🕷️ Crawler Inspector

URL Lookup

Direct Parameter Lookup

Raw Queries and Responses

1. Shard Calculation

Query:

Response:

Calculated Shard: 53 (from laksa123)

2. Crawled Status Check

Query:

curl -X POST \
  'http://laksa053.int.ahrefs:8124/' \
  -H 'Content-Type: text/plain' \
  -H 'X-ClickHouse-Database: crawler3' \
  -H 'Authorization: Basic YXBpOg==' \
  -d 'SELECT getAhrefsURLFromUnparsed(src_unparsed) AS found_url, ifNull(toUnixTimestamp(download_stamp), 0) AS crawl_time, ifNull(toUnixTimestamp(props_url_first_seen), 0) AS first_indexed_time, download_http_code AS http_code, src_unparsed AS src_unparsed, src_root_hash AS src_root_hash, history_drop_reason AS history_drop_reason, meta_title AS meta_title, meta_descriptions AS meta_descriptions, attrs_boilerpipe_text AS attrs_boilerpipe_text, attrs_markdown AS attrs_markdown, attrs_readable_markdown AS attrs_readable_markdown, meta_canonical AS meta_canonical FROM crawler3.page_info_local FINAL PREWHERE (src_root_hash, src_unparsed) IN ((getAhrefsRootHashFromUnparsed(getAhrefsUnparsedNoserviceFromURL(\'https://www.dol.gov/general/topic/retirement/typesofplans\')), getAhrefsUnparsedNoserviceFromURL(\'https://www.dol.gov/general/topic/retirement/typesofplans\'))) FORMAT JSONEachRow'

Response:

{"found_url":"https:\/\/www.dol.gov\/general\/topic\/retirement\/typesofplans","crawl_time":1775601503,"first_indexed_time":1461342059,"http_code":200,"src_unparsed":"gov,dol!www,\/general\/topic\/retirement\/typesofplans s443","src_root_hash":"8643006857980924253","history_drop_reason":null,"meta_title":"Types of Retirement Plans | U.S. Department of Labor","meta_descriptions":["The Employee Retirement Income Security Act (ERISA) covers two types of retirement plans: defined benefit plans and defined contribution plans."],"attrs_boilerpipe_text":"The\nEmployee Retirement Income Security Act (ERISA)\ncovers two types of retirement plans: defined benefit plans and defined contribution plans.\nA defined benefit plan promises a specified monthly benefit at retirement. The plan may state this promised benefit as an exact dollar amount, such as $100 per month at retirement. Or, more commonly, it may calculate a benefit through a plan formula that considers such factors as salary and service - for example, 1 percent of average salary for the last 5 years of employment for every year of service with an employer. The benefits in most traditional defined benefit plans are protected, within certain limitations, by federal insurance provided through the\nPension Benefit Guaranty Corporation (PBGC)\n(link is external)\n.\nA defined contribution plan, on the other hand, does not promise a specific amount of benefits at retirement. In these plans, the employee or the employer (or both) contribute to the employee's individual account under the plan, sometimes at a set rate, such as 5 percent of earnings annually. These contributions generally are invested on the employee's behalf. The employee will ultimately receive the balance in their account, which is based on contributions plus or minus investment gains or losses. The value of the account will fluctuate due to the changes in the value of the investments. Examples of defined contribution plans include 401(k) plans, 403(b) plans, employee stock ownership plans, and profit-sharing plans.\nA Simplified Employee Pension Plan (SEP) is a relatively uncomplicated retirement savings vehicle. A SEP allows employees to make contributions on a tax-favored basis to individual retirement accounts (IRAs) owned by the employees. SEPs are subject to minimal reporting and disclosure requirements. Under a SEP, an employee must set up an IRA to accept the employer's contributions. Employers may no longer set up Salary Reduction SEPs. However, employers are permitted to establish SIMPLE IRA plans with salary reduction contributions. If an employer had a salary reduction SEP, the employer may continue to allow salary reduction contributions to the plan.\nA Profit Sharing Plan or Stock Bonus Plan is a defined contribution plan under which the plan may provide, or the employer may determine, annually, how much will be contributed to the plan (out of profits or otherwise). The plan contains a formula for allocating to each participant a portion of each annual contribution. A profit sharing plan or stock bonus plan may include a 401(k) plan.\nA 401(k) Plan is a defined contribution plan that is a cash or deferred arrangement. Employees can elect to defer receiving a portion of their salary which is instead contributed on their behalf, before taxes, to the 401(k) plan. Sometimes the employer may match these contributions. There is a dollar limit on the amount an employee may elect to defer each year. An employer must advise employees of any limits that may apply. Employees who participate in 401(k) plans assume responsibility for their retirement income by contributing part of their salary and, in many instances, by directing their own investments.\nAn Employee Stock Ownership Plan (ESOP) is a form of defined contribution plan in which the investments are primarily in employer stock.\nA Cash Balance Plan is a defined benefit plan that defines the benefit in terms that are more characteristic of a defined contribution plan. In other words, a cash balance plan defines the promised benefit in terms of a stated account balance. In a typical cash balance plan, a participant's account is credited each year with a \"pay credit\" (such as 5 percent of compensation from his or her employer) and an \"interest credit\" (either a fixed rate or a variable rate that is linked to an index such as the one-year treasury bill rate). Increases and decreases in the value of the plan's investments do not directly affect the benefit amounts promised to participants. Thus, the investment risks and rewards on plan assets are borne solely by the employer. When a participant becomes entitled to receive benefits under a cash balance plan, the benefits that are received are defined in terms of an account balance. The benefits in most cash balance plans, as in most traditional defined benefit plans, are protected, within certain limitations, by federal insurance provided through the\nPension Benefit Guaranty Corporation (PBGC)\n(link is external)\n.\nWeb Pages on This Topic\nCash Balance Plans: Questions and Answers\n(PDF) - Provides answers to commonly asked questions about cash balance plans.\nConsumer Information on Retirement Plans\n- Publications and other materials providing information about your rights as retirement plan participants under federal retirement law.\nCompliance Assistance\n- Provides publications and other materials designed to assist employers and employee benefit plan practitioners in understanding and complying with the requirements of ERISA as it applies to the administration ofemployee pension and health benefit plans.