"We're starting to hire a few employees outside our home country, and one thing I'm still struggling to understand is employee benefits. We plan to use an EOR rather than opening entities straight away. I've compared a few providers, and Globalization Partners is one we've been speaking with recently. I actually understand payroll and local employment side fairly well, but benefits get less clear when every country has different requirements and expectations. I don't necessarily expect someone in Germany and someone in the UK to have identical benefits, but I also don't want one package to feel noticeably worse just because of where the employee lives. So, I have a question for employers already doing this, do you normally let the EOR recommend a standard local package and work from there, or do you set your own global minimum and then add whatever is required locally?"

"One-person plan, employees are in a separate MEP. Owner withholds the max 401(k) once a year on his 12/31 paycheck which is cut every year on 1/[5] The pay is included in wages for year ending 12/31. Turns out owner forgot to deposit the 401k for 6 months. Lost earnings was calculated and deposited. Perhaps this is a longshot but if the 401k is not going to be deposited until the next calendar year no matter what, for Form 5330 purposes can it be considered late for the next year, or more likely since it is included in taxes for prior year filing, does it have to be in that year's 5330?"

"Does the regulation allows Safe Harbor Formula to be more than 6%? I have seen Safe Harbor enhanced match formula up to 6% as a common. But I have seen one document and it mentioned 100% up to 9%. It is already breaching the Employer Match limit of 6% and 4% rule. Any where in the regulation it allows more than 6% as Safe Harbor?"