Whether you run one location or one hundred, we have built a service model that fits your structure — not the other way around.
Franchise operations introduce complexity that generic retirement plan vendors are simply not equipped to handle. When they try, things break — deductions miss, compliance fails, and your team pays the price.
Every engagement starts with your structure — not a template.
We build plan features around your workforce — eligibility windows, vesting schedules, contribution formulas, and safe harbor structures tailored for single or multiple locations.
Your current plan may be costing you more than it should. We compare your fees, design, and investment lineup against the market — and show you exactly where you stand, in plain language.
Ongoing 3(38) fiduciary oversight of your investment lineup. We select, monitor, and replace funds — and document every decision. Specified investment liability shifts to the appointed fiduciary; you retain the duty to select and monitor them prudently.
Documenting the process is not optional — it is what separates a defensible plan from one that cannot show its work. We formalize your governance structure, sign where it matters, and put the record in writing.
Switching providers does not have to mean disruption. Our team manages the entire transfer — from due diligence through asset movement. Employees can generally keep contributing without interruption. Typically 30 days to establish, 90 days to complete — see note below for what timing depends on.
A plan your employees do not use is a cost, not a benefit. Our platform onboards participants in five minutes, offers Franchise401 Financial Wellness Tools at no extra charge, and provides live human support by phone and email.
Eligible businesses can offset startup costs with up to $5,000/year in admin credits, up to $1,000 per eligible employee in contribution credits, and $500 for auto-enrollment. Statutory maximums for a business with 11 credit-eligible employees can reach $14,250 in year one. We complete Form 8881 on your behalf.
For franchise groups, associations, and chambers of commerce, our Syndicate group 401(k) delivers group purchasing power — without shared fiduciary liability. Every employer keeps their own plan and their own independence.
Detailed specs, pricing, and service tiers — no form required.
Asset-light franchise operators don't have real estate depreciation or cost segregation. What you do have — and what often goes underused — is the retirement plan stack.
A 401(k), Profit Sharing Plan, and Cash Balance Plan — structured together — can allow franchise operators to shelter a substantial portion of operating income in a tax-deferred vehicle each year, subject to plan design, census, and testing.
Every dollar goes in pre-tax. Every dollar grows tax-deferred. And unlike real estate strategies that require you to own an asset, this strategy works entirely off your existing business income.
See the full breakdown: how the stack works, what you may be able to shelter at your age, and whether your business qualifies.
SEE HOW THE STACK WORKS → See the Full Scenario — $329,000 Sheltered in One YearA bundled retirement plan is assembled from separate parts — a recordkeeper, a TPA, a custodian, and a payroll provider all coordinating across company lines. When that coordination breaks down, your employees and your business absorb the consequences.
| Where a Fragmented Model Can Break | Our Independent Approach |
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Regulatory updates move only as fast as the slowest vendor in the chain — leaving the plan waiting on third-party patches. |
A single, purpose-built platform with automated compliance — updates deploy on one system, not across four. |
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Every handoff between systems is a place where deductions, matches, and eligibility changes can go undetected until they become compliance problems. |
Single-system reliability with real-time payroll-to-plan data flow — fewer moving parts, fewer places to fail. |
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Data spread across disconnected systems can leave HR reconciling discrepancies by hand. |
Automated workflows handle the heavy lifting — your HR team runs the business, not the spreadsheets. |
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When four companies share the work, it can be unclear which one owns a problem — and who to call about it. |
One relationship manager. One point of accountability. One number to call. |
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Fiduciary roles can go undocumented across the arrangement — leaving the plan sponsor carrying responsibility no one mapped out. |
Fiduciary governance documented and signed — who holds which duty is clear, on paper, from day one. |
Regulatory updates move only as fast as the slowest vendor in the chain — leaving the plan waiting on third-party patches.
A single, purpose-built platform with automated compliance — updates deploy on one system, not across four.
Every handoff between systems is a place where deductions, matches, and eligibility changes can go undetected until they become compliance problems.
Single-system reliability with real-time payroll-to-plan data flow — fewer moving parts, fewer places to fail.
Data spread across disconnected systems can leave HR reconciling discrepancies by hand.
Automated workflows handle the heavy lifting — your HR team runs the business, not the spreadsheets.
When four companies share the work, it can be unclear which one owns a problem — and who to call about it.
One relationship manager. One point of accountability. One number to call.
Fiduciary roles can go undocumented across the arrangement — leaving the plan sponsor carrying responsibility no one mapped out.
Fiduciary governance documented and signed — who holds which duty is clear, on paper, from day one.
We do not start with a product recommendation. We start by listening. Every engagement follows the same five-step framework — because discipline is not just a value, it is the process.
We review your current plan structure, provider, fees, and participant experience — including the questions that rarely get asked.
We measure your plan against the market — cost, design, fiduciary quality, and participant experience. You see exactly where you stand, in plain language.
We recommend the right plan structure, contribution formula, and investment lineup for your franchise workforce and ownership structure.
We manage the setup or conversion from start to finish — coordinating with prior providers, processing plan documents, and getting employees enrolled without disruption.
We provide ongoing investment oversight, continuous compliance monitoring, and an annual plan review so your plan evolves as your business does.
Earning the right to advise plan sponsors requires demonstrated competency, ongoing education, and a documented commitment to fiduciary standards.
Qualified Plan Financial Consultant
Certified Plan Fiduciary Advisor
Retirement Income for 401(k) Plans
Certified 401(k) Professional
Accredited Investment Fiduciary
Participant Experience Capabilities
Plan Sponsor and Advisor Support
Regulatory and Compliance Support
Participant Education and Engagement Resources
Plan Oversight and Reporting Capabilities
Retirement Income Solutions
Awarded to the 401GO platform. Full 2026 results published by NAPA at napa-net.org.