\nChoosing a Retirement Solutions for Your Small Business\n(link is external)\n(PDF) - Provides information about retirement plan options for small businesses.\nERISA Filing Acceptance System (EFAST2)\n- EFAST2 is an all-electronic system designed by the Department of Labor, Internal Revenue Service, and Pension Benefit Guaranty Corporation to simplify and expedite the submission, receipt, and processing of the Form 5500 and Form 5500-SF.\nQDROs: The Division of Retirement Benefits through Qualified Domestic Relations Orders\n(PDF) - QDROs are domestic relations orders that recognize the existence of an alternate payee's right to receive benefits payable to a participant under a retirement plan. This publication provides questions and answers on QDROs.\nRetirement and Health Care Coverage: Questions and Answers for Dislocated Workers\n(PDF) - Provides answers to commonly asked questions from dislocated workers about their retirement and health plan benefits.\nSIMPLE IRA Plans for Small Businesses\n(PDF) - Provides information about the basic features and requirements of SIMPLE IRA plans.\nSEP Retirement Plans for Small Businesses\n(PDF) - Describes an easy, low-cost retirement plan option for employers.\nUnderstanding Retirement Plan Fees And Expenses\n(PDF) - Provides information about plan fees to help you evaluate your plan’s investment options and prospective providers.\n401(k) Plan Fees Disclosure Tool\n- Model comparative chart for disclosures to participants of performance and fee information to help them compare plan investment options.\nWhat You Should Know About Your Retirement Plan\n(PDF) - Provides information to help answer many of the most common questions about retirement plans.\nYour Employer's Bankruptcy: How Will it Affect Your Employee Benefit?\n(PDF) - Provides information on bankruptcy's effect on retirement plans and group health plans.","attrs_markdown":"[Skip to main content](https:\/\/www.dol.gov\/general\/topic\/retirement\/typesofplans#main-content)\n\n![U.S. flag](https:\/\/www.dol.gov\/themes\/opa_theme\/img\/flag-favicon-57.png)\n\nAn official website of the United States government.\n\nHere’s how you know\n\nHere’s how you know\n\n![Dot gov](https:\/\/www.dol.gov\/themes\/opa_theme\/img\/icon-dot-gov.svg)\n\n**The .gov means it’s official.**   \n Federal government websites often end in .gov or .mil. Before sharing sensitive information, make sure you’re on a federal government site.\n\n![Https](https:\/\/www.dol.gov\/themes\/opa_theme\/img\/icon-https.svg)\n\n**The site is secure.**   \n The **https:\/\/** ensures that you are connecting to the official website and that any information you provide is encrypted and transmitted securely.\n\n[![United States Department of Labor](https:\/\/www.dol.gov\/themes\/opa_theme\/img\/logo-primary.svg) U.S. Department of Labor](https:\/\/www.dol.gov\/)\n\n[FAQ](https:\/\/www.dol.gov\/general\/faq) [Contact Us](https:\/\/www.dol.gov\/general\/contact)\n\n- Menu\n\nsubmenu\n\n- [TOPICS Back](https:\/\/www.dol.gov\/general\/topics)\n  - - [Topics](https:\/\/www.dol.gov\/general\/topics)\n      - [Disability Resources](https:\/\/www.dol.gov\/agencies\/odep)\n      - [Disaster Recovery Assistance](https:\/\/www.dol.gov\/general\/disasterrecovery)\n      - [Elaws](https:\/\/webapps.dol.gov\/elaws\/)\n      - [Equal Employment Opportunity](https:\/\/www.dol.gov\/general\/topic\/discrimination)\n      - 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[Pension Benefit Guaranty Corporation (PBGC)](https:\/\/www.pbgc.gov\/)\n      - [Veterans' Employment and Training Service (VETS)](https:\/\/www.dol.gov\/agencies\/vets)\n      - [Wage and Hour Division (WHD)](https:\/\/www.dol.gov\/agencies\/whd)\n      - [Women's Bureau (WB)](https:\/\/www.dol.gov\/agencies\/wb)\n- [FORMS](https:\/\/www.dol.gov\/general\/forms)\n- [ABOUT US Back](https:\/\/www.dol.gov\/general\/aboutdol)\n  - - [About Us](https:\/\/www.dol.gov\/general\/aboutdol)\n      - [Agencies and Programs](https:\/\/www.dol.gov\/general\/dol-agencies)\n      - [Meet the Secretary of Labor](https:\/\/www.dol.gov\/agencies\/osec)\n      - [Leadership Team](https:\/\/www.dol.gov\/general\/contact\/leadership-team)\n      - [Budget, Performance and Planning](https:\/\/www.dol.gov\/general\/aboutdol#budget)\n      - [Calendar](https:\/\/www.dol.gov\/events)\n      - [Careers at DOL](https:\/\/www.dol.gov\/general\/jobs)\n      - [History](https:\/\/www.dol.gov\/general\/aboutdol\/history)\n      - [Privacy Program](https:\/\/www.dol.gov\/general\/privacy)\n      - [Recursos en Español](https:\/\/www.dol.gov\/general\/topic\/spanish-speakingtopic)\n- [NEWS Back](https:\/\/www.dol.gov\/newsroom)\n  - - [News](https:\/\/www.dol.gov\/newsroom)\n      - [Newsroom](https:\/\/www.dol.gov\/newsroom)\n      - [News Releases](https:\/\/www.dol.gov\/newsroom\/releases?agency=All&state=All&topic=All&year=all&page=0)\n      - [Blog](https:\/\/blog.dol.gov\/)\n      - [Economic Data from the Department of Labor](https:\/\/www.dol.gov\/newsroom\/economicdata)\n- [FAQ](https:\/\/www.dol.gov\/general\/faq)\n\nBreadcrumb\n\n- [Home](https:\/\/www.dol.gov\/)\n- [Retirement Plans Benefits and Savings](https:\/\/www.dol.gov\/general\/topic\/retirement)\n- Types of Retirement Plans\n\n# Types of Retirement Plans\nMore in This Section\n\n[Close](https:\/\/www.dol.gov\/general\/topic\/retirement\/typesofplans)\n\n- [Compliance Assistance](https:\/\/www.dol.gov\/general\/topic\/retirement\/complianceassist)\n- [Consumer Information on Retirement Plans](https:\/\/www.dol.gov\/general\/topic\/retirement\/consumerinfpension)\n- [Employee Retirement Income Security Act (ERISA)](https:\/\/www.dol.gov\/general\/topic\/retirement\/erisa)\n- [Fiduciary Responsibilities](https:\/\/www.dol.gov\/general\/topic\/retirement\/fiduciaryresp)\n- [Participant Rights](https:\/\/www.dol.gov\/general\/topic\/retirement\/participantrights)\n- [Plan Information](https:\/\/www.dol.gov\/general\/topic\/retirement\/planinformation)\n- [Retirement Savings](https:\/\/www.dol.gov\/general\/topic\/retirement\/retirementsavings)\n- [Small Business Retirement Plan Options](https:\/\/www.dol.gov\/general\/topic\/retirement\/smallbusiness)\n- [Types of Retirement Plans](https:\/\/www.dol.gov\/general\/topic\/retirement\/typesofplans)\n\nThe [Employee Retirement Income Security Act (ERISA)](https:\/\/www.dol.gov\/general\/topic\/retirement\/erisa) covers two types of retirement plans: defined benefit plans and defined contribution plans.