certain period before gaining full ownership of employer contributions.

• Contribution Limits: Combined employee and employer contributions are subject to annual IRS limits.

403(b) plans offer several tax-related advantages and financial benefits that make them an attractive retirement savings option:

• Tax-Deferred Growth: Contributions to a traditional 403(b) plan are made with pre-tax dollars, reducing your taxable income for the year. The investments then grow tax-deferred, meaning you do not pay taxes on earnings until you withdraw the funds in retirement. This allows your investments to compound more effectively over time.

• Immediate Tax Savings: By contributing pre-tax income to your 403(b) plan, you lower your current taxable income, which can result in immediate tax savings. This can be particularly beneficial for individuals in higher tax brackets.

• Potential Employer Matching: Many employers offer matching contributions to your 403(b) plan, effectively increasing your compensation. For example, an employer might match 50% of your contributions up to a certain percentage of your salary, providing additional funds for your retirement savings.

• Creditor Protection: Assets held in a 403(b) plan are generally protected from creditors in the event of bankruptcy, offering an added layer of financial security.

• Loan Provisions: Some 403(b) plans allow participants to take loans against their account balances. The maximum loan amount is typically the lesser of $50,000 or 50% of your vested account balance. Loans must be repaid within five years and failure to repay may result in the loan being treated as a taxable distribution.

• Automatic Payroll Deductions: Contributions to a 403(b) plan are typically made through automatic payroll deductions, making it easier to consistently save for retirement without the need for manual transfers.

Understanding the rules surrounding distributions from your 403(b) plan is crucial for effective retirement planning:

• Required Minimum Distributions (RMDs): You must begin taking RMDs from your traditional 403(b) plan by April 1 following the year you reach age 73 (or age 75 if you were born in 1960 or later). RMDs are calculated based on your account balance and life expectancy.

• Early Withdrawal Penalties: Withdrawals made before age 59½ are generally subject to a 10% early withdrawal penalty, in addition to ordinary income taxes. However, exceptions to the penalty may apply in cases of death, disability, separation from service at age 55 or older, certain medical expenses, or financial hardship.

• Rollover Options: Upon leaving your employer, you may roll over your 403(b) plan balance into another qualified retirement plan, such as a traditional IRA or another employer’s 401(k) or 403(b) plan. This allows you to maintain the tax-deferred status of your retirement savings.

• Annuitization: Some 403(b) plans offer the option to convert your account balance into an annuity, providing a stream of income for life or a specified period. This can offer financial stability during retirement.

• Lump-Sum Distributions: You may choose to withdraw your entire 403(b) account balance as a lump sum. While this provides immediate access to funds, it may result in a significant tax liability and the loss of future tax-deferred growth.

Let’s illustrate some common 403(b) plan scenarios:

• Public School Teacher: A teacher earning $60,000 annually contributes $10,000 (about 16.7% of salary) to their 403(b), reducing taxable income to $50,000. With a 22% tax bracket, they save $2,200 in current taxes while building retirement savings.

• Hospital Administrator Age 55: With 20 years of service at a nonprofit hospital, an administrator contributes the maximum $23,500 plus the age 50+ catch-up of $7,500 and takes advantage of the 15-year service catch-up, contributing an additional $3,000 for a total of $34,000 annually.

• Church Minister with Roth 403(b): A minister chooses to contribute $15,000 to a Roth 403(b), paying taxes on contributions now but enjoying tax-free withdrawals including all earnings in retirement.

Successful 403(b) plan management requires:

• Universal Availability Rule: Plans must be offered to all eligible employees

• Written Plan Document: Formal documentation outlining plan provisions

• Annual Contribution Limits Monitoring: Ensuring compliance with IRS regulations

• Nondiscrimination Testing: Verifying plan benefits are fairly distributed

• Form 5500 Filing: Required for large plans with 100+ participants

• Mandatory Automatic Enrollment: Starting in 2025, the SECURE 2.0 Act mandates that newly established 403(b) plans automatically enroll eligible employees. The default contribution rate begins at 3% of the employee’s compensation and increases by 1% annually until it reaches at least 10%, but not more than 15%. This requirement applies to plans established after December 29, 2022 and aims to enhance retirement savings participation among employees. Exceptions are made for certain small businesses, church plans and governmental plans.

• Inclusion of Collective Investment Trusts (CITs): Legislation has been reintroduced in 2025 to allow 403(b) plans to include Collective Investment Trusts (CITs) as part of their investment options. CITs are pooled investment vehicles that often have lower fees compared to mutual funds, providing a cost-effective investment choice for plan participants. The proposed legislation, known as the Retirement Fairness for Charities and Educational Institutions Act, seeks to amend federal securities laws to permit this inclusion, thereby aligning 403(b) plans more closely with 401(k) plans in terms of investment flexibility.

• Enhanced Catch-Up Contributions for Ages 60–63: Under the SECURE 2.0 Act, starting in 2025, employees aged 60 to 63 are eligible for higher catch-up contribution limits to their 403(b) plans. The catch-up contribution limit for this age group is increased to $11,250, compared to the standard $7,500 for those aged 50 and over. This provision allows individuals in this age bracket to contribute up to a total of $34,750 annually, combining the standard contribution limit of $23,500 with the enhanced catch-up amount. This change aims to provide greater retirement savings opportunities for individuals nearing retirement.

• Maximize Contributions: To fully leverage the benefits of a 403(b) plan, participants should aim to contribute the maximum allowable amount each year. This strategy can significantly impact the overall growth of retirement funds, particularly due to the power of tax-deferred compounding over time.

• Diversification: Implementing a diversified investment strategy within the 403(b) can help manage risk while optimizing potential returns. By spreading investments across various asset classes-such as stocks, bonds and cash equivalents-participants can protect their portfolios against market volatility and enhance long-term growth.

• Regular Reviews: Periodically reviewing and adjusting investment choices based on changing financial goals, market conditions and life events is crucial. Staying informed about investment performance and making necessary adjustments can ensure that the 403(b) plan remains aligned with the individual’s retirement objectives.

When evaluating a 403(b) retirement plan, several key considerations come into play.

• Eligibility and Participation: Typically available to employees of public schools, tax-exempt organizations and some ministers, understanding eligibility is crucial for effective retirement planning.

• Contribution Limits: For 2025, the contribution limit is $23,500, with an additional catch-up contribution of $7,500 for those aged 50 and older, allowing for enhanced retirement savings.

• Investment Options: 403(b) plans often offer a range of investment choices, including annuities and mutual funds. It’s essential to assess these options based on your risk tolerance and retirement goals.

• Tax Advantages: Contributions are made pre-tax, reducing your taxable income, which can lead to significant tax savings in the long run. Understanding the tax implications upon withdrawal is also vital.

• Withdrawal Rules: Familiarize yourself with the rules surrounding withdrawals, including penalties for early distributions before age 59½, to avoid unexpected fees.

• Employer Contributions: Some employers may match contributions, which can significantly boost your retirement savings and should be factored into your overall strategy.

403(b) plans serve as a vital resource for eligible employees, offering specialized retirement savings opportunities with significant tax advantages. By understanding the features, benefits and strategies associated with these plans, individuals can make informed decisions that lead to a more secure financial future. As retirement approaches, leveraging the full potential of a 403(b) plan can be instrumental in achieving financial independence and peace of mind in one’s later years.