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It may be tempting to tap your 401(k) retirement savings when you have pressing bills, such as high-interest credit card debt or multiple student loans. But while doing so can take care of current charges, you may well be short-changing your future. Early withdrawal of funds can involve fees and penalties, plus you are eating away at your nest egg.

Here’s a look at the pros and cons of using a loan or withdrawal from your 401(k) to pay off debt, along with some alternative options to consider.

What Are the Rules for 401(k) Withdrawal?

A 401(k) plan is designed to help you save for your retirement, so taking money out early usually isn’t easy — or cheap. Generally, you’re allowed to begin taking withdrawals penalty-free at age 59½. If you take money out before that age, the IRS typically imposes a 10% early withdrawal penalty.

If you’re 59 1/2 or older, you won’t have to pay the 10% penalty. However, the amount you withdraw from a traditional 401(k) will still be taxed as income. If you have a Roth 401(k) and have held the account for at least five years (and you’re at least 59½), however, you can withdraw funds tax-free.

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Understanding 401(k) Withdrawal Taxes and Penalties

When you withdraw money from a traditional 401(k), the IRS considers it taxable income. That means you’ll owe income tax based on your tax bracket at the time of the withdrawal, plus a potential 10% penalty if you’re under the age threshold.

For example, let’s say you’re 33 years old and you have enough in your 401(k) to withdraw the $15,000 you need to pay off your credit card balance. You can expect to pay the 10% penalty, which will be $1,500. If you pay a tax rate of 22%, you can also expect to owe $3,300 in taxes. This will leave you with $10,200 to put towards your credit card debt.

Exceptions to Early Withdrawal Penalties

There are some exceptions to the 10% withdrawal penalty. You might be able to withdraw funds from a 401(k) without paying a penalty if you need the funds to cover:

•  Emergency expenses

•  Unreimbursed medical expenses over a certain amount

•  Funeral expenses

•  Birth or adoption expenses

•  First-time home purchase

•  Expenses and losses resulting from a federal declaration of disaster (subject to certain conditions)

Your 401(k) summary and plan description should state whether the plan allows early withdrawals in particular situations. Keep in mind that there may be a cap on how much you can withdraw penalty-free. Also, any withdrawal from a 401(k) is generally taxed as ordinary income.

Federal and State Tax Implications

If you make an early withdrawal from your 401(k), the amount is typically added to your gross income. As such, you will owe federal tax on the distribution at your normal effective tax rate. Depending on where you live, your withdrawal may also be subject to state income taxes.

Taking a 401(k) Loan to Pay Off Debt

If you’re looking to use a 401(k) to pay off debt, you may be able to avoid paying an early withdrawal penalty and taxes if you take the money out as a loan rather than a distribution.

A loan lets you borrow money from your 401(k) account and then pay it back to yourself over time. You’ll pay interest, but the interest and payments you make will go back into your retirement account.

Before going this route, however, you’ll want to make sure you understand the rules and regulations surrounding 401(k) loans:

•  Depending on your employer, you could take out as much as half of your vested account balance or $50,000, whichever is less.

•  You typically need to repay the borrowed funds, plus interest, within five years of taking your loan.

•  You may need consent from your spouse/domestic partner before taking a 401(k) loan.

Here’s a look at the benefits and drawbacks of using a 401(k) loan to pay off debt:

Pros

•  No tax or penalty if repaid on time: You won’t owe taxes or early withdrawal penalties as long as you follow the repayment schedule.

•  You pay interest to yourself: The interest you pay on the loan goes back into your retirement plan account.

•  No impacts to your credit: A 401(k) loan doesn’t require a hard credit inquiry, which can cause a small, temporary dip in your scores. And if you miss a payment or default on your loan, it won’t be reported to the credit bureaus.

Cons

•  You may have to repay it quickly if you leave your job: If you leave or lose your job, the full outstanding loan balance may be due in a short period of time. If you can’t repay it, the IRS treats it as a distribution, meaning taxes and penalties may apply.