\n\nA defined benefit plan promises a specified monthly benefit at retirement. The plan may state this promised benefit as an exact dollar amount, such as \\$100 per month at retirement. Or, more commonly, it may calculate a benefit through a plan formula that considers such factors as salary and service - for example, 1 percent of average salary for the last 5 years of employment for every year of service with an employer. The benefits in most traditional defined benefit plans are protected, within certain limitations, by federal insurance provided through the [Pension Benefit Guaranty Corporation (PBGC)](https:\/\/www.pbgc.gov\/).\n\nA defined contribution plan, on the other hand, does not promise a specific amount of benefits at retirement. In these plans, the employee or the employer (or both) contribute to the employee's individual account under the plan, sometimes at a set rate, such as 5 percent of earnings annually. These contributions generally are invested on the employee's behalf. The employee will ultimately receive the balance in their account, which is based on contributions plus or minus investment gains or losses. The value of the account will fluctuate due to the changes in the value of the investments. Examples of defined contribution plans include 401(k) plans, 403(b) plans, employee stock ownership plans, and profit-sharing plans.\n\nA Simplified Employee Pension Plan (SEP) is a relatively uncomplicated retirement savings vehicle. A SEP allows employees to make contributions on a tax-favored basis to individual retirement accounts (IRAs) owned by the employees. SEPs are subject to minimal reporting and disclosure requirements. Under a SEP, an employee must set up an IRA to accept the employer's contributions. Employers may no longer set up Salary Reduction SEPs. However, employers are permitted to establish SIMPLE IRA plans with salary reduction contributions. If an employer had a salary reduction SEP, the employer may continue to allow salary reduction contributions to the plan.\n\nA Profit Sharing Plan or Stock Bonus Plan is a defined contribution plan under which the plan may provide, or the employer may determine, annually, how much will be contributed to the plan (out of profits or otherwise). The plan contains a formula for allocating to each participant a portion of each annual contribution. A profit sharing plan or stock bonus plan may include a 401(k) plan.\n\nA 401(k) Plan is a defined contribution plan that is a cash or deferred arrangement. Employees can elect to defer receiving a portion of their salary which is instead contributed on their behalf, before taxes, to the 401(k) plan. Sometimes the employer may match these contributions. There is a dollar limit on the amount an employee may elect to defer each year. An employer must advise employees of any limits that may apply. Employees who participate in 401(k) plans assume responsibility for their retirement income by contributing part of their salary and, in many instances, by directing their own investments.\n\nAn Employee Stock Ownership Plan (ESOP) is a form of defined contribution plan in which the investments are primarily in employer stock.\n\nA Cash Balance Plan is a defined benefit plan that defines the benefit in terms that are more characteristic of a defined contribution plan. In other words, a cash balance plan defines the promised benefit in terms of a stated account balance. In a typical cash balance plan, a participant's account is credited each year with a \"pay credit\" (such as 5 percent of compensation from his or her employer) and an \"interest credit\" (either a fixed rate or a variable rate that is linked to an index such as the one-year treasury bill rate). Increases and decreases in the value of the plan's investments do not directly affect the benefit amounts promised to participants. Thus, the investment risks and rewards on plan assets are borne solely by the employer. When a participant becomes entitled to receive benefits under a cash balance plan, the benefits that are received are defined in terms of an account balance. The benefits in most cash balance plans, as in most traditional defined benefit plans, are protected, within certain limitations, by federal insurance provided through the [Pension Benefit Guaranty Corporation (PBGC)](https:\/\/www.pbgc.gov\/).\n\n### Web Pages on This Topic\n[Cash Balance Plans: Questions and Answers](https:\/\/www.dol.gov\/sites\/dolgov\/files\/EBSA\/about-ebsa\/our-activities\/resource-center\/faqs\/cash-balance-pension-plans-consumer.pdf) (PDF) - Provides answers to commonly asked questions about cash balance plans.\n\n[Consumer Information on Retirement Plans](https:\/\/www.dol.gov\/agencies\/ebsa\/workers-and-families\/additional-protections) - Publications and other materials providing information about your rights as retirement plan participants under federal retirement law.\n\n[Compliance Assistance](https:\/\/www.dol.gov\/agencies\/ebsa\/employers-and-advisers\/plan-administration-and-compliance\/retirement) - Provides publications and other materials designed to assist employers and employee benefit plan practitioners in understanding and complying with the requirements of ERISA as it applies to the administration ofemployee pension and health benefit plans.\n\n[Choosing a Retirement Solutions for Your Small Business](https:\/\/www.irs.gov\/pub\/irs-pdf\/p3998.pdf) (PDF) - Provides information about retirement plan options for small businesses.\n\n[ERISA Filing Acceptance System (EFAST2)](https:\/\/www.efast.dol.gov\/welcome.html) - EFAST2 is an all-electronic system designed by the Department of Labor, Internal Revenue Service, and Pension Benefit Guaranty Corporation to simplify and expedite the submission, receipt, and processing of the Form 5500 and Form 5500-SF.\n\n[QDROs: The Division of Retirement Benefits through Qualified Domestic Relations Orders](https:\/\/www.dol.gov\/sites\/dolgov\/files\/EBSA\/about-ebsa\/our-activities\/resource-center\/publications\/qdros.pdf) (PDF) - QDROs are domestic relations orders that recognize the existence of an alternate payee's right to receive benefits payable to a participant under a retirement plan. This publication provides questions and answers on QDROs.\n\n[Retirement and Health Care Coverage: Questions and Answers for Dislocated Workers](https:\/\/www.dol.gov\/sites\/dolgov\/files\/EBSA\/about-ebsa\/our-activities\/resource-center\/publications\/questions-and-answers-for-dislocated-workers.pdf) (PDF) - Provides answers to commonly asked questions from dislocated workers about their retirement and health plan benefits.\n\n[SIMPLE IRA Plans for Small Businesses](https:\/\/www.dol.gov\/sites\/dolgov\/files\/EBSA\/about-ebsa\/our-activities\/resource-center\/publications\/simple-ira-plans-for-small-businesses.pdf) (PDF) - Provides information about the basic features and requirements of SIMPLE IRA plans.