Five Retirement Plan Priorities Plan Sponsors Should Address During a Merger or Acquisition

When organizations begin exploring a merger or acquisition, most of the attention naturally goes to valuation, legal structure, synergies, and integration timelines. Yet one critical element often sits just beneath the surface; the retirement plan. For business owners, CFOs, and HR directors, overlooking how retirement plans will be handled during the transaction can lead to costly errors, compliance issues, and unnecessary employee confusion.

Retirement plans are governed by strict rules, documentation standards, and fiduciary oversight. During an M&A transition, decisions made in the early stages will determine how smoothly the plan integration unfolds. There are five key areas that plan sponsors should evaluate carefully as part of their planning process.

The first and most foundational decision is determining what will happen to the existing plans. Will both plans continue to operate separately? Will one be merged into the other, or will one be terminated? In some cases, plan sponsors may choose to freeze contributions temporarily while decisions are finalized. Each path carries its own set of timelines, document requirements, potential vesting implications, and participant communication needs. Engaging your ERISA counsel, recordkeeper, and advisor early ensures you select the approach that aligns best with your business and workforce.

Once the intended structure is clear, comparing each plan’s investment lineup and fee schedule becomes essential. Two plans often mean two investment menus, different share classes, and separate administrative and advisory fee structures. A side-by-side review can help determine which investments provide stronger performance histories, lower expenses, or more appropriate participant diversification. In many cases, a merger creates an opportunity to renegotiate pricing, streamline the menu, and strengthen fiduciary oversight going forward.

The human element of the merger cannot be overlooked. Eligibility, vesting schedules, and employer contribution formulas often differ between plans, and employees will want to know exactly how these changes affect them. How will service credit be recognized post-transaction? Will vesting accelerate for any employees? When will newly eligible participants enter the plan? Getting clear answers to these questions helps prevent errors in payroll feeds, eligibility tracking, and contribution calculations. It also supports employee confidence during a time when uncertainty can run high.

To protect the organization, a thorough compliance review is equally important. Plan sponsors should evaluate historical 5500 filings, nondiscrimination testing results, prior audit notes, top-heavy status, and whether plan documents are up to date. Identifying potential risks before integration avoids surprises later and may even uncover opportunities to correct issues before they escalate.

Finally, a strong communication strategy ties everything together. Employees notice changes to benefits quickly, and retirement plans are often one of the first areas they ask about. Clear, timely communication can ease concerns, reduce misinformation, and help employees understand how the transition impacts their savings and long-term goals. Frequent updates, educational meetings, FAQs, and reminders can significantly improve the participant experience and trust in leadership throughout the merger process.

Mergers and acquisitions are about more than financial consolidation. They represent a transformation of people, culture, and the benefits that support them. With thoughtful planning and coordinated execution, retirement plan decisions can support and not complicate the success of the transition.

If your organization is preparing for or considering a merger or acquisition, now is the time to evaluate your retirement plan strategy.

We would be happy to help you review your current structure, assess compliance exposure, and walk through options for integrating plans in a way that is efficient, defensible, and employee-focused. Feel free to reach out if you’d like to schedule a discussion or begin a plan review.