2013 2705 2705
The economic environment of the last few years created financial challenges
for individuals and businesses alike. Even though the worst of the recession
appears to be behind us now, some of those financial challenges have had a
ripple effect that continues to show itself. One area where that is especially
true relates to the loans participants took from their 401(k) plans. Economic
pressures certainly brought about an increase in loans, but it also caused some
participants with loans to have trouble repaying them.
A quick review of the rules that govern qualified plan loans may help to
provide some context. The Employee Retirement Income Security Act (ERISA)
prohibits plans from loaning money to related parties, including participants,
unless certain requirements are satisfied. The Tax Code also has its own rules
that parallel and supplement those found in ERISA. In other words, loans start
bad and must be made good.
Here is a quick overview of some of the key requirements for making a bad
The above rules are "bookends" of sorts. A company may choose to further
limit its loan provisions but it cannot go outside of the bookends. For example,
many plans limit a participant to only one loan at a time or establish a minimum
loan amount of $1,000. Another common provision is to require loans to be
amortized according to the company's payroll schedule and payments to be through
payroll deduction. A plan that chooses to impose restrictions must follow those
limitations even if the bookends would allow more liberal treatment.
In order for a bad loan to go good, it must satisfy all of these rules.
Just as bad loans can be made good, good loans can go bad if, at any time
during their duration, they fail to satisfy any one of the rules…no matter how
insignificant or well-intentioned the oversight might seem. This can lead to
taxes, penalties and administrative burdens for both the plan and the
Before delving into some of the ways loans can go bad, let's define a few
When a participant misses a regularly scheduled loan payment, the loan goes
into default. This is almost like loan purgatory; some sort of correction is
required but the loan has not yet reached the point of no return.
The loan regulations provide for a "cure period" for making up a missed loan
payment. It extends through the end of the calendar quarter following the
quarter in which the default occurs. In other words, once a participant misses
one or more payments, he or she has until the end of the following quarter to
make up the shortfall along with accrued interest to cure the default and
prevent a deemed distribution.
This is when some or all of the outstanding balance of a loan is treated as a
taxable distribution to the participant. This can occur either when a defaulted
loan is not cured by the end of the cure period or when a loan is otherwise
defective in some way.
There are two aspects of deemed distributions that are often overlooked.
A deemed distributed loan continues to be included as a plan asset until the
participant in question has a distributable event, usually termination of
employment. At that time, the outstanding balance is offset and reported on the
plan's financial statements as an actual distribution.
Now that we have reviewed the rules and defined some key terms, it is time to
review some of the more common situations that can cause a good loan to go bad.
Plans are not required to offer loans but those that wish to allow loans must
be sure the appropriate provisions are included in the plan document and/or
separate written loan policy. Plan sponsors may believe they are helping a
participant in need of cash by approving a loan request without going to the
formality of amending the plan document; however, issuing a loan when the plan
does not allow it results in a loan that never becomes good. The full amount of
the loan is immediately deemed distributed.
Generally, a plan can offer loans at any point during the year as long as an
amendment is adopted by the end of that year to add the necessary language to
the plan document. However, once the year closes, there are fewer options for
When homeowners wish to change their mortgage to get a lower interest rate or
borrow additional money, they do so by refinancing their mortgage. Participant
loans operate the same way. In order to change the terms of a loan, the
participant must refinance it. The trick is that not all plans permit
refinancing. Furthermore, inability to refinance is not always crystal clear.
Consider a plan that permits loans but restricts participants to only one loan
at a time. IRS regulations (and the U.S. Tax Court) look at certain refinancing
transactions as consisting of two loans--the replacement loan (the new one) and
the replaced loan (the old one). Therefore, the refinance transaction violates
the one loan at a time limit, and the replacement loan is a deemed distribution.
This can be addressed by amending the loan provisions to specifically permit
refinancing or to allow multiple loans.
If a loan is amortized for longer than permitted, it is defective from the
moment it is issued and the entire amount is a deemed distribution. A common
example of this is when a plan issues a general purpose loan for longer than
five years. Since that is a regulatory limit, this type of defect cannot be
remedied by amending the plan to allow a longer amortization.
On the other hand, if a particular plan elects to limit all loans to only
five years but issues a residential loan with a longer amortization period, it
may be possible to amend the plan within the time frame described above.
Sometimes a participant takes a loan that is to be repaid by payroll
deduction, but the payroll system does not get set up to begin withholding
payments. Although there is some latitude, payments should begin within one or
two pay periods following issuance of the loan. If that does not occur, the loan
goes into default. Unlike the previous examples, this does not cause the entire
loan to be defective. Rather, the participant has until the end of the cure
period to get principal and accrued interest payments up to date and avoid a
In other circumstances, a participant with a loan determines that he or she
can no longer afford to make payments and asks the company to stop withholding
on a temporary or permanent basis. Some employers may be inclined to help an
employee in that situation by agreeing to the request. Unfortunately, doing so
causes the loan to default (and maybe become a deemed distribution), and it also
subjects plan fiduciaries to liability for breaching their responsibility.
Even though the participant is borrowing from his or her own account balance,
the loan is still considered an asset of the plan. By voluntarily discontinuing
the withholding of payments, the plan sponsor fails to enforce a legal agreement
between the plan and the participant and allows a plan asset to decrease in
Fortunately, many loans that have crossed over can be brought back to the
light. The IRS Employee Plans Compliance Resolution System (EPCRS) includes a
series of voluntary correction mechanisms, including several for participant
loans. Generally, defective loans are corrected by reforming them so that they
comply with the applicable rules. Depending on the circumstances, other
correction options may also be available. This could include retroactively
amending a plan (effective in a previous year) to permit a loan that was issued
Unlike other types of oversights, EPCRS does not permit self-correction. In
other words, bringing a bad loan back from the dark side requires submitting
documentation of the correction to the IRS for their approval.
As you can see, the participant loan rules can be challenging even in good
economic times. With all of the potential missteps that can occur, it is
important to work with knowledgeable service providers that have strong checks
and balances designed to properly administer participant loans. By also
implementing similar controls internally, plan sponsors can make sure that good
loans don't go bad.
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This newsletter is
intended to provide general information on matters of interest in the area
of qualified retirement plans and is distributed with the understanding that
the publisher and distributor are not rendering legal, tax or other
professional advice. Readers should not act or rely on any information in this
newsletter without first seeking the advice of an independent tax advisor such
attorney or CPA.
© 2013 Benefit Insights, Inc. All rights reserved.