\n\n[SEP Retirement Plans for Small Businesses](https:\/\/www.dol.gov\/sites\/dolgov\/files\/EBSA\/about-ebsa\/our-activities\/resource-center\/publications\/sep-retirement-plans-for-small-businesses.pdf) (PDF) - Describes an easy, low-cost retirement plan option for employers.\n\n[Understanding Retirement Plan Fees And Expenses](https:\/\/www.dol.gov\/sites\/dolgov\/files\/EBSA\/about-ebsa\/our-activities\/resource-center\/publications\/understanding-retirement-plan-fees-and-expenses.pdf) (PDF) - Provides information about plan fees to help you evaluate your plan’s investment options and prospective providers.\n\n[401(k) Plan Fees Disclosure Tool](https:\/\/www.dol.gov\/sites\/dolgov\/files\/EBSA\/about-ebsa\/our-activities\/resource-center\/publications\/providing-information-in-participant-directed-plans-model-chart.doc) - Model comparative chart for disclosures to participants of performance and fee information to help them compare plan investment options.\n\n[What You Should Know About Your Retirement Plan](https:\/\/www.dol.gov\/sites\/dolgov\/files\/EBSA\/about-ebsa\/our-activities\/resource-center\/publications\/what-you-should-know-about-your-retirement-plan.pdf) (PDF) - Provides information to help answer many of the most common questions about retirement plans.\n\n[Your Employer's Bankruptcy: How Will it Affect Your Employee Benefit?](https:\/\/www.dol.gov\/sites\/dolgov\/files\/EBSA\/about-ebsa\/our-activities\/resource-center\/fact-sheets\/your-employers-bankruptcy.pdf) (PDF) - Provides information on bankruptcy's effect on retirement plans and group health plans.\n\n[Scroll to Top](https:\/\/www.dol.gov\/general\/topic\/retirement\/typesofplans)\n\n- [Agencies](https:\/\/www.dol.gov\/general\/dol-agencies)\n- [Forms](https:\/\/www.dol.gov\/general\/forms)\n- [Guidance Search](https:\/\/www.dol.gov\/guidance)\n- [FAQ](https:\/\/www.dol.gov\/general\/faq)\n- [About DOL](https:\/\/www.dol.gov\/general\/aboutdol)\n- [News](https:\/\/www.dol.gov\/newsroom)\n\n[![United States Department of Labor](https:\/\/www.dol.gov\/themes\/opa_theme\/img\/DOL-MasterLogo_BLUE.svg)](https:\/\/www.dol.gov\/ \"Home\")\n\nU.S. Department of Labor\n\n200 Constitution Ave NW  \n Washington, DC 20210  \n [1-866-4-USA-DOL  1-866-487-2365](tel:1-866-487-2365)  \n [www.dol.gov](https:\/\/www.dol.gov\/)\n\nFederal Government\n\n- [White House](https:\/\/www.whitehouse.gov\/)\n- [Disaster Recovery Assistance](https:\/\/www.dol.gov\/general\/disasterrecovery)\n- [DisasterAssistance.gov](https:\/\/www.disasterassistance.gov\/)\n- [USA.gov](https:\/\/www.usa.gov\/)\n- [No Fear Act Data](https:\/\/www.dol.gov\/agencies\/oasam\/centers-offices\/civil-rights-center\/resports\/notification-and-federal-employee-antidiscrimination-retaliation-act-of-2002)\n- [U.S. Office of Special Counsel](https:\/\/osc.gov\/)\n\nLabor Department\n\n- [About DOL](https:\/\/www.dol.gov\/general\/aboutdol)\n- [Guidance Search](https:\/\/www.dol.gov\/guidance)\n- [Español](https:\/\/www.dol.gov\/general\/topic\/spanish-speakingtopic)\n- [Office of Inspector General](https:\/\/www.oig.dol.gov\/)\n- [A to Z Index](https:\/\/www.dol.gov\/general\/siteindex)\n\nAbout The Site\n\n- [Freedom of Information Act](https:\/\/www.dol.gov\/general\/foia)\n- [Privacy & Security Statement](https:\/\/www.dol.gov\/general\/privacynotice)\n- [Disclaimers](https:\/\/www.dol.gov\/general\/disclaim)\n- [Important Website Notices](https:\/\/www.dol.gov\/general\/aboutdol\/website-policies)\n- [Plug-Ins Used on DOL.gov](https:\/\/www.dol.gov\/general\/aboutdol\/file-formats)\n- [Accessibility Statement](https:\/\/www.dol.gov\/general\/aboutdol\/accessibility)\n\nConnect With DOL\n\n[Facebook](https:\/\/www.facebook.com\/departmentoflabor \"Facebook for the United States Department of Labor\")\n\n[X](https:\/\/twitter.com\/USDOL \"Twitter for the United States Department of Labor\")\n\n[Instagram](https:\/\/www.instagram.com\/USDOL\/ \"Instagram for the United States Department of Labor\")\n\n[LinkedIn](https:\/\/www.linkedin.com\/company\/u-s-department-of-labor\/ \"LinkedIn for the United States Department of Labor\")\n\n[Youtube](https:\/\/www.youtube.com\/user\/USDepartmentofLabor \"YouTube for the United States Department of Labor\")\n\n[Important Website Notices](https:\/\/www.dol.gov\/general\/aboutdol\/website-policies) [Privacy & Security Statement](https:\/\/www.dol.gov\/general\/privacynotice)","attrs_readable_markdown":"The [Employee Retirement Income Security Act (ERISA)](https:\/\/www.dol.gov\/general\/topic\/retirement\/erisa) covers two types of retirement plans: defined benefit plans and defined contribution plans.\n\nA defined benefit plan promises a specified monthly benefit at retirement. The plan may state this promised benefit as an exact dollar amount, such as \\$100 per month at retirement. Or, more commonly, it may calculate a benefit through a plan formula that considers such factors as salary and service - for example, 1 percent of average salary for the last 5 years of employment for every year of service with an employer. The benefits in most traditional defined benefit plans are protected, within certain limitations, by federal insurance provided through the [Pension Benefit Guaranty Corporation (PBGC)](https:\/\/www.pbgc.gov\/).\n\nA defined contribution plan, on the other hand, does not promise a specific amount of benefits at retirement. In these plans, the employee or the employer (or both) contribute to the employee's individual account under the plan, sometimes at a set rate, such as 5 percent of earnings annually. These contributions generally are invested on the employee's behalf. The employee will ultimately receive the balance in their account, which is based on contributions plus or minus investment gains or losses. The value of the account will fluctuate due to the changes in the value of the investments. Examples of defined contribution plans include 401(k) plans, 403(b) plans, employee stock ownership plans, and profit-sharing plans.\n\nA Simplified Employee Pension Plan (SEP) is a relatively uncomplicated retirement savings vehicle. A SEP allows employees to make contributions on a tax-favored basis to individual retirement accounts (IRAs) owned by the employees. SEPs are subject to minimal reporting and disclosure requirements. Under a SEP, an employee must set up an IRA to accept the employer's contributions. Employers may no longer set up Salary Reduction SEPs. However, employers are permitted to establish SIMPLE IRA plans with salary reduction contributions. If an employer had a salary reduction SEP, the employer may continue to allow salary reduction contributions to the plan.