SEP IRA
A straightforward employer-funded retirement arrangement that can suit self-employed professionals and businesses with few or no employees.
Business Services
Business
Retirement Plans.
A thoughtful retirement plan can help you reward your team, support your own long-term goals and make a meaningful part of business ownership feel more manageable.
Schedule a ConversationPlan Design Advice
Start with the business you have—and the one you are building.
MRA helps business owners think through retirement-plan design in the context of ownership goals, employee needs, contribution flexibility and the rest of the company’s financial life.
We bring the questions into one conversation so you can choose a structure that feels purposeful, practical and easier to maintain.
Our Process
A clear path from first conversation to ongoing support.
- 01
Initial Conversation
Start with the questions, priorities and people that shape the retirement benefit your business needs.
- 02
Goals & Plan Design
Clarify goals, compare plan structures and shape an approach around the business and its employees.
- 03
Plan Implementation & Participant Onboarding
Put the selected plan into motion and help participants understand how to take part.
- 04
Ongoing Plan Maintenance & Compliance
Keep the plan connected to the business as it changes, with continued attention to ongoing maintenance and compliance needs.
Frequently Asked Questions
Questions worth bringing to the table.
How do I choose the right retirement plan for my business?
Start with what the plan needs to accomplish: the owners’ retirement goals, the size and makeup of the team, contribution flexibility, administration and the role the benefit should play in retaining employees. Those priorities help narrow the right structure.
Which retirement plan types should I consider?
SEP IRAs, SIMPLE IRAs, 401(k)s, deferred compensation arrangements and pension plans each work differently. The best fit depends on your business, the people you employ and the level of flexibility and contribution potential you want.
How do employees fit into the plan-design conversation?
Employee eligibility, participation, employer contributions and the day-to-day experience of using the benefit are important design considerations. A plan should be clear enough for employees to understand and practical enough for the business to support.
What happens after the plan is implemented?
Implementation is the beginning of the ongoing work. Plan sponsors generally need to make sure the plan is operated according to its documents, participants receive required information and the right records and administrative processes are in place.
What are a business owner’s ongoing obligations after implementation?
Responsibilities vary by plan type and service arrangement, but may include keeping the plan document current, handling contributions and eligibility correctly, providing required notices or disclosures, maintaining records, completing applicable reporting and reviewing the plan’s operation.
Do I still have responsibilities if I work with outside providers?
Yes. Outside providers can perform important administrative and investment-related work, but the business owner should understand what each provider is responsible for and what remains with the plan sponsor. Regular reviews help keep that shared work clear.
A Clear Next Step
Let’s talk about the retirement plan your business needs.
Bring the questions you have today. We’ll help you consider the choices, tradeoffs and next steps that fit your business.
Schedule a Conversation