The 457(b) Deferred Compensation Plan is a retirement plan exclusive to local government. Local governments offer this plan to their employees as either a primary or secondary plan.  As a secondary plan, it is used to supplement other types of plans, and all of the contributions into the plan come from employee contributions.

What’s in a Name?

The 457(b) retirement plan is termed “deferred compensation” because it offers employees the opportunity to defer or postpone some of their current compensation and receive it, with earnings, in the future. The employer may deposit a select amount of deferred compensation into the employee’s 457(b) account. That select amount of deferred compensation is then put toward investments selected by the employee. Depending on whether the 457(b) plan is used as the employee’s primary or secondary plan, and in combination with investment success, it can often provide retirement benefits equal to 5% to 35% of an employee’s final, pre-retirement earnings.

Plan Highlights

• 100% immediate account ownership
• Tax-deferred investment returns
• Diversified, high quality investment options
• Participant directed investment selection
• Transferable to other plans after termination
• Benefits in addition to Social Security

It Takes Two

The 401(a) and 457(b) plans may be viewed as profitable companions. Participating in both plans is a great way to increase one’s assets. Because all of the earnings grow tax-deferred, they increase in value much faster than if required to pay annual federal and state income taxes on those investment returns. In addition, employers often increase their 401(a) plan contribution if employees contribute to a 457(b) plan. If a reasonable amount is deferred each pay period, employees can increase their retirement income by an amount equal to 5% to 35% of their final, pre-retirement earnings.

Contribution Guidelines

Regular Contribution - Employees with a 457(b) Deferred Compensation Plan can contribute 100% of their pay up to a maximum of $23,500 in 2025. Limits are adjusted annually.

Age 50 Catch-Up Contribution - Individuals 50 years old or older may increase their contributions by a specified amount over and above the regular contribution limit. In 2025, the amount is an additional $7,500 maximum.

* Under a change made in SECURE 2.0, a higher catch-up contribution limit applies for employees aged 60, 61, 62 and 63 who participate in these plans. For 2025, this higher catch-up contribution limit is $11,250 instead of $7,500.

Accessing Funds after Employment Termination

Unlike many other retirement plans, funds from the ACCG Retirement Services 457(b) Deferred Compensation Plan are completely accessible. Employees may access their accounts without having to incur an early withdrawal penalty and may also withdraw funds at any time after termination, for any reason.

Employees have four options of what to do with their retirement funds after employment termination:

1. Leave money in the ACCG Retirement Services 457(b) Plan to allow it to continue to accrue.
2. Withdraw all money in one lump sum.
3. Transfer or roll money to an IRA or other eligible retirement plan.
4. Receive regular withdrawals for either a specified amount or a specified period of time.

*NOTE: Employees will have to pay state and federal income taxes on any money that is withdrawn from their account. Any money that is withdrawn will have a mandatory 20% deducted for federal income taxes.

Designating Beneficiaries In Case of Death

Employees will need to designate a beneficiary, or beneficiaries, so that their account balance will be paid to the designated individuals in the case of death. Beneficiaries are strongly encouraged to contact ACCG Retirement Services representatives for a complete description of options.