Pooled Employer Plans (PEPs)

Shared Resources. Reduced Administrative Burden.

A Pooled Employer Plan allows unrelated employers to participate in one defined contribution retirement plan overseen by a registered Pooled Plan Provider. For the right organization, this structure can centralize many administrative and fiduciary functions while preserving flexibility in key plan features.

WPG helps employers evaluate whether a PEP fits their needs, compare it with a stand-alone plan and understand which responsibilities are transferred and which remain with the employer.

Why employers consider a PEP

• Administrative relief and time savings
• Professional coordination of plan services
• Potential cost efficiencies through pooled scale
• Investment oversight and participant support

How a PEP can support the employer

Meaningful Relief With a Focused Employer Role

A PEP can shift much of the plan’s administration and fiduciary oversight to the pooled structure, including testing, notices, investment monitoring, loans, distributions and regulatory filings. The employer’s ongoing duties are more limited: monitor the arrangement, provide accurate payroll data, remit contributions on time and follow plan procedures.

How WPG helps

• Review the current plan’s fees, services, investments and administrative demands
• Compare a PEP with maintaining or redesigning a stand-alone 401(k)
• Evaluate the Pooled Plan Provider and supporting service partners
• Analyze plan costs, investment options and participant support
• Clarify which duties are transferred and which remain with the employer
• Support implementation, employee communication and ongoing oversight

Participation in a Pooled Employer Plan does not eliminate all responsibilities of a participating employer. The allocation of duties depends on applicable law and the governing plan and service-provider documents. WPG does not provide legal, tax or plan-administration services. Advisory services offered through WPG Advisers, LLC, a registered investment adviser.