•  Loss of investment growth: Money taken out of your 401(k) isn’t earning returns, which can hurt your long-term savings and future security.

•  Borrowing limits: You might not be able to access as much cash as you need, particularly if you haven’t been saving for long. Typically, the maximum loan amount is $50,000 or 50% of your vested account balance, whichever is less.

How Early 401(k) Withdrawals Can Impact Your Financial Future

While paying off debt may feel urgent now, dipping into your 401(k) can have long-lasting effects on your retirement security.

Loss of Compound Growth

One of the most powerful benefits of a 401(k) is compound growth. Then is when your initial investment earns returns, then those returns are reinvested and also earn returns. “Compounding helps you to earn returns on your returns, which can help your earnings grow exponentially over time,” explains Brian Walsh, CFP® and Head of Advice & Planning at SoFi. The longer your money has to grow and compound, the more significant the impact of compounding becomes.

Reduced Retirement Readiness

Using your 401(k) to pay off debt means you’ll have less money later in life. When you withdraw or borrow from your account, you reduce the amount that’s working for you. Even a small early withdrawal can result in tens of thousands of dollars in lost retirement income over the decades.

For many Americans, retirement savings are already insufficient. Reducing your nest egg further could lead to delayed retirement or financial insecurity in your senior years.

Alternatives to Cashing Out a 401(k) to Pay Off Debt

Before tapping into retirement funds, consider exploring these less risky options for managing debt.

Balance Transfer Credit Cards

Some credit cards offer introductory 0% APR on balance transfers for a set period of time, often 12 to 21 months. If you qualify, this can give you a break from interest and allow you to pay off your balance faster. Just make sure you pay it off before the promotional period ends to avoid high interest rates.

Debt Consolidation Loans

If you have high-interest credit card debt, you might look into getting a ​​credit card consolidation loan. This is a type of personal loan that you use to pay off multiple credit card balances, combining them into a single loan with a potentially lower interest rate and a fixed monthly payment. This can simplify debt management and potentially save money on interest over time. Unlike 401(k) withdrawals, these loans won’t impact your retirement savings.

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Credit Counseling Services

Nonprofit credit counseling agencies can help you develop a debt management plan, negotiate lower interest rates with creditors, and offer financial education. This approach may take longer, but it protects your retirement future and can help build good long-term financial habits.

Recommended: Debt Consolidation Calculator

What Are Some Ways of Minimizing Risks to Your Retirement?

If you decide using a 401(k) to pay off debt is your best (or only) option, here are a few things that could help you lower your financial risk.

Prioritizing High-Interest Debt Strategically

Consider taking the avalanche approach to paying off debt. This involves paying off debt with the highest interest rate first, while continuing to pay the minimum on your other debts. Once that highest-interest debt is paid off, you move on to the debt with the next-highest interest rate, and so on.

By focusing on the most expensive debt, you minimize the total interest paid over time, which can help you save money and get you out of debt faster.

Increasing Retirement Contributions Later

If you take a loan or withdrawal now, it’s wise to plan on increasing your 401(k) contributions once you’re in a better financial position. Many people underestimate their ability to “catch up” later, but making additional contributions, especially after age 50 (when catch-up contributions are allowed), can help rebuild your nest egg.

The Takeaway

Using a 401(k) loan or withdrawal to pay off debt may seem like an attractive option, especially when you’re feeling overwhelmed. But it’s a decision that shouldn’t be taken lightly. Early withdrawals generally come with taxes and penalties. And both withdrawals and loans remove money from your retirement account that is growing tax-free.

Instead of cashing out your future, consider alternative debt repayment strategies like balance transfer cards, credit counseling, or using a personal loan to pay off high-cost debt (ideally at a lower rate).

Credit cards have an average APR of 20%–25%, and your balance can sit for years with almost no principal reduction. Personal loan interest rates average 12%, with a guaranteed payoff date in 2 to 7 years. If you’re carrying a balance of $5,000 or more on a high-interest credit card, consider a SoFi Personal Loan instead. See your rate in minutes.

