"Beginning with 2024, new Internal Revenue Code Section 401(k)(16) sets up a new kind of individual-account retirement plan -- a starter 401(k) deferral-only arrangement. For relief from top-heavy treatment and from actual-deferral-percentage nondiscrimination constraints, the price is providing no contribution beyond elective deferrals, and limiting them to $6,000 (or $7,000 for those 50 and older). Under which conditions would an employer prefer a starter 401(k) over sending payroll deductions to Individual Retirement Accounts? Is it about saying, in recruiting workers, that the employer has a '401(k) plan'? Under which circumstances would it be rational for an employer to pay (instead of letting participants bear) all or some of a starter 401(k)'s plan-administration expenses?"

"Example 5 is an interesting one, is it correct though? SECURE 2.0 section 317 states for plan years after 2022. What am I missing here?"