Retirement and Pension; maximum employer contribution to a 401(k) for certain state law enforcement officers; increase

Higher retirement contributions for Georgia state officers

Beginning July 1, 2026, qualifying Georgia state law enforcement officers get higher employer contributions to their state 401(k). Eligible officers include Department of Community Supervision peace officers and sworn, state-certified officers whose public jobs involve peace-officer duties. Officers must contribute at least 5% of salary and have more than five years of creditable service. Employers add 2% of compensation for each service year beyond five, with total employer contributions capped at 15%. Federal contribution limits still apply. The base employer match, in place since July 1, 2022, equals employee contributions up to 5% of compensation. Beginning July 1, 2026, other participating members receive an additional 0.5% for each creditable service year beyond five. They must contribute at least 5% of salary, and their total employer contribution cannot exceed 9% of compensation. Members are automatically enrolled and have 90 days to withdraw in writing to the trustees and receive their account balance. After that window, participation is voluntary, but members cannot withdraw while eligible to participate. Default employee contributions per pay period are 1% for members who joined before July 1, 2014, and 5% for later members. Members can change their contribution rate and make additional contributions within federal limits. Employees fully own their own contributions immediately. Ownership of employer contributions rises to 20%, 40%, 60%, 80%, and 100% after one through five years, respectively. Leaving service for more than 31 days moves the unvested amount to a temporary forfeiture account controlled by the trustees. Shorter breaks do not affect vesting. For members electing this coverage, vesting service starts on the election date; service under Code Section 47-2-91 does not count. Trustees divide plan administration costs between employers and members, considering normal costs and requested special services.