Employer agreements to pay deferred compensation in future years beyond qualified plan limits Subject to Section 409A rules since 2005, governing timing of deferrals and distributions Common for executives exceeding 401(k) contribution limits (check IRS.gov for current year) Funds remain employer's general assets, creating creditor risk for participants

Understand election deadlines and distribution timing before participating Evaluate employer's financial stability given unsecured creditor status Consider tax diversification benefits versus concentration risk in employer's health Review plan documents carefully for specific 409A compliance provisions

Deferred Compensation (409A Plans)

Election Timing Requirements

Initial deferrals must be elected before first day of service year (December 31st)
Performance-based compensation elections due by June 30th of performance year
New hires have 30 days from start date to make initial deferral election
Distribution timing elections generally irrevocable once made under Section 409A rules

Distribution Trigger Events

Separation from service (subject to six-month delay for specified employees)
Fixed date or schedule specified at time of deferral election
Change in control as defined under Section 409A treasury regulations
Unforeseeable emergency or disability meeting strict IRS qualification standards

Substantial Risk of Forfeiture

Compensation subject to forfeiture based on future service or performance conditions
Taxation deferred until risk of forfeiture lapses and amounts become vested
Common structures include continued employment or achieving specific business metrics
Section 83(b) elections not available for NQDC arrangements under current rules

Tax Treatment and FICA Timing

Income tax deferred until actual distribution, then taxed as ordinary income
Section 409A violations trigger immediate taxation plus 20% penalty and interest
FICA taxes due when services performed or when no substantial forfeiture risk
Medicare tax of 1.45% applies to all wages plus 0.9% surtax over $200,000
State tax treatment varies by jurisdiction and may differ from federal rules

Participant Risk Factors

Unsecured creditor status means funds at risk if employer faces bankruptcy
Rabbi trusts provide some protection but assets still reachable by creditors
Employer's financial health directly impacts likelihood of receiving promised benefits
No ERISA protections or PBGC insurance coverage for nonqualified deferred compensation

Key Takeaways

Understand election deadlines and distribution timing before participating
Evaluate employer's financial stability given unsecured creditor status
Consider tax diversification benefits versus concentration risk in employer's health
Review plan documents carefully for specific 409A compliance provisions

NQDC Plans Overview

Election Timing Requirements

Distribution Trigger Events

Substantial Risk of Forfeiture

Tax Treatment and FICA Timing

Participant Risk Factors

Key Takeaways

Related Topics

457(b) Plans: Deferred Compensation for Executives

A Framework for Exercising Stock Options

Early Exercising and 83(b) Elections

NQDC Plans Overview

Election Timing Requirements

Distribution Trigger Events

Substantial Risk of Forfeiture

Tax Treatment and FICA Timing

Participant Risk Factors

Key Takeaways

Related Topics

457(b) Plans: Deferred Compensation for Executives

A Framework for Exercising Stock Options

Early Exercising and 83(b) Elections