403(b) vs 401(k): Comparing retirement plans for nonprofits

Employers considering offering a retirement plan for their employees are faced with multiple choices. Specifically, tax-exempt, nonprofit organizations have a choice between offering a 403(b), a 401(k), or both.

So, what exactly is the difference between a 403(b) and a 401k? This article breaks down the differences, pros and cons, and leaves employers with some guidance to help make a decision.

403(b) vs. 401(k) plans - which organizations are eligible for 403(b) plans?

When comparing 403(b) and 401(k) retirement plans, it is essential to understand their key differences. A 403(b) plan, also known as a tax-sheltered annuity (TSA), is available exclusively to public schools and select tax-exempt organizations, while a 401(k) is available to both private and non-profit organizations. 

Eligible organizations for a 403(b) include:

1. 501(c)(3) entities under the Internal Revenue Code

2. Public school systems

3. Cooperative hospital service organizations

4. Uniformed Services University of the Health Sciences (USUHS)

5. Public school systems governed by Native American tribal governments

6. Certain ministries 

7. Non-profit institutions such as universities, religious organizations, or social service agencies

These organizations may serve various purposes, such as religion, education, charity, science, literacy, or preventing cruelty to children or animals. Typically, they are structured as corporations, community chests, funds, or foundations. Note that individuals, partnerships, or for-profit corporations generally do not qualify for a 403(b) plan.

Who can offer a 401(k)?

The 401(k) plan has greater latitude for employers and is offered widely across the United States, particularly at most large for-profit companies. Even many nonprofit entities may choose to offer a 401(k). These nonprofits are also eligible to present their employees with both a 401(k) and a 403(b) retirement plan option. In sum, almost any type of company may offer a 401(k) plan.

Now that it’s clear which types of employers qualify for the 403(b), 401(k), or both, you'll have to decide which option is the best fit for you and your employees. Before you make a decision as an employer, here is additional information to guide the process. Although there are similarities between the plans, they are not identical.

401(k) and 403(b): Similarities

Here's what they have in common:

• In 2023, the maximum annual contribution is $22,500.

• The additional catch-up contribution for employees over age 50 is $7,500, for a total allowable contribution of $30,000.

• All company employees should be eligible to participate.

• The total employee elective deferral plus Roth IRA and after-tax contributions is limited to the lesser of $66,000 or 100% of the employee’s contributions. This limit includes employer contributions as well. (403(b) participants have additional rules if they own 50% of another company which also has a 401(k) plan.)

• Both plans, the 401(k) and 403(b) may be terminated according to pre-determined plan governing rules.

• Both types of plans allow for a Roth (after-tax) option.

More information on the Roth vs. traditional distinction:

• Roth 401(k) vs. Traditional 401(k)

• Roth 403(b) vs. Traditional 403(b)

401(k) vs 403(b): Breakdown of differences

Nonprofit retirement plan cost considerations

403(b)s have historically been notorious for excessive fees. A recent feature in the New York Times explained, "The 403(b) accounts that many workers contribute to are not subject to the more stringent federal rules and consumer protections that apply to 401(k) plans." This, in combination with the fact that many organizations don't have a lot of options when it comes to 403(b) providers, means that many of the current 403(b) plans currently in existence offer employees a confusing set of high-fee funds.

Not all 403(b) plans have to be bad, and at Human Interest, we pride ourselves on offering a 403(b) plan that is on par with our 401(k) offerings, in the best interest of organizations and employees who do a lot of good for the world.

Related articles:

• How Much Does a 401(k) Cost Employers?

• How Much Does an Employee Cost?

How to decide: 401(k) vs. 403(b)

401(k) pros: The main benefit of a 401(k) over a 403(b) is flexibility. Would your organization potentially change in the future from a 501(c)(3) to a C-Corp or S-Corp? If so, a 401(k) would be able to stay with you during that transition, whereas a 403(b) would not.

403(b) pros: 403(b)s have slightly easier compliance testing requirements.

Human Interest serves several nonprofit organizations and we offer both 401(k)s and 403(b)s at the same price. If you need any more information to decide between the two or have any specific questions about your organization's needs, please contact us for a demo of our solution.