FAQ

How much is the penalty for an early 401(k) withdrawal?

If you withdraw from your 401(k) before age 59½, you’ll typically face a 10% early withdrawal penalty on the amount taken out. Additionally, the withdrawn funds are considered taxable income, so you’ll owe federal — and possibly state — income taxes.

Can you take a loan from your 401(k)?

Yes, many 401(k) plans allow participants to take loans from their account. Typically, you can borrow up to 50% of your vested balance, up to a maximum of $50,000. The loan must usually be repaid with interest within five years.
While it’s convenient, taking a loan from your 401(k) can reduce your retirement savings and potential investment growth.

What are alternatives to a 401(k) withdrawal to pay off credit card debt?

Before tapping into your 401(k), it’s a good idea to consider options that won’t jeopardize your retirement savings. Alternatives include using a 0% APR balance transfer card or consolidating credit card debt with a personal loan, both of which can lower interest costs.
You could also negotiate lower interest rates or payment plans with creditors. Boosting income through side jobs or adjusting your budget to free up funds may help too. These options carry less financial risk and don’t incur early withdrawal penalties or taxes.

Does a 401(k) loan affect your credit score?

A 401(k) loan does not impact your credit score because it doesn’t require a credit check to obtain and the loan itself isn’t reported to credit bureaus. However, if you fail to repay the loan on time — especially after leaving your job — it may be treated as a taxable distribution, resulting in penalties and taxes. While that still won’t impact your credit, it can affect your financial health and future security.

What happens if you leave your job with an outstanding 401(k) loan?

If you leave your job with an unpaid 401(k) loan, the remaining balance is usually due quickly. If you don’t repay it in time, the unpaid amount is typically treated as a distribution, triggering income taxes and a 10% early withdrawal penalty if you’re under 59½. This can create a significant tax burden.

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SOPL-Q325-010

Safe harbor 401(k) plans enable companies to avoid the annual IRS testing that comes with traditional 401(k) plans. With a safe harbor 401(k), an employer makes mandatory contributions to all employees’ retirement accounts, and those funds vest immediately.

Often a perk used to attract top talent, safe harbor 401(k) plans are a way for highly compensated employees, like company executives and owners, to save more than a traditional 401(k) plan would normally allow.

Keep reading to learn more about safe harbor rules, why companies use these plans, along with the benefits, drawbacks, and relevant deadlines.

What Is a Safe Harbor 401(k) Plan?

A 401(k) safe harbor plan is similar to a traditional 401(k) plan — but with a twist. In both cases, eligible employees can use the plan to contribute pre-tax funds to a retirement account and employers may contribute matching funds.

But with a traditional 401(k) retirement plan, companies must submit to annual nondiscrimination regulatory testing by the IRS to ensure that the company plan doesn’t treat highly compensated employees (HCEs) more favorably than others. HCEs are generally defined as earning at least $160,000 in the 2025 and 2026 tax years, and being in the company’s top 20% in pay, or owning more than 5% of the business. The testing process is complex and can be a burden for some companies.

An alternative is to set up a safe harbor 401(k) plan with a safe harbor match. This allows a company to skip the annual IRS testing — and avoid imposing restrictions on employee saving — by providing the same 401(k) contributions to all employees, regardless of title, salary, or even years spent at the company. And those funds must vest immediately.

This is an important benefit, because in many cases, employer contributions to traditional 401(k) plans vest over time, requiring employees to stay with the company for some years in order to get the full value of the employer match. Often, if you leave before the employer contributions or match have vested, you may forfeit them.

For smaller companies, it may be worth making the extra safe harbor match contributions in order to avoid the time and expense of the IRS’s annual nondiscrimination testing. For larger companies, giving all employees the same percentage contribution could be expensive. But the upside is that highly paid employees can then make much larger 401(k) contributions without running afoul of IRS rules, a real perk for company leaders. In addition, 401(k) safe harbor plans are typically less expensive to set up than traditional plans.

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Traditional 401(k) vs Safe Harbor 401(k) Plans

While safe harbor 401(k)s and traditional 401(k) plans are similar in many ways, there are some important differences that employers should be aware of.

