Terminating an Overfunded Pension Plan? Who Gets the Excess?

March 28, 2024

As frozen pension plans become overfunded, plan termination remains a common end-game objective. And the current high-interest rate environment provides opportunities to reduce pension plan risk that may have been untenable when interest rates were lower.

If a single employer overfunded pension plan is terminating and its participants and beneficiaries are on track to receive full benefits, the employer will likely ask if the excess is theirs. In other words, will the surplus revert to the employer? The answer is maybe.

To determine how excess pension plan funds can be exhausted, which may include a reversion to the employer, there are numerous possibilities to consider. The most popular possibilities are discussed below. However, each plan is different. USI Consulting Group’s (USICG’s) defined benefits experts will work with you to understand your unique situation and help you navigate your options before making decisions that impact your balance sheet. As always, the place to start with any retirement plan issue is to answer the question: What does the plan say?

Possibilities to Consider if the Terminating Plan Document Does Not Permit a Reversion

A plan document may state that no part of the pension plan’s assets can be diverted for any purpose other than for the exclusive benefit of participants and beneficiaries. The plan document may also indicate that the plan cannot be amended to designate any part of the assets to become the employer’s property. If an overfunded pension plan has these provisions, it is tempting to assume the only choice is to allocate the excess among participants and beneficiaries. However, even in the face of these explicit provisions, there may be other provisions that permit an employer to recover or use a portion of the excess assets.

• Return of Mistaken and/or Nondeductible Contributions
  

  Plan documents generally indicate that if an employer makes an excessive plan contribution due to a mistake, the employer can demand the surplus is returned. The employer is required to request this from the trustee within one year after the contribution was made to the trust. In addition, plans generally provide that a contribution is made on the condition that the employer receives a corresponding tax deduction. In the unlikely event that the deduction is not permitted by the Internal Revenue Service (IRS), the contribution can be returned to the employer within one year following the IRS’ final determination that the tax deduction was not allowed.

  An example of a contribution mistake may be an actuarial calculation error. In a 2014 Private Letter Ruling, the IRS considered a surplus reversion when a terminating single-employer plan purchased an annuity contract. The excess assets were created when the purchase price selected to fully fund plan benefits actually came in at a lower price than estimated. Using reasonable actuarial assumptions, the plan’s actuary had advised the employer to contribute a higher amount than was ultimately calculated as necessary by the insurance company. In this case, the IRS permitted the return of the mistaken excess contribution. 

• Have all Reasonable Plan Expenses Been Paid from the Trust?
  

  Many plan documents provide that plan expenses can be paid from the trust. In some instances, appropriate and reasonable plan termination expenses will go a long way to exhaust excess assets. Reasonable plan termination expenses include determination letter costs and fees, service provider termination charges and termination implementation charges such as those for the plan audit, preparing and filing annual reports, calculating benefits, and preparing benefit statements.

Possibilities to Consider if the Terminating Plan Document Permits a Reversion

The overfunded pension plan document may explicitly state that excess assets, once all of the plan’s obligations to participants and beneficiaries have been satisfied, may revert to the employer. On the other hand, the plan may not explicitly permit a reversion. In that case, the employer may want to consider amending the plan to allow a reversion well ahead of the anticipated termination.

If the first three possibilities mentioned above do not work or are inadequate to exhaust the surplus, and the overfunded pension plan allows a reversion, there are additional possibilities to consider.

• Take a Reversion
  

  The employer can take all of the excess funds back subject to a 50% excise tax, as well as applicable federal tax. Notably, a not-for-profit organization may not be subject to the excise tax on the reversion at all if it has always been tax-exempt.

• Transfer the Excess to a Qualified Replacement Plan
  

  The opportunity to pay only a 20% excise tax (and any applicable federal tax) on part of the surplus is available where the remaining excess assets are transferred from the terminating pension plan to a newly implemented or preexisting Qualified Replacement Plan (QRP). A QRP can be any type of qualified retirement plan including a profit-sharing plan, 401(k) plan or money purchase plan. For example, an employer’s or a parent company’s 401(k) plan, whether newly implemented or preexisting, may qualify as a QRP.

  Once an appropriate plan is chosen, the amount transferred into the QRP must be allocated directly into participant accounts within the year of the transfer or deposited into a suspense account and allocated over seven years, beginning with the year of the transfer.

  There are additional requirements for a QRP. At least 95% of the active participants from the terminated plan who remain as employees must participate in the QRP. In addition, the employer is required to transfer a minimum of 25% of the surplus into a QRP prior to the reversion. If all of the QRP requirements are satisfied, then only the amounts reverted to the employer are subject to a 20% excise tax and federal tax, if applicable.

• Provide Pro Rata Benefit Increases
  

  If the employer chooses not to use a QRP, it can still limit the excise tax if it takes back 80% or less of the surplus and provides pro rata or proportionate benefit increases in the accrued benefits of all qualified participants. The amendment to provide the benefit increases must take effect on the plan’s termination date and must benefit all qualified participants. A qualified participant is an active participant, a participant or beneficiary in pay status, or a terminated vested participant whose credited service under the plan ended during the period beginning 3 years before termination date and ending with the date of the final distribution of plan assets. In addition, certain other conditions apply including how much of the increases are allowed to go to participants who are not active.

A Possibility That’s Always Available

It is always possible to allocate all of the excess assets among participants in a nondiscriminatory way that meets all applicable laws. A plan amendment is necessary to provide for these higher benefits.

You may know at the outset of terminating your plan that there will be excess assets. On the other hand, a surplus may come as a surprise. Even if a pension plan is underfunded at the time the termination process officially begins, it is possible that the plan becomes overfunded during the approximate 12-month time period to terminate the plan. In this scenario, the employer will have to address what to do with the excess assets.