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Help create secure futures for those dedicated to creating a better tomorrow
Equitable’s ERISA 403(b) pooled employer plan (PEP) provides nonprofit organizations with a streamlined ERISA 403(b) retirement plan, so they can stay focused on their mission. Your clients can join a pooled employer plan with other nonprofit organizations to leverage collective resources, all while achieving economies of scale, reducing administrative burden, lowering fiduciary responsibility and eliminating cost inefficiencies.
Why will your clients benefit from an Equitable ERISA 403(b) PEP?
ERISA, the Employee Retirement Income Security Act of 1974, establishes standards for private retirement and health plans to safeguard employees through clear disclosures, fiduciary responsibility and proper funding.¹ Equitable’s ERISA 403(b) pooled employer plan (PEP) embraces these standards, enabling nonprofit organizations to stay focused on their core mission while delivering the following benefits:
Peace of mind knowing your clients are in good hands
Simplify retirement planning so they can amplify their mission
Complete the proposal form and unlock an instant proposal to partner with Equitable.
Tools and resources to build 403(b) retirement plan success
Frequently asked questions
A pooled employer plan (PEP), introduced by the SECURE Act, allows unrelated employers to join a single retirement plan administered by a pooled plan provider (PPP). Unlike MEPs, PEPs do not require a commonality among employers. Both structures centralize administrative and fiduciary responsibilities but differ in eligibility and governance.
Yes. The SECURE ACT 2.0 expanded pooled arrangements to include 403(b) plans (excluding certain church plans), making pooled employer plan (PEPs) an option for tax-exempt organizations alongside 401(k) plans.
Any business or eligible tax-exempt organization can join a pooled employer plan (PEP) under the PPP framework. There is no industry or association commonality requirement, unlike MEPs.
PPP assumes many administrative and investment fiduciary duties (e.g., fund lineup selection, compliance testing). Employers retain oversight responsibilities, including prudent selection and monitoring of the PPP, timely payroll deferrals and delivery of required notices.
Key benefits include reduced administrative burden, shared audit costs, centralized compliance and potential cost savings through pooled resources. However, employers may sacrifice some flexibility in investment options and service provider selections.
PEPs are subject to ERISA’s fiduciary standards, annual Form 5500 filings and audits if the plan has 100 or more participants. Employers must ensure adherence to ERISA and IRS rules, even when responsibilities are delegated to the PPP.
ERISA sets minimum standards for participation, vesting, funding and fiduciary accountability. It requires plan sponsors to provide participants with disclosures and gives participants the right to sue for benefits and breaches of fiduciary duty. Not all 403(b) plans are subject to ERISA; employers should verify eligibility before adopting a pooled arrangement.
While pooling can reduce audit and administrative costs, employers may incur additional fees for services bundled into the pooled employer plan (PEP) (e.g., 3(16) administrative services and 3(38) investment management).
Evaluate the PPP’s experience, qualifications, fiduciary structure and service model. Employers should confirm the PPP’s ability to manage compliance, investments and participant services effectively.
Church plans and some governmental entities remain excluded from ERISA-covered pooled employer plan (PEPs). Employers should verify eligibility before adopting a pooled arrangement.
Have questions about workplace retirement plans?
Work with us
Call our workplace retirement sales desk
(866) 401-3030
Option 1: 401(k) | Option 3: 403(b) | Option 7: MEP and PEP
Monday – Thursday: 8:30 a.m. to 7 p.m. ET
Friday: 8:30 a.m. to 5 p.m. ET
For financial professionals only. If you are an individual investor, please contact your financial professional for more information.
Need help with a group retirement annuity product such as 401(k), 403(b), 457(b) plan or EQUI-VEST® account?
Call (800) 628-6673
1 U.S. Department of Labor.. Employee Retirement Income Security Act (ERISA).
For Financial Professional Use Only.
Products funding workplace retirement plans are issued by Equitable Financial Life Insurance Company (Equitable Financial) NY, NY. Equitable is the brand name of the retirement and protection subsidiaries of Equitable Holdings, Inc., including Equitable Financial Life Insurance Company (Equitable Financial) (NY, NY); Equitable Financial Life Insurance Company of America (Equitable America), an AZ stock company with an administrative office in Charlotte, NC; and Equitable Distributors, LLC. The obligations of Equitable Financial and Equitable America are backed solely by their claims-paying abilities.
The Equitable Retirement AccessSM defined contribution program consists of a custodial account offered through Benefit Trust Company, within which plan participants' chosen mutual fund shares are held, as well as a group fixed annuity contract (generic form number 2016FA-MFrev, 2016FA-MF403b) issued by Equitable Financial Life Insurance Company (Equitable Financial). The Equitable Retirement AccessSM defined contribution program is distributed by Equitable Distributors, LLC (Equitable Distributors) and Equitable Network, LLC (Equitable Network Insurance Agency of California, LLC in CA; Equitable Network Insurance Agency of Utah, LLC in UT; Equitable Network of Puerto Rico, Inc. in PR). Equitable Financial and Equitable Distributors are located at 1345 Avenue of the Americas, NY, NY 10104, (212) 314-4600. Equitable Network, LLC is located at 8501 IBM Drive, Suite 150, Charlotte, NC 28262.Equitable Financial is solely responsible for meeting the obligations of the group fixed annuity contract. Equitable Financial and its affiliates do not provide legal or tax advice or services.
Benefits Trust Company serves as custodian of mutual funds selected by plan participants. MAP Retirement, LLC acts as the pooled plan provider and plan sponsor, 3(16) plan administrator, named fiduciary, and entity responsible for performing all administrative duties. SWBC Retirement Plan Services is a wholly owned subsidiary of SWBC, which was established in 1976. Advisory services are offered by SWBC Investment Advisory Services, LLC, d/b/a SWBC Retirement Plan Services, an SEC-registered investment adviser. MAP Retirement, LLC, Benefit Trust Company, Plan Notice, LLC, and SWBC are not subsidiaries or affiliates of Equitable Holdings, Inc.
GE-8710268.1 (12/2025) (Exp. 12/2029)