For instance, with traditional 401(k) plans, contributions from highly compensated employees can’t comprise more than 2% of the average of all other employee contributions, in addition to other restrictions. However, with safe harbor 401(k) plans, those limits don’t apply.

Comparing Plan Features and Benefits

Here is a side-by-side comparison of a safe harbor 401(k) vs. a traditional 401(k)

Choosing the Right Plan for Your Business

A safe harbor plan may be beneficial for some smaller companies that can’t afford the expense of nondiscrimination testing. In addition, the plan is simpler with less administrative tasks.

A company might also choose a safe harbor 401(k) if it has some key high-earning employees that make up a large share of the workforce.

However, if your company is able to easily manage the nondiscrimination testing process, you may want to opt for a traditional 401(k). A traditional 401(k) could also be a good option for business owners who want to try to retain employees over the long-term. They could set up a vesting schedule for employer contributions that requires employees to be with the company for three years before becoming fully vested, for instance.

Setting Up a Safe Harbor 401(k) Plan

For employers interested in using a safe harbor 401(k), there are some general rules and guidelines they will need to follow.

Requirements, Contribution Formulas, and Deadlines

To fulfill the safe harbor 401(k) requirements, the employer must make qualifying 401(k) contributions (a.k.a. the safe harbor match) that vest immediately. The company contributes to employees’ retirement accounts in one of three ways:

•   Non-elective: The company contributes the equivalent of 3% of each employee’s annual salary to a company 401(k) plan, regardless of whether the employee contributes.

•   Basic: The company offers 100% matching for the first 3% of an employee’s 401(k) plan contributions, plus a 50% match for up to 5% of an employee’s contributions.

•   Enhanced: The company offers a 100% company match for all employee 401(k) contributions, up to 4% of a staffer’s annual salary.

Companies that opt for a safe harbor 401(k) plan have to adhere to strict compliance filing deadlines. These are the dates worth knowing.

October 1: That’s the deadline for filing for a safe harbor 401(k) for the current calendar year. This deadline meets the government criteria of a company needing to have a safe harbor 401(k) in operation for at least three months in a 12 month period, for the first year operating a safe harbor plan.

December 1: By this date, all companies — whether they’re rolling out a brand new safe harbor plan or are administering an existing one — must issue a formal notice to employees that a safe harbor 401(k) will be offered to company staffers.

January 1: The date that all safe harbor 401(k) plans are activated. For companies that currently have no 401(k) plan at all, they can roll out either a traditional 401(k) plan or a safe harbor 401(k) plan at any point in the year, for that calendar year.

Advantages of Implementing a Safe Harbor 401(k) Plan

Safe harbor 401(k)s offer some distinct upsides for business owners and employees alike.

Benefits for Employers and Employees

By creating a safe harbor 401(k) plan, a business owner can potentially attract and maintain highly skilled employees. Employees are attracted to higher retirement plan contributions and the ability to optimize retirement plan contribution amounts, ensuring more money for long-term retirement savings.

Plus, a safe harbor 401(k) plan can also help business owners save money on the compliance end of the spectrum. For example, companies save on regulatory costs by avoiding the costs of preparing for a nondiscrimination test (and the staff hours and training that goes with it).

There are some additional upsides to offering a safe harbor 401(k) retirement plan, for higher paid employees and regular staff too.

•   Playing catch up. If a company owner, or high-level managers, historically haven’t stowed enough money away in a company retirement plan, a safe harbor 401(k) plan can help them catch up. The same may be true, although to a lesser degree, for regular employees.

•   The spread of profit. Suppose a company has a steady and robust revenue stream and is managed efficiently. In that case, company owners may feel comfortable “spreading the wealth” with not only high-profile talent but rank-and-file employees, too.

•   Encourage retirement savings. If a company is seeing weak contribution activity from its rank-and-file employees, it may feel more comfortable going the safe harbor route and at least guaranteeing minimum 401(k) contributions to employees while rewarding higher-value employees with more lucrative 401(k) plan contributions.

