5 Advanced Tax Strategies for Employers

Elevating the value of your retirement plan

Imagine this: It’s year-end and your CPA just reviewed your projected tax bill. Despite contributing to your 401(k), maximizing deductions, and running a profitable business, you're still writing a sizable check to the IRS. You pause and think, there has to be a better way.

If this sounds familiar, you’re not alone. Many high-income business owners, CFOs, and executives find themselves hitting the ceiling of traditional planning, maxing out the basics while still exposed to significant state and federal tax burdens that erode long-term wealth.

The solution? Transform your company-sponsored retirement plan into a tax-smart, strategic tool. By applying advanced tax strategies, you can elevate your plan from a standard benefit into a strategy for wealth accumulation and executive retention. If you already sponsor a 401(k) plan, you’ve laid the foundation. But unlocking its full potential, especially for high earners, requires advanced plan design.

Whether your company has a new plan or $500 million in plan assets, strategic enhancements can help you defer significantly more income, reduce taxable income, and reinvest back into your people and your own future.

1. Profit-sharing and tiered allocations

Most plans include matching contributions, but there’s significantly more opportunity when you integrate a profit-sharing component. With the right allocation formula, such as New Comparability or Age-Weighted methods, you can direct larger contributions to key executives while satisfying compliance testing.

According to the Voice of the American Workplace 2025 study by Franklin Templeton, 41% of employers already offer profit-sharing and 66% offer a 401(k) match, with the average match capping at 25% of employee contributions.[1] How does your plan compare?

With this structure, high-income earners could realize up to $70,000 (or $77,500 for ages 50–59 or 64+, $81,250 for ages 60–63, if your plan allows) is available in total annual contributions including employee deferrals, catch-up contributions, employer match, and profit-sharing, significantly more than what a standard employee can defer, all while reducing taxable income.

2. Cash balance plans

If your company has strong cash flow and steady profits, a Cash Balance Plan can take your retirement and tax strategy to the next level.

When paired with a 401(k), it allows much higher contribution limits, often over $300,000 per year, depending on the owner’s age and income. All contributions are tax-deductible to the business, making it a smart way to reduce taxable income while building long-term wealth.

Cash Balance Plans are especially effective for:

• Owners and executives over age 45 looking to catch up quickly on retirement savings
• Professional service firms (law, medical, consulting)
• Closely held companies or businesses with few highly compensated employees

3. Executive incentives & retention tools

Today’s top talent, especially in leadership roles, expects more than a simple match. Advanced plans can offer:

• Deferred compensation programs: Allow select employees to postpone a portion of income and taxes to a future date, often used to retain key executives through vesting schedules or performance benchmarks.
• Discretionary profit-sharing schedules: Let employers allocate variable, performance-tied contributions at year-end, ideal for rewarding leadership in profitable years without locking into fixed obligations.
• Megaback door Roth contributions: Enable after-tax contributions to a 401(k) beyond traditional deferral limits, which can then be converted to Roth, either in-plan or via rollover. This strategy allows high earners who've maxed out traditional Roth or pretax contributions to achieve additional tax-advantaged savings and diversify future tax exposure.

4. Tax strategies and plan structure alignment

If you operate as an S-Corp or partnership, every dollar you contribute for owners and key employees not only reduces corporate taxable income; it often lowers pass-through income, impacting individual taxes as well. Layering tax-deductible contributions into the right structure helps balance short-term tax savings with long-term wealth building.

5. Don't leave optimization on the table

If it’s been more than a year since your plan design was reviewed, you may be leaving value on the table. Today’s optimized plans are:

• Cost-efficient
• Optimized for tax strategy
• Aligned with generational employee needs
• Built for long-term retention

Make the most of what you already offer

You’ve already invested in your 401(k) plan. Now’s the time to confirm it’s working just as hard as you are, helping you defer more income, retain your top people, and reduce tax exposure along the way.

Talk to us about profit-sharing modeling, cash balance plan layering, and owner-weighted strategies that help to deliver maximum value.

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Sean C. Bjork, CIMA®, AIF®

Vice President

Bjork Group

1033 Skokie Boulevard, Suite 210

Northbrook, IL. 60062

p.312.464.7082

seanbjork@bjorkgroup.com

www.bjorkgroup.com

Securities offered through LPL Financial, Member FINRA/SIPC. Investment advisory services offered through Global Retirement Partners, LLC, a registered investment advisor. Global Retirement Partners, LLC and Bjork Asset Management are separate entities from LPL Financial.

This information is provided as a general guide to educate plan sponsors. It is not intended as authoritative guidance or tax/legal advice. Each plan has unique requirements, and you should consult your attorney or tax advisor for guidance on your specific situation.

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[1] Franklin Templeton. “Voice of the American Workplace.” 2025.