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The practical problem I see here is that the participant is unlikely to say the right thing. That's where forms are helpful. They are checking a box next to a statement that says the right thing. "No contriubtions for me please" is probably not specific enough for benefits records even if anyone knows what was meant.

Although Internal Revenue Code § 414A’s condition for some § 401(k) arrangements to provide an automatic-contribution arrangement is recent, that many plans’ documents state provisions for an automatic-contribution arrangement has existed for many years. That might be especially so for a plan stated using IRS-preapproved documents. ERISA § 404(a)(1)(D) calls a plan’s administrator or other fiduciary to meet its responsibility “in accordance with the documents and instruments governing the plan[.]” What does this plan’s governing document provide about what is or isn’t a sufficient election? If the plan’s administrator finds an ambiguity in the plan’s documents, does the plan grant the administrator discretionary authority to interpret the plan? Further, what does the summary plan description tell a participant about what is or isn’t a sufficient election? If the plan’s administrator faces choices about what to require or permit, consider whether the administrator or employer would have a practical ability to keep records as ERISA’s title I and the Internal Revenue Code, including I.R.C. § 6001 and regulations under it, require. For example, one might find it’s impractical to preserve text messages for several years. Some might doubt an ability to preserve emails. And even those who are comfortable preserving records in such a format might prefer to control the form and content of a participant’s election. Although the Employee Benefits Security Administration may investigate whether a fiduciary administered a plan according to the plan’s governing documents, consider that whether a plan met Internal Revenue Code § 401(a), § 401(k), or § 414A might be the Internal Revenue Service’s examination. This is not advice to anyone.

It is Age AND Service, so September 15, 2025 is when they first meet both the Age AND Service conditions. The they will enter the first entry date after September 15, 2025. If it is calendar year plan with first day of plan year and first day of 7th month that would be January 1, 2026. edited to take into account David Rigby comment.