Group term life insurance provides a death benefit to employees' beneficiaries at no cost or low cost to the employee. It is among the most valued and lowest-cost employer benefits available, and most employees cannot obtain equivalent coverage individually at the group rate.

Group whole life insurance allows employees to purchase permanent life insurance at group rates — with guaranteed cash value accumulation — through convenient payroll deduction. Employers may also contribute fully or at a defined rate to the premium amount, providing a retention tool like none other. Unlike term group coverage, this benefit stays with the employee permanently and builds real asset value over time.

The most flexible and powerful small business retirement plan — allowing both employee salary deferrals and employer contributions (matching or profit-sharing). The 401(k) enables the highest total annual contributions of any plan type and can be structured with vesting schedules that incentivize employee retention.

The simplest and most flexible retirement plan for self-employed individuals and small business owners with few or no employees. Contributions are made entirely by the employer, are discretionary year-to-year, and are immediately vested — making SEP IRAs ideal for businesses with variable revenue.

Designed for small businesses with up to 100 employees, the SIMPLE IRA allows employee salary deferrals with a required employer contribution — either a dollar-for-dollar match up to 3% of compensation, or a flat 2% non-elective contribution for all eligible employees.

For self-employed individuals and business owners with no employees other than a spouse, the Solo 401(k) provides 401(k)-level contribution limits without the complexity of a multi-participant plan. Both employee deferrals and employer profit-sharing contributions are available in the same plan.

For high-income business owners who want to maximize tax-deferred contributions beyond 401(k) limits, a defined benefit (pension) plan can allow contributions of $100,000–$275,000+ per year depending on age and income. Often paired with a 401(k) for owners approaching retirement who want to dramatically reduce taxable income.

A Section 162 executive bonus plan allows a business to pay the premiums on a life insurance policy owned by a selected key employee. The business deducts the bonus as compensation; the employee pays income tax on the bonus but owns a permanent life insurance policy with cash value — a powerful selective retention tool.

A NQDC plan allows highly compensated executives to defer a portion of current compensation — and its taxation — to a future date, typically retirement. Unlike 401(k) plans, NQDC plans have no IRS contribution limits and can be structured to provide significant deferred income when the executive is in a lower tax bracket.