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Delaware EARNS Registration Begins on July 1, 2024

01 Oct

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Update Applicable to:Effective date
All employers with 5 or more employees and who do not offer a qualified retirement planImmediately – See Details Below  
October 15, 2024 – Certify Exemption


What happened?

Beginning July 1, 2024, all Delaware employers with 5 or more W-2 employees who do not offer a qualified retirement plan, such as a 401(k), must either register for Delaware Expanding Access for Retirement and Necessary Savings (EARNS) or certify for an exemption by October 15, 2024, in compliance with state law.


Quick Summary:

  • Starting July 1, 2024, all Delaware employers with five or more W-2 employees who do not offer a qualified retirement plan, such as a 401(k), must register for Delaware EARNS.


What are the details?

  • The Delaware EARNS program is a state-mandated initiative designed to expand access to retirement savings plans for workers in Delaware.
  • The program was created to ensure that more employees can save for retirement.
  • The EARNS program automatically enrolls employees in a Roth IRA, with contributions made through automatic payroll deductions.
  • Employees have 30 days to opt out after becoming eligible. If they take no action, they will be automatically enrolled.
  • Registration for Delaware EARNS is now open for all eligible employers.
  • Employers must register with the program if they:
    • Operate in Delaware.
    • Have at least five employees, and
    • Do not already provide a qualified retirement plan to their employees.
  • Contribution rates start at 5% and increase by 1% annually, up to a maximum of 10%.
  • Employers who do not comply with the program requirements may face penalties.


Business Considerations

  • Covered employers should register in the program or certify an exemption by the due date. This will help them avoid penalties.
  • Employers should coordinate with their payroll provider to ensure smooth implementation since contributions are made via automatic payroll deductions. This includes setting up the necessary systems to manage deductions and contributions.


Source References


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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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