What Is 401(k) Vesting? Why Young Workers Lose Thousands When Changing Jobs

Written by Tom Mullen
A CFP's guide to maximizing your 401(k) match when changing jobs
Every so often an article like this from Empower will pop up, and even as a CERTIFIED FINANCIAL PLANNER, I get sucked in! The article covers what the median and average balances, by decade, are for people ranging from their 20’s to their 60’s. I think it is normal to compare notes to see what your savings and investments look like compared to peers. That said, I might be looking at the numbers in a different way than someone who has not been pouring through people’s personal finance numbers for over 20 years.
To start off, I think all of the advice in the article is good advice. Automate your savings, save more each year, take advantage of the match and don’t take undue risk. All good. I would like to add a few things that I think could help younger workers, as well as people who are further into their investing careers.
To start with, taking advantage of the match is a big deal. In my estimation, “taking advantage of the match” begins before you are asked what percentage you would like to contribute online.

THE REAL COST OF JOB HOPPING ON YOUR RETIREMENT
Benefits matter. The older I get, the more I appreciate them, and they should be considered as part of your total compensation package when comparing jobs. Did you know that according to Career.io, the average millennial stays at a job for 2.75 years, while a 2021 study from Indeed found the average to be 2 years and 9 months? According to CareerBuilder, Gen Z stays at a job for an average of 2.25 years. Why does this matter, you might ask? The answer is, you
could be leaving thousands of dollars behind when you change jobs due to vesting schedules.
UNDERSTANDING 401(K) VESTING SCHEDULES
There are five different versions below and in all of them, outside of “Immediate Vesting”, money is being left unvested when workers leave their jobs.
- Immediate Vesting: Employees are fully vested in employer contributions as soon as they are made.
- Cliff Vesting: Employees become fully vested in employer contributions after a specified period of service, but they are not vested at all before that point. For example, an employer might use a 3-year cliff vesting schedule, meaning employees are 0% vested until they complete 3 years of service, at which point they become 100% vested.
- Graded Vesting: Employees gradually become vested over a period of time. For example, a common graded vesting schedule might allow for 20% vesting per year over a 5-year period. This means after 1 year, an employee is 20% vested; after 2 years, 40% vested, and so on until they are 100% vested after 5 years.
- Hybrid Vesting: A combination of cliff and graded vesting schedules. For instance, a plan might offer a 2-year cliff vesting period followed by graded vesting over the next 3 years.
- Top-Heavy Vesting: Under certain conditions, if a 401(k) plan is considered top-heavy (meaning that more than 60% of the plan’s assets are attributable to key employees or owners), the vesting schedules must be more favorable. Typically, this means the plan must use a 3-year cliff vesting schedule or a 2-year graded vesting schedule for employer contributions.
These vesting schedules apply to employer contributions, such as matching contributions or profit-sharing contributions. Employee contributions are always 100% vested.
Let’s use some hypothetical numbers to illustrate the impact. Imagine that throughout your 20’s you are able to average $75,000 per year in income for 8 years and you are changing jobs every couple of years as you find your way in your career. If you have an average company match of 4% throughout your 20’s and you vest 20% each year. Over those 8 years if you made your contributions, you would have accumulated $24,000 in employer match. If you only get to keep 40% of that match due to changing companies, you actually get to keep $9,600. Under an Immediate Vesting plan, you would keep it all. The value of having that extra $14,400 in your 401(k) after 30 years at an 8% return is over $144,000, over 40 years it would be in excess of $300K. This is not an argument to stay in a job that is unsatisfying or where you are not properly compensated. It is however an argument to pay attention to the details and something as seemingly mundane as a vesting schedule matters. This illustration just leaving a modest amount on the table, but we all know someone who never spends more than 3 or 4 years at a job. Imagine if an investor were to miss out on the company match into their 30’s or beyond.
The impact would be much greater than $144K. So the advice here, is to understand what the rules are as it relates to vesting and make sure that if you contemplating a change of your current employer, consider the timing, so that you can take as much of the employer match with
you as possible.
SMART STRATEGIES FOR YOUNG INVESTORS
As it relates to taking risks. I agree with the article that putting all your retirement eggs into a single, very risky basket is not a smart move. That said, especially when you early in your savings arc, it is ok to take some calculated risk. Most of your investment returns will be driven by the mix of stocks/bonds/cash, commonly referred to as your asset allocation. If you consider the fact that it is a retirement account that you won’t touch for 30 or 40 years, you’ll have plenty of time to watch the balance ebb and flow without worrying. Investing in general is not always easy, it requires discipline, patience and sometimes a strong stomach. Contrary to popular opinion when you are young, you a market pullback or recessions may in fact be somewhat
welcome if it allows you to buy stocks on sale.
Albert Einstein once referred to compound interest as the “eighth wonder of the world”. Getting as much money into a 401(k) at an early age, through employee and employer contributions is a way to build wealth and ultimately control your financial destiny. Benefits like an employer match may seem like an afterthought when weighing competing job offers, but it should not be. If your employer puts $4K into your retirement plan every year and you hang around long enough to be entitled to those funds, after 40 years averaging 8% a year you would have $1.349MM in employer contributions in your retirement plans. Nothing to sneeze at…
The views expressed represent the opinions of Breakwater Capital Group as of the date noted and are subject to change. These views are not intended as a forecast, a guarantee of future results, investment recommendation, or an offer to buy or sell any securities. The information provided is of a general nature and should not be construed as investment advice or to provide any investment, tax, financial or legal advice or service to any person. The information contained has been compiled from sources deemed reliable, yet accuracy is not guaranteed. Additional information, including management fees and expenses, is provided on our Form ADV Part 2 available upon request or at the SEC’s Investment Adviser Public Disclosure website, www.adviserinfo.sec.gov. Past performance is not a guarantee of future results.

Breakwater Team
At Breakwater Capital, we work with families across the United States, providing each client with a personalized experience tailored to their current circumstances, future goals, and timelines.