Disadvantages of Safe Harbor Plans

Safe harbor 401(k) plans have their downsides, too. Here are some drawbacks to consider.

Financial Implications for Employers

The matching contribution requirements for safe harbor 401(k)s can add up to a hefty expense, depending on employee salaries. And because employees are vested immediately, there’s no incentive to stay with the company for a certain period.

In addition, if a company introduces a safe harbor 401(k) plan, it must commit to it for one calendar year, no matter how the plan is performing internally. Even after a year, 401(k) plan providers (which administer and manage the retirement plans) may charge a termination fee if a company decides to pull the plug on its safe harbor plan after one year.

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Safe Harbor 401(k) Contribution Limits and Match Types

There are some different rules for employer contribution limits and matching with a safe harbor 401(k) vs. a traditional 401(k).

Understanding Contribution Limits

Just like traditional 401(k) plans, the maximum employee contribution limit for a safe harbor plan is $23,500 in 2025 and $24,500 in 2026. If you are over 50, you would be eligible for an additional $7,500 catch-up contribution in 2025 and $8,000 in 2026, if your plan allows it.

For both 2025 and 2026, those aged 60 to 63 may contribute an additional $11,250 (instead of $7,500 and $8,000) to their 401(k) plan.

But in a safe harbor plan, a company owner can reserve the maximum $23,500 in 2025 for their annual plan contribution, $24,500 for 2026, and also boost contribution payments to valued team members up to an individual profit-sharing maximum amount of 100% of their compensation, or $70,000 (77,500 for those over age 50 with the standard catch-up and $81,250 with the SECURE 2.0 catch-up for those 60 to 63) — whichever is less — for 2025.

For 2026, the total allowed is 100% of compensation or $72,000, whichever is less. (For those 50 and up the cap is $80,000 with the standard catch-up, and $83,250 with the SECURE 2.0 catch-up for those ages 60 to 63 only.) Employer rules about catch-up provisions may vary, so be sure to ask.

Regular employees are allowed the standard maximum contribution limit of $23,500 in 2025, $24,500 in 2026; plus anyone over age 50 can contribute an extra “catch-up” amount of $7,500 in 2025 and $8,000 in 2026. Those are the same maximum contribution ceilings as regular 401(k) plans. For 2025 and 2026, those aged 60 to 63 may contribute an additional $11,250 instead of $7,500 and $8,000 respectively, thanks to SECURE 2.0.

Different Types of Employer Matching Contributions

As mentioned earlier, with a safe harbor 401(k), an employer must make qualifying 401(k) contributions that vest immediately in one of these ways:

•   Non-elective: The company contributes the equivalent of 3% of each employee’s annual salary to a company 401(k) plan.

•   Basic: The company matches 100% for the first 3% of an employee’s 401(k) plan contributions, plus a 50% match for the following 2% of their contributions.

•   Enhanced: The company provides a 100% company match for all employee 401(k) contributions, up to 4% of a staffer’s annual salary.

IRS Compliance Testing and Safe Harbor Provisions

To help understand the benefit of safe harbor plans, it helps to see what employers with traditional 401(k) plans face in terms of following IRS rules and submitting to the annual nondiscrimination tests.

Navigating Non-Discrimination Testing

Each year, a company must conduct Actual Deferral Percentage (ADP), Actual Contribution Percentage (ACP), and Top Heavy tests to confirm there is no compensation discrimination.

If the company fails one of the tests, it could mean considerable administrative hassle, plus the expense of making corrections, and potentially even refunding 401(k) contributions.

Before explaining the details of each test, here’s a refresher on how the IRS defines highly compensated employees (HCEs) and non-highly compensated employees (NHCEs).

To be an HCE:

•   The employee must own more than 5% of the company at any time during the current or preceding year (directly or through family attribution).

•   The employee is paid over $160,000 in compensation from the employer for both 2025 and 2026. The plan can limit these employees to the top 20% of employees who make the most money.

