1 issue
Abbott Laboratories
36-0698440· Abbott Park, IL· 2025 filing· vs 11 plans your size
B
0/100
Overall grade
Solid plan with a few things to improve.
–
Fees
not graded
A
Financial Wellness
D
Plan design
B
Compliance
Fees
Estimate only · not graded
Fees aren't disclosed. A typical estimate for a plan with this asset level is 14 bps, but this estimate is not graded.
Financial Wellness
Strong savings. Employees put away $11,320/employee a year. That's more than 89% of similar plans.
lower89th percentilehigher
Plan design
Good base, but no automatic enrollment. That's the top thing to add.
Employer match
The plan matches employee contributions, the single strongest driver of participation and savings.
Profit sharing
The employer also makes profit-sharing contributions on top of the match.
No automatic enrollment
Employees have to opt in themselves. Auto-enrollment is the easiest way to lift participation, and most newly started plans are now required to include it.
Safe harbor not reported
The filing does not establish whether this plan uses a safe harbor design, so it does not affect the grade.
Default investment (QDIA)
Employees who never pick investments land in a sensible default, usually a target-date fund, instead of cash.
No brokerage window
Employees can only invest through the plan's core fund menu. A brokerage window opens the wider market for people who want more control.
Compliance & health
1 item to review, nothing critical.
Fidelity bond below 10% of BOY assets, ERISA 412 violation
The reported ERISA fidelity bond is below the 10%-of-assets guideline based on beginning-of-year assets. Fast-growing plans can look under-bonded on paper; confirm against the plan's current bond coverage.
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Recordkeeper
Not identified
Key insights
- Strongest area: financial wellness. Strong savings. Employees put away $11,320/employee a year. That's more than 89% of similar plans.
- Best place to improve: plan design. Good base, but no automatic enrollment. That's the top thing to add.
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