\n\nA Profit Sharing Plan or Stock Bonus Plan is a defined contribution plan under which the plan may provide, or the employer may determine, annually, how much will be contributed to the plan (out of profits or otherwise). The plan contains a formula for allocating to each participant a portion of each annual contribution. A profit sharing plan or stock bonus plan may include a 401(k) plan.\n\nA 401(k) Plan is a defined contribution plan that is a cash or deferred arrangement. Employees can elect to defer receiving a portion of their salary which is instead contributed on their behalf, before taxes, to the 401(k) plan. Sometimes the employer may match these contributions. There is a dollar limit on the amount an employee may elect to defer each year. An employer must advise employees of any limits that may apply. Employees who participate in 401(k) plans assume responsibility for their retirement income by contributing part of their salary and, in many instances, by directing their own investments.\n\nAn Employee Stock Ownership Plan (ESOP) is a form of defined contribution plan in which the investments are primarily in employer stock.\n\nA Cash Balance Plan is a defined benefit plan that defines the benefit in terms that are more characteristic of a defined contribution plan. In other words, a cash balance plan defines the promised benefit in terms of a stated account balance. In a typical cash balance plan, a participant's account is credited each year with a \"pay credit\" (such as 5 percent of compensation from his or her employer) and an \"interest credit\" (either a fixed rate or a variable rate that is linked to an index such as the one-year treasury bill rate). Increases and decreases in the value of the plan's investments do not directly affect the benefit amounts promised to participants. Thus, the investment risks and rewards on plan assets are borne solely by the employer. When a participant becomes entitled to receive benefits under a cash balance plan, the benefits that are received are defined in terms of an account balance. The benefits in most cash balance plans, as in most traditional defined benefit plans, are protected, within certain limitations, by federal insurance provided through the [Pension Benefit Guaranty Corporation (PBGC)](https:\/\/www.pbgc.gov\/).\n\n### Web Pages on This Topic\n[Cash Balance Plans: Questions and Answers](https:\/\/www.dol.gov\/sites\/dolgov\/files\/EBSA\/about-ebsa\/our-activities\/resource-center\/faqs\/cash-balance-pension-plans-consumer.pdf) (PDF) - Provides answers to commonly asked questions about cash balance plans.\n\n[Consumer Information on Retirement Plans](https:\/\/www.dol.gov\/agencies\/ebsa\/workers-and-families\/additional-protections) - Publications and other materials providing information about your rights as retirement plan participants under federal retirement law.\n\n[Compliance Assistance](https:\/\/www.dol.gov\/agencies\/ebsa\/employers-and-advisers\/plan-administration-and-compliance\/retirement) - Provides publications and other materials designed to assist employers and employee benefit plan practitioners in understanding and complying with the requirements of ERISA as it applies to the administration ofemployee pension and health benefit plans.\n\n[Choosing a Retirement Solutions for Your Small Business](https:\/\/www.irs.gov\/pub\/irs-pdf\/p3998.pdf) (PDF) - Provides information about retirement plan options for small businesses.\n\n[ERISA Filing Acceptance System (EFAST2)](https:\/\/www.efast.dol.gov\/welcome.html) - EFAST2 is an all-electronic system designed by the Department of Labor, Internal Revenue Service, and Pension Benefit Guaranty Corporation to simplify and expedite the submission, receipt, and processing of the Form 5500 and Form 5500-SF.\n\n[QDROs: The Division of Retirement Benefits through Qualified Domestic Relations Orders](https:\/\/www.dol.gov\/sites\/dolgov\/files\/EBSA\/about-ebsa\/our-activities\/resource-center\/publications\/qdros.pdf) (PDF) - QDROs are domestic relations orders that recognize the existence of an alternate payee's right to receive benefits payable to a participant under a retirement plan. This publication provides questions and answers on QDROs.\n\n[Retirement and Health Care Coverage: Questions and Answers for Dislocated Workers](https:\/\/www.dol.gov\/sites\/dolgov\/files\/EBSA\/about-ebsa\/our-activities\/resource-center\/publications\/questions-and-answers-for-dislocated-workers.pdf) (PDF) - Provides answers to commonly asked questions from dislocated workers about their retirement and health plan benefits.\n\n[SIMPLE IRA Plans for Small Businesses](https:\/\/www.dol.gov\/sites\/dolgov\/files\/EBSA\/about-ebsa\/our-activities\/resource-center\/publications\/simple-ira-plans-for-small-businesses.pdf) (PDF) - Provides information about the basic features and requirements of SIMPLE IRA plans.\n\n[SEP Retirement Plans for Small Businesses](https:\/\/www.dol.gov\/sites\/dolgov\/files\/EBSA\/about-ebsa\/our-activities\/resource-center\/publications\/sep-retirement-plans-for-small-businesses.pdf) (PDF) - Describes an easy, low-cost retirement plan option for employers.\n\n[Understanding Retirement Plan Fees And Expenses](https:\/\/www.dol.gov\/sites\/dolgov\/files\/EBSA\/about-ebsa\/our-activities\/resource-center\/publications\/understanding-retirement-plan-fees-and-expenses.pdf) (PDF) - Provides information about plan fees to help you evaluate your plan’s investment options and prospective providers.\n\n[401(k) Plan Fees Disclosure Tool](https:\/\/www.dol.gov\/sites\/dolgov\/files\/EBSA\/about-ebsa\/our-activities\/resource-center\/publications\/providing-information-in-participant-directed-plans-model-chart.doc) - Model comparative chart for disclosures to participants of performance and fee information to help them compare plan investment options.\n\n[What You Should Know About Your Retirement Plan](https:\/\/www.dol.gov\/sites\/dolgov\/files\/EBSA\/about-ebsa\/our-activities\/resource-center\/publications\/what-you-should-know-about-your-retirement-plan.pdf) (PDF) - Provides information to help answer many of the most common questions about retirement plans.\n\n[Your Employer's Bankruptcy: How Will it Affect Your Employee Benefit?](https:\/\/www.dol.gov\/sites\/dolgov\/files\/EBSA\/about-ebsa\/our-activities\/resource-center\/fact-sheets\/your-employers-bankruptcy.pdf) (PDF) - Provides information on bankruptcy's effect on retirement plans and group health plans.","meta_canonical":null}

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URL	https://www.dol.gov/general/topic/retirement/typesofplans
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Meta Title	Types of Retirement Plans \| U.S. Department of Labor
Meta Description	The Employee Retirement Income Security Act (ERISA) covers two types of retirement plans: defined benefit plans and defined contribution plans.
