Employers continue to move from traditional defined benefit pension plans providing monthly payments to 401(k) plans and other defined contribution plans providing lump-sum cash distributions. As a result, increasing numbers of retirees, now including baby boomers leaving the workplace, are faced with managing a cash distribution for 20 or 30 years and possibly running out of funds. Uncertain markets have made plan participants wary of their ability to maintain their nest eggs.

For several months, the Department of the Treasury, the Internal Revenue Service and the Department of Labor have been exploring ways to provide “income-stream” options for more retirement plan participants. The agencies have focused on finding a balance between lump-sum cash distributions (which provide liquidity) and lifetime-income options.

This past February, the Treasury and the IRS released two proposed regulations, and the IRS issued two revenue rulings, that provide different strategies for achieving such a balance. Here, we go over two:

- A longevity annuity option, providing an annuity that begins at an advanced age under a defined contribution plan.

- A deferred annuity option from a defined contribution plan.

Longevity annuity option under defined contribution plan

To address the concern that retirees may outlive their savings, especially where the only retirement plan distribution received by the retiree is a lump sum from a defined contribution plan, the guidance package includes a proposed regulation that introduces a new concept, the “qualified longevity annuity contract." Such a contract would provide a stream of income commencing at an advanced age, such as 80 or 85, and would continue as long as the individual lives. The proposed regulation details how a defined contribution could provide for a QLAC while simultaneously complying with the required minimum distribution rules under Code Section 401(a)(9). In most cases, the RMD rules require commencement of plan benefits upon the later of a participant’s retirement or attaining age 70½.

Currently, each calendar year’s RMD to a plan participant is determined by dividing his or her entire account balance in the plan at its last valuation date in the preceding calendar year by a factor based upon his or her life expectancy. Consequently, if the participant bought a longevity annuity with a portion of his or her account balance, the value of the annuity would have been included in calculating the RMD each year before the annuity began, thus increasing the amount of the RMD, even to the point where the RMD was greater than the value of the remaining account balance (excluding the value of the annuity). This would have triggered an earlier distribution from the annuity.

Under the proposed regulation, if a plan offered a QLAC, the QLAC would be disregarded in determining RMDs. Therefore, a participant would not need to commence distributions from the QLAC before the age selected under the QLAC contract.

Also under the proposed regulation, a QLAC would be an annuity contract purchased from an insurance company for a plan participant that satisfies each of the following requirements:

- Premiums for the contract satisfy a specific dollar limitation and percentage of assets limitation, i.e., the lesser of $100,000 (to be adjusted in accordance with Code Section 415(d)) or 25% of the account balance).

The contract provides that distributions must commence not later than a specified annuity starting date, and that annuity starting date cannot be later than the first day of the month coincident with or next following the participant’s attainment of age 85.

The contract provides that, after distributions under the contract commence, those distributions must satisfy the requirements of Treasury Regulation Section 1.409(a)(9)-6 (other than the requirement that annuity payments commence on or before the required beginning date).

The contract does not make available any commutation benefit, cash surrender right or other similar feature.

There are no benefits provided under the contract after the death of the employee, other than a life annuity payable to a designated beneficiary.

The contract, when issued, states that it is intended to be a QLAC.

Additionally, issuers of QLACs are subject to certain reporting and disclosure requirements.

QLACs could also be provided under 403(b) plans and traditional IRAs, but not under 457(b) plans, defined benefit plans or Roth IRAs.

Note: Similar to the proposed regulation on partial annuity distributions, the new guidance on QLACs would be effective for contracts purchased after the publication date of a final regulation; in the interim, plans cannot rely on the proposed regulation.

Deferred annuities from defined contribution plans

The final piece of guidance is Revenue Ruling 2012-3. This ruling describes how the qualified joint-and-survivor annuity (QJSA) and qualified pre-retirement survivor annuity (QPSA) requirements in Code Sections 401(a)(11) and 417 apply when a deferred annuity contract is purchased under a defined contribution plan.

The ruling provides three examples that illustrate different deferred annuity design alternatives, each with different conditions: a revocable annuity, a fixed annuity and a fixed annuity with an election not to pay amounts attributable to matching contributions under the annuity contract in the event the participant dies prior to the annuity starting date. The ruling then provides an analysis of how each alternative would necessitate certain plan terms, including compliance with QJSA and QPSA notice, waiver and consent requirements.

The ruling clarifies that where the plan separately accounts for the deferred annuity contract, the remainder of the plan is not subject to the QJSA and QPSA requirements.

Future considerations

Employers may wish to provide comments to the Treasury on either or both of the proposed regulations; these comments must be provided by May 3, 2012. In addition, plan sponsors interested in the new options should evaluate how the options could be integrated into current plan design and communicated to participants.

For more information, contact Partner Sally Doubet King at (312) 849-3684 or sking@mcguirewoods.com and Associate Carolyn M. Trenda at (312) 849-8130 or ctrenda@mcguirewoods.com at the law offices of McGuireWoodds LLP.

Register or login for access to this item and much more

All Employee Benefit News content is archived after seven days.

Community members receive:
  • All recent and archived articles
  • Conference offers and updates
  • A full menu of enewsletter options
  • Web seminars, white papers, ebooks

Don't have an account? Register for Free Unlimited Access