On-Demand Webinar
The SECURE Act 2020
CE credits
- 2.00 RCH (American Payroll Association)
- 1.50 HRCI (Human Resource Certification Institute)
- 1.50 SHRM (Society for Human Resource Management)
- 1.50 ATATX (Aurora Accounting)
- 1.50 ATAHR (Aurora HR)
- 1.50 ATAPR (Aurora Payroll)
What You'll Learn
The Secure Act of 2025 introduces significant updates that will impact how payroll professionals manage retirement plan contributions, employee eligibility, and compliance requirements. From expanded auto-enrollment and new catch-up contribution rules to employer-matching for student loan payments, these changes require careful implementation to ensure compliance and accuracy in payroll processing.
- Understand Key Payroll Impacts – Identify the major payroll-related provisions of the Secure Act of 2025 and how they affect retirement plan administration.
- Ensure Compliance with New Requirements – Learn how to implement changes such as expanded auto-enrollment, updated catch-up contributions, and part-time employee eligibility tracking.
- Update Payroll Systems & Processes – Discover best practices for configuring payroll software and recordkeeping to align with the new compliance standards.
- Manage Employee Communications Effectively – Develop strategies for educating employees on their retirement plan options, contribution changes, and new withdrawal rules.
- Avoid Common Compliance Pitfalls – Recognize potential risks and challenges in payroll processing and ensure accurate tax treatment of retirement-related deductions and contributions.
View Full Description
In this webinar, we’ll break down the key payroll-related provisions of the Secure Act of 2025, what they mean for your organization, and how to effectively update your payroll systems and processes. You’ll gain practical insights, compliance checklists, and best practices to navigate these changes with confidence. Whether you’re handling payroll operations directly or supporting compliance efforts, this session will equip you with the knowledge needed to stay ahead of the curve.
Meet Your Speaker
Christine Stolpe
Passionate about furthering an understanding of payroll, Christine Stolpe, CPP has been working in some fashion of payroll for the past 30 years and enjoys watching the profession blossom through emotional intelligence and personal fortitude. In 2019, she opened her own payroll consulting...
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3.7 Overall Rating
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CE Credits
These are the continuing education credits available to you for this webinar.
- 2.00 RCH
American Payroll Association Aurora Training Advantage is an approved provider through the American Payroll Association. To receive credit through the American Payroll Association for this program you MUST attend the program in its entirety.
- 1.50 HRCI
Human Resource Certification Institute Browse HRCI-approved webinars and earn recertification credits online. Live and on-demand HR training for PHR, SPHR, and GPHR recertification. Expert-led sessions from Aurora Training Advantage. - 1.50 SHRM
Society for Human Resource Management Aurora Training Advantage is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org. - 1.50 ATATX Aurora Accounting Aurora Training Advantage is offering continuing education points designed to recognize dedication to training and excellence in accounting.
- 1.50 ATAHR Aurora HR Aurora Training Advantage is offering continuing education points designed to recognize dedication to training and excellence in human resources.
- 1.50 ATAPR Aurora Payroll Aurora Training Advantage is offering continuing education points designed to recognize dedication to training and excellence in payroll.
Frequently Asked Questions
What are the key payroll implications of the SECURE Act 2025 for employers?
The SECURE Act 2025 introduces a series of retirement plan provisions that directly impact payroll operations, requiring both system updates and process changes. Major payroll-relevant provisions include expanded mandatory auto-enrollment requirements for new retirement plans, updated catch-up contribution rules with new Roth treatment requirements for high earners, new eligibility rules requiring faster inclusion of long-term part-time employees in 401(k) plans, and employer matching for student loan payments that creates a new payroll deduction and contribution tracking obligation. Each of these provisions requires payroll teams to update deduction codes, contribution calculations, and eligibility tracking processes in their payroll and HRIS systems. Compliance timelines vary by provision, making careful implementation planning essential. Christine Stolpe, CPP, with 30 years of payroll expertise, breaks down each payroll-relevant SECURE Act 2025 provision in Aurora Training Advantage's The SECURE Act webinar, providing compliance checklists and practical implementation guidance for payroll professionals.
