Seasonal labor, variable income, and family-owned structures make ag retirement plans different. We've been working with farm and ranch owners since 2006.
Request a Plan ReviewFarming Isn't a 9-to-5 Business
Eligibility Design
Farm labor is seasonal by nature. We design eligibility provisions that include the full-time team you want to benefit while properly excluding seasonal and part-time workers who don't meet minimum service requirements.
Flexible Contributions
A drought year and a bumper year look very different. We design plans with discretionary profit-sharing and, where appropriate, flexible cash balance ranges — so your contribution commitment can flex with your income.
Related Employers
Many ag operations involve family members across multiple entities — a farm, an equipment company, a land-holding LLC. Controlled group and affiliated service group rules apply. We test across all related entities.
Cash Balance
In a strong year, a cash balance plan layered on top of a 401(k) can shelter $200,000–$300,000+ in tax-deferred savings. This is especially valuable for farm owners approaching retirement who want to catch up.
FAQ
Generally yes. Eligibility provisions can require minimum hours of service (typically 1,000 hours in a 12-month period) or a minimum period of employment. Most seasonal workers won't meet these thresholds. We design the provisions to achieve your goals while staying within DOL and IRS rules.
Profit-sharing contributions are discretionary — you can reduce or skip them. If you have a cash balance plan, the contribution range provides some flexibility, but there is typically a minimum funding requirement. We design for income variability upfront.
Yes. We administer plans for individual farm operations, farm management companies, agricultural cooperatives, and ag service businesses.