Employees who don’t fit these criteria are considered non-highly compensated. The nondiscrimination tests are designed to assess whether top employees are saving substantially more than the rank-and-file staffers.

•   The Actual Deferral Percentage (ADP) test measures how much income highly paid employees contribute to their 401(k), versus staff employees.

•   The Actual Contribution Percentage (ACP) test compares employer retirement contributions to HCEs versus the contributions to everyone else.

According to the IRS, the terms of the ADP test — which compares the amounts different employees are saving in their 401(k)s — are met if the ADP for highly compensated employees (HCE) doesn’t exceed the greater of:

•   125% of the deferral percentage for ordinary, i.e., non-highly compensated employees (NHCEs)

Or the lesser of:

•   200% of the deferral percentage for the NHCEs

•   or the deferral percentage for the NHCEs plus 2%.

The ACP test is met if the deferral percentage for highly compensated employees doesn’t exceed the greater of:

•   125% of the deferral percentage for the NHCEs,

Or the lesser of:

•   200% of the deferral percentage for the group of NHCEs

•   or the deferral percentage for the NHCEs plus 2%.

Last, the top-heavy test measures the value of the assets in all company 401(k) accounts, total. If the 401(k) balances of “key employees” account for more than 60% of total plan assets, the 401(k) would fail the top heavy test. The IRS defines key employees somewhat differently than highly compensated employees, although both groups are similar in that they earn more than ordinary staff.

As you can see, maintaining a traditional 401(k) plan, and meeting these requirements each year, can be a burden for some companies. Fortunately, by setting up a safe harbor 401(k) plan, a company can avoid the annual nondiscrimination tests and still provide a 401(k) savings plan for employees.

The Takeaway

Companies that don’t want the regulatory obligations of a traditional 401(k) plan, and would like to prioritize talent acquisition and employee retention may want to consider safe harbor 401(k) plans.

However, a business owner needs to weigh the pros and cons of a safe harbor 401(k) plan because, in some cases, it can be expensive for a company to maintain.

But no matter what type of 401(k) an employer decides to go with, having a retirement plan in place, with different savings and investment options, can help employees — and business owners themselves — save for the future.

Prepare for your retirement with an individual retirement account (IRA). It’s easy to get started when you open a traditional or Roth IRA with SoFi. Whether you prefer a hands-on self-directed IRA through SoFi Securities or an automated robo IRA with SoFi Wealth, you can build a portfolio to help support your long-term goals while gaining access to tax-advantaged savings strategies.

FAQ

Is a safe harbor 401(k) worth it?

Whether a safe harbor 401(k) is worth it depends on the goals of the business owner. A safe harbor 401(k) allows a company to skip the expense of nondiscrimination testing. And by creating a safe harbor 401(k) plan, a business owner may be able to attract and maintain highly skilled employees because of the higher contributions. However, the matching employer contribution requirements can add up to a high expense. A business owner needs to weigh the pros and cons of these plans.

Can I cash out my safe harbor 401(k)?

You can withdraw safe harbor 401(k) funds without penalty at age 59 ½ or if you leave your job. However, hardship withdrawals for immediate and heavy financial need may be allowed in certain circumstances. You can learn more at irs.gov.

Why would a company use a safe harbor 401(k)?

A company might use a safe harbor 401(k) to avoid the expense of nondiscrimination testing and to simplify the administration of a 401(k) plan. They might also use a safe harbor 401(k) to help attract and keep highly skilled employees.

What is an example of a safe harbor 401(k) match?

If an employer with a safe harbor 401(k) chooses to offer non-elective matching contributions, that means they contribute at least 3% of each employee’s annual salary. So if an employee makes $70,000 a year, for example, the employer would contribute $2,100 to their safe harbor 401(k) account.

About the author

Ashley Kilroy

Ashley Kilroy is a seasoned personal finance writer with 15 years of experience simplifying complex concepts for individuals seeking financial security. Her expertise has shined through in well-known publications like Rolling Stone, Forbes, SmartAsset, and Money Talks News. Read full bio.