California small business retirement plans
Small business retirement plans in California, built for owners and their teams.
Whether you are starting a plan or already have one, we design or review it, oversee the investments and help your team use it, as a fee-only fiduciary firm led by a CFA® charterholder.
Do you have a plan today?
New plan
Starting a new plan
No plan yet, or only CalSavers? We compare plan designs against your payroll, your team and how much you want to save as the owner, then help you choose a provider and get the plan running.
- One recommended design, with costs disclosed in writing
- Provider and payroll setup coordinated for you
- Help certifying your CalSavers exemption
- Coordination with your CPA on federal startup tax credits
Existing plan
Reviewing an existing plan
Already offer a plan? We look at what the plan and its investments cost, how the investments are chosen and monitored, and whether the design still fits the owner and the team.
- Plan and investment costs, laid out plainly
- Investment menu review, and what would change if we took over fund selection as your 3(38) investment manager
- Plan design check for the owner and the team
- A written recommendation with clear next steps, whether or not you change anything
- The initial review is complimentary
Most California employers now need a plan or CalSavers
- Already have a qualified plan? You are exempt; if CalSavers sends a notice, certify your exemption on the CalSavers employer portal.
- CalSavers satisfies the mandate, but it uses employee-funded Roth IRAs by default, subject to Roth income limits, and employers cannot contribute.
- Your own retirement plan can allow higher savings and employer contributions. It adds plan costs and sponsor responsibilities, and may qualify for federal startup tax credits under SECURE 2.0.
| 2026 comparison | CalSavers | Your own 401(k) |
|---|---|---|
| Employee savings limit | $7,500 | $24,500 + catch-up |
| Age 50+ / 60–63 total | $8,600 | $32,500 / $35,750 |
| Employer match or profit sharing | Not allowed | Yes, you design it |
| Federal startup tax credits | No | May qualify |
What could a plan look like in dollars?
One hypothetical example: a six-person dental practice adopts a SIMPLE IRA.
The owner earns $180,000; five employees each earn $50,000 and contribute enough to receive the full 3% match.
The owner saves $23,500 toward retirement, the team receives $7,500 in matching dollars, and federal credits may offset part of the first-year cost.
Request a plan reviewHypothetical 2026 illustration only, not a quote, projection or tax recommendation. Plan cost excludes any investment advisory fee. The potential $6,250 assumes a $1,250 startup-cost credit plus a $1,000 employer-contribution credit for each of five eligible employees, and that the employer, plan, employees and costs qualify under current federal rules. Credits are not guaranteed and cannot also be deducted. Confirm eligibility with a qualified tax adviser.
Why many small business plans fall short
Costs that are hard to see
Plan, provider and fund expenses are often spread across several documents, so owners may never see the full cost in one place.
A design that no longer fits
A plan set up years ago may not match today’s payroll, headcount or the owner’s savings goals.
No one watching the investments
A fund menu needs regular, documented review. Without it, the plan sponsor carries that duty alone.
Low employee participation
A plan only helps the team if people enroll and understand it. Clear education can help.
Administrative burden
Deadlines, notices and payroll coordination take time away from running the business.
What our service includes
- Plan design. Contribution and matching choices set around the owner and the team.
- Provider selection and setup. Coordination with the plan provider and your payroll.
- CalSavers exemption. Help certifying that your business offers its own plan.
- 3(38) investment management (401(k) plans). We select, monitor and replace the plan’s funds under a written investment policy, and take fiduciary responsibility for those decisions.
- Employee enrollment and education. Clear explanations so your team can use the plan.
- Annual plan review. A review together at least once a year so the plan keeps fitting your business.
The small business retirement plan checklist
Key decisions, setup steps and annual reviews for a California owner, on one printable page. Enter your first name and email to get it right away.
Questions owners ask
Does my California business need a retirement plan?
Since January 1, 2026, most California employers with at least one eligible W-2 employee (other than owners) must either offer a qualified retirement plan or register with CalSavers. A business that offers its own plan certifies its exemption on the CalSavers employer portal.
What does a small business retirement plan cost?
It depends on the plan, the provider and the number of employees. Federal SECURE 2.0 credits may offset part of the early cost for eligible employers. Our fees are simple and transparent: generally based on assets under management (AUM), and always disclosed in writing before you sign.
Can you review the plan we already have?
Yes, and the initial review is complimentary. We review what the plan and its investments cost, how the investments are chosen and monitored, and whether the design still fits the owner and the team, then lay out clear next steps.
What does it mean that you act as a 3(38) investment manager?
For 401(k) plans, we have discretion to select, monitor and replace the plan’s investments and accept fiduciary responsibility for those decisions. As plan sponsor, you remain responsible for choosing and monitoring us and for the plan’s other duties.
Do you work only with businesses in Pleasanton?
No. We work with businesses across the Tri-Valley, including Dublin, Livermore, San Ramon and Danville, and elsewhere in California, in person or by video.
How much of my time will this take?
Very little. After a short first conversation, we do the analysis. We’ll ask for a recent payroll summary and, if you already have a plan, its fee disclosure and latest Form 5500 (the plan’s annual government filing). We coordinate the setup with the provider and your payroll.
Will I still be responsible as the plan sponsor?
Yes, some duties always stay with the plan sponsor. For 401(k) plans, our role as a 3(38) investment manager means we take on responsibility for selecting and monitoring the investments. Your duty for those decisions becomes choosing and monitoring us prudently.
Is switching an existing plan disruptive for employees?
A provider change usually includes a short transition period while accounts move. We plan the timing with you and the providers and explain the change to employees in plain language.
Request a complimentary plan review
Only your first name and email are required. We aim to reply within one business day, and there’s no obligation.
Fee-only fiduciary · CFA® charterholder · Public record: CRD #299123 at adviserinfo.sec.gov
Thank you. Request received.
An adviser will review it personally, and we aim to reply from samah@pleasantonwealth.com within one business day. Next comes a short conversation, then a written recommendation with every fee disclosed before you sign. There’s no obligation.
While you wait: get the retirement plan checklist.