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Boilerpipe Text	The Employee Retirement Income Security Act (ERISA) covers two types of retirement plans: defined benefit plans and defined contribution plans. A defined benefit plan promises a specified monthly benefit at retirement. The plan may state this promised benefit as an exact dollar amount, such as $100 per month at retirement. Or, more commonly, it may calculate a benefit through a plan formula that considers such factors as salary and service - for example, 1 percent of average salary for the last 5 years of employment for every year of service with an employer. The benefits in most traditional defined benefit plans are protected, within certain limitations, by federal insurance provided through the Pension Benefit Guaranty Corporation (PBGC) (link is external) . A defined contribution plan, on the other hand, does not promise a specific amount of benefits at retirement. In these plans, the employee or the employer (or both) contribute to the employee's individual account under the plan, sometimes at a set rate, such as 5 percent of earnings annually. These contributions generally are invested on the employee's behalf. The employee will ultimately receive the balance in their account, which is based on contributions plus or minus investment gains or losses. The value of the account will fluctuate due to the changes in the value of the investments. Examples of defined contribution plans include 401(k) plans, 403(b) plans, employee stock ownership plans, and profit-sharing plans. A Simplified Employee Pension Plan (SEP) is a relatively uncomplicated retirement savings vehicle. A SEP allows employees to make contributions on a tax-favored basis to individual retirement accounts (IRAs) owned by the employees. SEPs are subject to minimal reporting and disclosure requirements. Under a SEP, an employee must set up an IRA to accept the employer's contributions. Employers may no longer set up Salary Reduction SEPs. However, employers are permitted to establish SIMPLE IRA plans with salary reduction contributions. If an employer had a salary reduction SEP, the employer may continue to allow salary reduction contributions to the plan. A Profit Sharing Plan or Stock Bonus Plan is a defined contribution plan under which the plan may provide, or the employer may determine, annually, how much will be contributed to the plan (out of profits or otherwise). The plan contains a formula for allocating to each participant a portion of each annual contribution. A profit sharing plan or stock bonus plan may include a 401(k) plan. A 401(k) Plan is a defined contribution plan that is a cash or deferred arrangement. Employees can elect to defer receiving a portion of their salary which is instead contributed on their behalf, before taxes, to the 401(k) plan. Sometimes the employer may match these contributions. There is a dollar limit on the amount an employee may elect to defer each year. An employer must advise employees of any limits that may apply. Employees who participate in 401(k) plans assume responsibility for their retirement income by contributing part of their salary and, in many instances, by directing their own investments. An Employee Stock Ownership Plan (ESOP) is a form of defined contribution plan in which the investments are primarily in employer stock. A Cash Balance Plan is a defined benefit plan that defines the benefit in terms that are more characteristic of a defined contribution plan. In other words, a cash balance plan defines the promised benefit in terms of a stated account balance. In a typical cash balance plan, a participant's account is credited each year with a "pay credit" (such as 5 percent of compensation from his or her employer) and an "interest credit" (either a fixed rate or a variable rate that is linked to an index such as the one-year treasury bill rate). Increases and decreases in the value of the plan's investments do not directly affect the benefit amounts promised to participants. Thus, the investment risks and rewards on plan assets are borne solely by the employer. When a participant becomes entitled to receive benefits under a cash balance plan, the benefits that are received are defined in terms of an account balance. The benefits in most cash balance plans, as in most traditional defined benefit plans, are protected, within certain limitations, by federal insurance provided through the Pension Benefit Guaranty Corporation (PBGC) (link is external) . Web Pages on This Topic Cash Balance Plans: Questions and Answers (PDF) - Provides answers to commonly asked questions about cash balance plans. Consumer Information on Retirement Plans - Publications and other materials providing information about your rights as retirement plan participants under federal retirement law. Compliance Assistance - Provides publications and other materials designed to assist employers and employee benefit plan practitioners in understanding and complying with the requirements of ERISA as it applies to the administration ofemployee pension and health benefit plans. Choosing a Retirement Solutions for Your Small Business (link is external) (PDF) - Provides information about retirement plan options for small businesses. ERISA Filing Acceptance System (EFAST2) - EFAST2 is an all-electronic system designed by the Department of Labor, Internal Revenue Service, and Pension Benefit Guaranty Corporation to simplify and expedite the submission, receipt, and processing of the Form 5500 and Form 5500-SF. QDROs: The Division of Retirement Benefits through Qualified Domestic Relations Orders (PDF) - QDROs are domestic relations orders that recognize the existence of an alternate payee's right to receive benefits payable to a participant under a retirement plan. This publication provides questions and answers on QDROs. Retirement and Health Care Coverage: Questions and Answers for Dislocated Workers (PDF) - Provides answers to commonly asked questions from dislocated workers about their retirement and health plan benefits. SIMPLE IRA Plans for Small Businesses (PDF) - Provides information about the basic features and requirements of SIMPLE IRA plans. SEP Retirement Plans for Small Businesses (PDF) - Describes an easy, low-cost retirement plan option for employers. Understanding Retirement Plan Fees And Expenses (PDF) - Provides information about plan fees to help you evaluate your plan’s investment options and prospective providers. 401(k) Plan Fees Disclosure Tool - Model comparative chart for disclosures to participants of performance and fee information to help them compare plan investment options. What You Should Know About Your Retirement Plan (PDF) - Provides information to help answer many of the most common questions about retirement plans. Your Employer's Bankruptcy: How Will it Affect Your Employee Benefit? (PDF) - Provides information on bankruptcy's effect on retirement plans and group health plans.
Markdown	[Skip to main content](https://www.dol.gov/general/topic/retirement/typesofplans#main-content) ![U.S. flag](https://www.dol.gov/themes/opa_theme/img/flag-favicon-57.png) An official website of the United States government. Here’s how you know Here’s how you know ![Dot gov](https://www.dol.gov/themes/opa_theme/img/icon-dot-gov.svg) The .gov means it’s official. Federal government websites often end in .gov or .mil. Before sharing sensitive information, make sure you’re on a federal government site. ![Https](https://www.dol.gov/themes/opa_theme/img/icon-https.svg) The site is secure. The https:// ensures that you are connecting to the official website and that any information you provide is encrypted and transmitted securely. 