By: Bryan Uecker, QPA, QPFC, AIF, AIFA
The landscape of defined benefit plans has undergone significant transformation since American Express established the first private pension plan in 1875. Traditional defined benefit plans dominated the retirement landscape through the 1960s and 1970s, but their popularity began declining in the 1980s due to increasing administrative complexity and cost concerns.
Both traditional defined benefit plans and cash balance plans fall under the defined benefit umbrella, but they differ in key aspects:
Traditional Defined Benefit Plans
- Provide retirement benefits as monthly life annuities
- Calculate benefits using a formula based on service years and compensation
- Have declined significantly since the 1980s due to:
- Tax Reform Act of 1986
- Complex regulatory requirements
- Liability volatility from interest rate fluctuations
- Administrative costs
Cash Balance Plans
- Present benefits as account balances
- Grow through annual pay credits and interest crediting rates
- Gained legal clarity through:
- The Pension Protection Act of 2006
- Additional regulations in 2010 and 2014
Choosing Between the Plans
Traditional Defined Benefit Plans Best Suit:
- Smaller or owner-only operations
- Organizations requiring minimal participant communication
- Employers focused on tax deduction benefits
Cash Balance Plans Are Ideal For:
- Larger organizations needing clear participant communication
- Employers seeking predictable liabilities
- Companies wanting simpler investment management
Current Trends
Cash balance plans have seen remarkable growth, now representing nearly 50% of all defined benefit plans. Their popularity is particularly strong among small and mid-size businesses, with 92% of these plans being implemented in firms with fewer than 100 employees.
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Key Considerations
Both plan types share common requirements including:
- Minimum contribution requirements
- Annual reporting obligations
- Nondiscrimination testing
- Participant notice requirements
The choice between them should align with the sponsor’s specific needs, size, and financial objectives. The trend toward cash balance plans reflects their appeal as a “rebranded” version of traditional defined benefit plans, offering similar benefits with improved clarity and predictability for both employers and employees.
This evolution in retirement plans demonstrates how the industry has adapted to meet changing needs while maintaining the core objective of providing secure retirement benefits. The success of cash balance plans, particularly in professional services sectors, shows how rebranding and restructuring can revitalize a declining product while maintaining its essential purpose.
