For the employers who suspended their discretionary matching contributions (calculated on a payroll period basis) in 2020, is the 401(a)(17) compensation limit required to be prorated under Reg. 1.401(a)(17)-1(b)(3)(iii)? The plan year was still a 12-month period, but the matching contributions ceased (for example, let's say as of 4/15/2020). Would that require a compensation limit of 4/12 x $285,000 to be applied to the matching contributions that were made prior to the suspension? If so, it could require forfeiture of a portion of a participant's matching contributions that were made early in the year (likely due to deferrals made from first quarter bonuses).
I'm aware that the preamble to the final Regs. regarding the suspension of safe harbor contributions provides the following: "The preamble to the proposed regulations stated that a plan that is amended during the plan year to reduce or suspend safe harbor contributions (whether nonelective contributions or matching contributions) must prorate the otherwise applicable compensation limit under section 401(a)(17) in accordance with the requirements of § 1.401(a)(17)–1(b)(3)(iii)(A). Some commentators asked for clarification as to how these rules apply. Such an explanation of the application of the rules of section 401(a)(17) is beyond the scope of these section 401(k) and (m) regulations."
However, because preambles are not law, and because the Regs. are specific to safe harbor plans, I'm looking for thoughts on whether the proration applies in the case of a discretionary matching contribution formula applied to deferrals made for a payroll period, not in excess of a specified percentage of compensation earned during such payroll period. It seems wrong to forfeit a match that was permitted when made, but became in violation of a limit when the employer ceased contributions. Thanks in advance for sharing any thoughts!