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[Employee Retirement Income Security Act (ERISA)](https://www.dol.gov/general/topic/retirement/erisa) - [Fiduciary Responsibilities](https://www.dol.gov/general/topic/retirement/fiduciaryresp) - [Participant Rights](https://www.dol.gov/general/topic/retirement/participantrights) - [Plan Information](https://www.dol.gov/general/topic/retirement/planinformation) - [Retirement Savings](https://www.dol.gov/general/topic/retirement/retirementsavings) - [Small Business Retirement Plan Options](https://www.dol.gov/general/topic/retirement/smallbusiness) - [Types of Retirement Plans](https://www.dol.gov/general/topic/retirement/typesofplans) The [Employee Retirement Income Security Act (ERISA)](https://www.dol.gov/general/topic/retirement/erisa) covers two types of retirement plans: defined benefit plans and defined contribution plans. A defined benefit plan promises a specified monthly benefit at retirement. The plan may state this promised benefit as an exact dollar amount, such as \$100 per month at retirement. Or, more commonly, it may calculate a benefit through a plan formula that considers such factors as salary and service - for example, 1 percent of average salary for the last 5 years of employment for every year of service with an employer. The benefits in most traditional defined benefit plans are protected, within certain limitations, by federal insurance provided through the [Pension Benefit Guaranty Corporation (PBGC)](https://www.pbgc.gov/). A defined contribution plan, on the other hand, does not promise a specific amount of benefits at retirement. In these plans, the employee or the employer (or both) contribute to the employee's individual account under the plan, sometimes at a set rate, such as 5 percent of earnings annually. These contributions generally are invested on the employee's behalf. The employee will ultimately receive the balance in their account, which is based on contributions plus or minus investment gains or losses. The value of the account will fluctuate due to the changes in the value of the investments. Examples of defined contribution plans include 401(k) plans, 403(b) plans, employee stock ownership plans, and profit-sharing plans. A Simplified Employee Pension Plan (SEP) is a relatively uncomplicated retirement savings vehicle. A SEP allows employees to make contributions on a tax-favored basis to individual retirement accounts (IRAs) owned by the employees. SEPs are subject to minimal reporting and disclosure requirements. Under a SEP, an employee must set up an IRA to accept the employer's contributions. Employers may no longer set up Salary Reduction SEPs. However, employers are permitted to establish SIMPLE IRA plans with salary reduction contributions. If an employer had a salary reduction SEP, the employer may continue to allow salary reduction contributions to the plan. A Profit Sharing Plan or Stock Bonus Plan is a defined contribution plan under which the plan may provide, or the employer may determine, annually, how much will be contributed to the plan (out of profits or otherwise). The plan contains a formula for allocating to each participant a portion of each annual contribution. A profit sharing plan or stock bonus plan may include a 401(k) plan. A 401(k) Plan is a defined contribution plan that is a cash or deferred arrangement. Employees can elect to defer receiving a portion of their salary which is instead contributed on their behalf, before taxes, to the 401(k) plan. Sometimes the employer may match these contributions. There is a dollar limit on the amount an employee may elect to defer each year. An employer must advise employees of any limits that may apply. Employees who participate in 401(k) plans assume responsibility for their retirement income by contributing part of their salary and, in many instances, by directing their own investments. An Employee Stock Ownership Plan (ESOP) is a form of defined contribution plan in which the investments are primarily in employer stock. A Cash Balance Plan is a defined benefit plan that defines the benefit in terms that are more characteristic of a defined contribution plan. In other words, a cash balance plan defines the promised benefit in terms of a stated account balance. In a typical cash balance plan, a participant's account is credited each year with a "pay credit" (such as 5 percent of compensation from his or her employer) and an "interest credit" (either a fixed rate or a variable rate that is linked to an index such as the one-year treasury bill rate). Increases and decreases in the value of the plan's investments do not directly affect the benefit amounts promised to participants. Thus, the investment risks and rewards on plan assets are borne solely by the employer. When a participant becomes entitled to receive benefits under a cash balance plan, the benefits that are received are defined in terms of an account balance. The benefits in most cash balance plans, as in most traditional defined benefit plans, are protected, within certain limitations, by federal insurance provided through the [Pension Benefit Guaranty Corporation (PBGC)](https://www.pbgc.gov/). ### Web Pages on This Topic [Cash Balance Plans: Questions and Answers](https://www.dol.gov/sites/dolgov/files/EBSA/about-ebsa/our-activities/resource-center/faqs/cash-balance-pension-plans-consumer.pdf) (PDF) - Provides answers to commonly asked questions about cash balance plans. [Consumer Information on Retirement Plans](https://www.dol.gov/agencies/ebsa/workers-and-families/additional-protections) - Publications and other materials providing information about your rights as retirement plan participants under federal retirement law. [Compliance Assistance](https://www.dol.gov/agencies/ebsa/employers-and-advisers/plan-administration-and-compliance/retirement) - Provides publications and other materials designed to assist employers and employee benefit plan practitioners in understanding and complying with the requirements of ERISA as it applies to the administration ofemployee pension and health benefit plans. [Choosing a Retirement Solutions for Your Small Business](https://www.irs.gov/pub/irs-pdf/p3998.pdf) (PDF) - Provides information about retirement plan options for small businesses. [ERISA Filing Acceptance System (EFAST2)](https://www.efast.dol.gov/welcome.html) - EFAST2 is an all-electronic system designed by the Department of Labor, Internal Revenue Service, and Pension Benefit Guaranty Corporation to simplify and expedite the submission, receipt, and processing of the Form 5500 and Form 5500-SF. [QDROs: The Division of Retirement Benefits through Qualified Domestic Relations Orders](https://www.dol.gov/sites/dolgov/files/EBSA/about-ebsa/our-activities/resource-center/publications/qdros.pdf) (PDF) - QDROs are domestic relations orders that recognize the existence of an alternate payee's right to receive benefits payable to a participant under a retirement plan. This publication provides questions and answers on QDROs. [Retirement and Health Care Coverage: Questions and Answers for Dislocated Workers](https://www.dol.gov/sites/dolgov/files/EBSA/about-ebsa/our-activities/resource-center/publications/questions-and-answers-for-dislocated-workers.pdf) (PDF) - Provides answers to commonly asked questions from dislocated workers about their retirement and health plan benefits. [SIMPLE IRA Plans for Small Businesses](https://www.dol.gov/sites/dolgov/files/EBSA/about-ebsa/our-activities/resource-center/publications/simple-ira-plans-for-small-businesses.pdf) (PDF) - Provides information about the basic features and requirements of SIMPLE IRA plans. [SEP Retirement Plans for Small Businesses](https://www.dol.gov/sites/dolgov/files/EBSA/about-ebsa/our-activities/resource-center/publications/sep-retirement-plans-for-small-businesses.pdf) (PDF) - Describes an easy, low-cost retirement plan option for employers. [Understanding Retirement Plan Fees And Expenses](https://www.dol.gov/sites/dolgov/files/EBSA/about-ebsa/our-activities/resource-center/publications/understanding-retirement-plan-fees-and-expenses.pdf) (PDF) - Provides information about plan fees to help you evaluate your plan’s investment options and prospective providers. [401(k) Plan Fees Disclosure Tool](https://www.dol.gov/sites/dolgov/files/EBSA/about-ebsa/our-activities/resource-center/publications/providing-information-in-participant-directed-plans-model-chart.doc) - Model comparative chart for disclosures to participants of performance and fee information to help them compare plan investment options. [What You Should Know About Your Retirement Plan](https://www.dol.gov/sites/dolgov/files/EBSA/about-ebsa/our-activities/resource-center/publications/what-you-should-know-about-your-retirement-plan.pdf) (PDF) - Provides information to help answer many of the most common questions about retirement plans. [Your Employer's Bankruptcy: How Will it Affect Your Employee Benefit?](https://www.dol.gov/sites/dolgov/files/EBSA/about-ebsa/our-activities/resource-center/fact-sheets/your-employers-bankruptcy.pdf) (PDF) - Provides information on bankruptcy's effect on retirement plans and group health plans. 