How does the SECURE Act 2025 change auto-enrollment requirements for retirement plans?
The SECURE Act 2025 significantly expands automatic enrollment requirements for employer-sponsored retirement plans. Under the new rules, most newly established 401(k) and 403(b) plans are required to include automatic enrollment at a minimum deferral rate, with automatic annual escalation of contribution rates up to a specified cap. This represents a meaningful shift from the prior framework, in which auto-enrollment was voluntary for employers. For payroll teams, auto-enrollment expansion requires configuring systems to automatically set up retirement contribution deductions for newly eligible employees, tracking opt-out elections, managing escalation schedules, and ensuring proper notification to employees about their enrollment status and rights. HR must also coordinate updated communications explaining default enrollment and opt-out procedures. Employers with existing plans established before the relevant effective date may be exempt, but should evaluate whether voluntary adoption serves their workforce. Christine Stolpe walks payroll professionals through the specific auto-enrollment implementation requirements in Aurora Training Advantage's SECURE Act webinar.
What are the new catch-up contribution rules under the SECURE Act 2025, and how do they affect payroll processing?
The SECURE Act 2025 introduces important changes to catch-up contribution rules for retirement plans that create both opportunity for older workers and compliance obligations for payroll teams. The most significant change is the requirement that catch-up contributions made by employees earning above a specified threshold—currently $145,000 in the prior year—must be made as Roth (after-tax) contributions rather than pre-tax traditional contributions. This Roth mandate applies to 401(k) plans and requires payroll systems to correctly identify eligible employees, route their catch-up amounts to Roth rather than traditional deferral buckets, and apply appropriate tax withholding. Additionally, the SECURE Act increases catch-up contribution limits for employees aged 60-63, creating a new age-banded contribution category for payroll tracking. Systems that cannot accommodate these distinctions need to be updated or supplemented with manual processes. Christine Stolpe, a certified payroll professional, addresses the specific system configuration and processing steps in Aurora Training Advantage's SECURE Act webinar.
How does the SECURE Act 2025 expand retirement plan eligibility for part-time employees?
The SECURE Act and its successor legislation significantly expanded retirement plan access for long-term part-time workers, addressing a gap that previously excluded many part-time employees from employer-sponsored retirement plans. Under the updated rules, employees who work at least 500 hours per year for two consecutive years—reduced from the prior three-year threshold—must be given the opportunity to make elective deferrals to the employer's 401(k) plan. This requires payroll and HR teams to implement robust hour-tracking systems that accurately capture all hours worked, identify when part-time employees cross the eligibility threshold, and trigger timely enrollment notifications. Vesting schedule considerations also apply to these employees. Organizations with significant part-time workforces—retailers, hospitality businesses, healthcare providers, and others—face the most substantial administrative impact. Failure to properly identify and enroll eligible part-time workers creates plan compliance risk and potential IRS penalties. Christine Stolpe addresses part-time eligibility tracking requirements in Aurora Training Advantage's SECURE Act webinar.
How should payroll teams update systems and processes to comply with the SECURE Act 2025?
Complying with the SECURE Act 2025 requires payroll teams to undertake a systematic review and update of their systems, processes, and communications rather than a single one-time fix. The first step is a thorough gap analysis: mapping each new provision against current payroll system capabilities to identify where configuration changes, workarounds, or vendor updates are needed. System configuration updates typically include new deduction codes for expanded contribution types, Roth catch-up tracking for high earners, updated eligibility rules for part-time employees, and student loan match contribution processing. Process updates include revised payroll procedures for enrollment, escalation, and contribution adjustments, as well as updated reconciliation and audit steps. Employee communications must be revised to reflect new enrollment rights, default rates, and opt-out procedures. Testing updated configurations before go-live is critical to prevent payroll errors. Regular plan document amendments and coordination with plan administrators and record-keepers are also required. Christine Stolpe, CPP, provides implementation checklists and best practices for each of these steps in Aurora Training Advantage's SECURE Act webinar.