Capping Deferral Limit Wouldn’t Do Much to Fix Budget Deficit

A paper suggests that lowering deferral limits to 401(k)-type plans wouldn’t make much dent in the U.S. budget deficit and could result in workers not saving.

Researchers with the National Tax Association estimated the long-term effect on tax expenditures of limiting the maximum total deferrals to 401(k)-type plans to $10,000 and found that even at high rates of return, doing so would only decrease the cost of the tax expenditure by at most $33 billion, or 2%, of the current $1.5 trillion deficit.

“Hence, if policymakers hope to raise substantial revenue from reforming 401(k)-type plans, a much deeper reduction in the contributions limit or other reforms would be needed,” the paper authors wrote.  

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The report, “Long-run Changes in Tax Expenditures on 401(k)-type Retirement Plans,” noted that substantially lowering the limit seems to be at odds with policymakers’ concern that taxpayers may not be saving enough for retirement, and if tax benefits of saving for retirement were reduced, lower-income workers could reduce their retirement savings, which could increase government costs in other areas.  

Lawmakers have made proposals to reduce retirement plan tax expenditures as a way to increase revenue; however, industry groups have battled against those proposals (see Industry Groups Urge no Changes to Retirement Savings Tax Advantages).  

The report authors contended that because retirement plan tax expenditures are generated by deferral of tax, its cost should be considered over a time horizon that extends beyond the five years of the tax expenditure cost estimation window.

Equity Compensation Plans Continue Shift from Stock Options

Companies continue to shift away from stock options and other “appreciation” awards toward a greater emphasis on full-value awards in their equity compensation plans.

Full-value awards now comprise 47% of the number of shares granted and 75% of the grant-date fair value of all equity awards at the typical company, compared to 29% of the shares granted and 57% of the value five years ago, according to Towers Watson’s annual study of equity incentive programs at Fortune 500 companies.  

The median dollar value of equity award programs across Fortune 500 companies increased by 29% in 2010, putting the median value just slightly below 2008 levels. Over the same period, the median Long-Term Incentive (LTI) fair value as a percentage of average market capitalization decreased by 5% at Fortune 500 companies as the market recovery outpaced the increase in award values.   

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Equity plan participants at Fortune 500 companies in aggregate exercised 90% more options and other appreciation awards in 2010 than in 2009. This increase was attributable to improved market conditions and contributed to a reduction in overhang from 10.0% to 9.7% at the median.  

Results of the study are here.

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