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Readable Markdown	The [Employee Retirement Income Security Act (ERISA)](https://www.dol.gov/general/topic/retirement/erisa) covers two types of retirement plans: defined benefit plans and defined contribution plans. A defined benefit plan promises a specified monthly benefit at retirement. The plan may state this promised benefit as an exact dollar amount, such as \$100 per month at retirement. Or, more commonly, it may calculate a benefit through a plan formula that considers such factors as salary and service - for example, 1 percent of average salary for the last 5 years of employment for every year of service with an employer. The benefits in most traditional defined benefit plans are protected, within certain limitations, by federal insurance provided through the [Pension Benefit Guaranty Corporation (PBGC)](https://www.pbgc.gov/). A defined contribution plan, on the other hand, does not promise a specific amount of benefits at retirement. In these plans, the employee or the employer (or both) contribute to the employee's individual account under the plan, sometimes at a set rate, such as 5 percent of earnings annually. These contributions generally are invested on the employee's behalf. The employee will ultimately receive the balance in their account, which is based on contributions plus or minus investment gains or losses. The value of the account will fluctuate due to the changes in the value of the investments. Examples of defined contribution plans include 401(k) plans, 403(b) plans, employee stock ownership plans, and profit-sharing plans. A Simplified Employee Pension Plan (SEP) is a relatively uncomplicated retirement savings vehicle. A SEP allows employees to make contributions on a tax-favored basis to individual retirement accounts (IRAs) owned by the employees. SEPs are subject to minimal reporting and disclosure requirements. Under a SEP, an employee must set up an IRA to accept the employer's contributions. Employers may no longer set up Salary Reduction SEPs. However, employers are permitted to establish SIMPLE IRA plans with salary reduction contributions. If an employer had a salary reduction SEP, the employer may continue to allow salary reduction contributions to the plan. A Profit Sharing Plan or Stock Bonus Plan is a defined contribution plan under which the plan may provide, or the employer may determine, annually, how much will be contributed to the plan (out of profits or otherwise). The plan contains a formula for allocating to each participant a portion of each annual contribution. A profit sharing plan or stock bonus plan may include a 401(k) plan. A 401(k) Plan is a defined contribution plan that is a cash or deferred arrangement. Employees can elect to defer receiving a portion of their salary which is instead contributed on their behalf, before taxes, to the 401(k) plan. Sometimes the employer may match these contributions. There is a dollar limit on the amount an employee may elect to defer each year. An employer must advise employees of any limits that may apply. Employees who participate in 401(k) plans assume responsibility for their retirement income by contributing part of their salary and, in many instances, by directing their own investments. An Employee Stock Ownership Plan (ESOP) is a form of defined contribution plan in which the investments are primarily in employer stock. A Cash Balance Plan is a defined benefit plan that defines the benefit in terms that are more characteristic of a defined contribution plan. In other words, a cash balance plan defines the promised benefit in terms of a stated account balance. In a typical cash balance plan, a participant's account is credited each year with a "pay credit" (such as 5 percent of compensation from his or her employer) and an "interest credit" (either a fixed rate or a variable rate that is linked to an index such as the one-year treasury bill rate). Increases and decreases in the value of the plan's investments do not directly affect the benefit amounts promised to participants. Thus, the investment risks and rewards on plan assets are borne solely by the employer. When a participant becomes entitled to receive benefits under a cash balance plan, the benefits that are received are defined in terms of an account balance. The benefits in most cash balance plans, as in most traditional defined benefit plans, are protected, within certain limitations, by federal insurance provided through the [Pension Benefit Guaranty Corporation (PBGC)](https://www.pbgc.gov/). ### Web Pages on This Topic [Cash Balance Plans: Questions and Answers](https://www.dol.gov/sites/dolgov/files/EBSA/about-ebsa/our-activities/resource-center/faqs/cash-balance-pension-plans-consumer.pdf) (PDF) - Provides answers to commonly asked questions about cash balance plans. [Consumer Information on Retirement Plans](https://www.dol.gov/agencies/ebsa/workers-and-families/additional-protections) - Publications and other materials providing information about your rights as retirement plan participants under federal retirement law. [Compliance Assistance](https://www.dol.gov/agencies/ebsa/employers-and-advisers/plan-administration-and-compliance/retirement) - Provides publications and other materials designed to assist employers and employee benefit plan practitioners in understanding and complying with the requirements of ERISA as it applies to the administration ofemployee pension and health benefit plans. [Choosing a Retirement Solutions for Your Small Business](https://www.irs.gov/pub/irs-pdf/p3998.pdf) (PDF) - Provides information about retirement plan options for small businesses. [ERISA Filing Acceptance System (EFAST2)](https://www.efast.dol.gov/welcome.html) - EFAST2 is an all-electronic system designed by the Department of Labor, Internal Revenue Service, and Pension Benefit Guaranty Corporation to simplify and expedite the submission, receipt, and processing of the Form 5500 and Form 5500-SF. [QDROs: The Division of Retirement Benefits through Qualified Domestic Relations Orders](https://www.dol.gov/sites/dolgov/files/EBSA/about-ebsa/our-activities/resource-center/publications/qdros.pdf) (PDF) - QDROs are domestic relations orders that recognize the existence of an alternate payee's right to receive benefits payable to a participant under a retirement plan. This publication provides questions and answers on QDROs. [Retirement and Health Care Coverage: Questions and Answers for Dislocated Workers](https://www.dol.gov/sites/dolgov/files/EBSA/about-ebsa/our-activities/resource-center/publications/questions-and-answers-for-dislocated-workers.pdf) (PDF) - Provides answers to commonly asked questions from dislocated workers about their retirement and health plan benefits. [SIMPLE IRA Plans for Small Businesses](https://www.dol.gov/sites/dolgov/files/EBSA/about-ebsa/our-activities/resource-center/publications/simple-ira-plans-for-small-businesses.pdf) (PDF) - Provides information about the basic features and requirements of SIMPLE IRA plans. [SEP Retirement Plans for Small Businesses](https://www.dol.gov/sites/dolgov/files/EBSA/about-ebsa/our-activities/resource-center/publications/sep-retirement-plans-for-small-businesses.pdf) (PDF) - Describes an easy, low-cost retirement plan option for employers. [Understanding Retirement Plan Fees And Expenses](https://www.dol.gov/sites/dolgov/files/EBSA/about-ebsa/our-activities/resource-center/publications/understanding-retirement-plan-fees-and-expenses.pdf) (PDF) - Provides information about plan fees to help you evaluate your plan’s investment options and prospective providers. [401(k) Plan Fees Disclosure Tool](https://www.dol.gov/sites/dolgov/files/EBSA/about-ebsa/our-activities/resource-center/publications/providing-information-in-participant-directed-plans-model-chart.doc) - Model comparative chart for disclosures to participants of performance and fee information to help them compare plan investment options. [What You Should Know About Your Retirement Plan](https://www.dol.gov/sites/dolgov/files/EBSA/about-ebsa/our-activities/resource-center/publications/what-you-should-know-about-your-retirement-plan.pdf) (PDF) - Provides information to help answer many of the most common questions about retirement plans. [Your Employer's Bankruptcy: How Will it Affect Your Employee Benefit?](https://www.dol.gov/sites/dolgov/files/EBSA/about-ebsa/our-activities/resource-center/fact-sheets/your-employers-bankruptcy.pdf) (PDF) - Provides information on bankruptcy's effect on retirement plans and group health plans.
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