401(k) Calculator: 2026 Limits, Match & Retirement Projections
Free 401(k) calculator with 2026 IRS limits, SECURE 2.0 Super Catch-Up, employer match, and inflation-adjusted balance so you see real purchasing power.
2026 401(k) contribution limits
Limits by age
- Under 50:$24,500 max elective deferrals (Traditional, designated Roth, or both combined) for 2026 per IRS cost-of-living adjustments.
- 50 or older (not 60โ63):$24,500 + $8,000 standard catch-up = $32,500 (e.g. ages 50โ59 and again from age 64+).
- 60โ63 (super catch-up):$24,500 + $11,250 = $35,750. SECURE 2.0; only for those four ages.
- 403(b) / gov. 457(b):Same elective deferral dollar limits as 401(k) for 2026 unless your plan document is more restrictive.
- ยง415(c) annual additions:IRS 2026 summary: total employer + employee additions to your account are capped (often $72,000; $80,000 when the 50+ catch-up bucket applies; $83,250 in the 60โ63 super catch-up window). Exact wording is on the IRS โ401(k) and profit-sharing plan contribution limitsโ page. Matters with large matches or profit-sharing.
IRS limits are updated for inflation each year. SECURE 2.0 added a higher catch-up for ages 60โ63.
SECURE 2.0 rules that affect you
- High-earner Roth catch-up:SECURE 2.0 can require Roth treatment for catch-up when prior-year wages from the plan sponsor exceed an indexed threshold (commonly cited as $150,000 for 2026). Rules and timing follow IRS and plan documents; this calculator only uses a simple salary check.
- Super catch-up (60โ63 only):The $11,250 catch-up is only for ages 60โ63. If youโre 58, plan to max out in that window.
- Roth deferrals and match:IRS FAQs: matching dollars on designated Roth deferrals are generally allocated to a pre-tax account in the plan unless your plan adopted optional SECURE 2.0 Roth-match features. Read your SPD.
- Match cap on pay:Compensation counted for plan limits is capped (IRS 2026: $360,000). On $500K salary with 6% match, match may be figured on $360K, not the full $500K.
Employer match: how it works
Match formulas
- 100% match:They put in $1 per $1 you put in, up to a cap. "100% up to 4%" on $100K = you put $4K, they put $4K ($8K total). Put in 3% and you only get $3K matchโ$1K left on the table.
- 50% match:They put $0.50 per $1 you put in. "50% up to 6%" on $100K = you put $6K, they put $3K ($9K total). Very common.
- Tiered:Different rates at different levels. E.g. 100% on first 3%, then 50% on next 2%. On $100K: $3K + $3K match, then $2K + $1K match = $5K you + $4K match.
- Limit vs cap:Limit = % of salary theyโll match (e.g. "up to 6%"). Cap = max dollars (e.g. "$5,000"). If both apply, the lower one wins. On $200K with "50% up to 6%, max $5K": 6% would be $6K match but cap gives $5K.
- Contribute at least enough to get the full match before putting money anywhere else. Nothing else gives a guaranteed 50โ100% return.
Match is free money. You have to contribute to get it; the formula sets how much they add.
Vesting
- Immediate:You own 100% of match right away. Rare but best for you.
- Cliff (often 3 years):0% until the cliff, then 100%. Leave at 35 months and you lose all employer match; at 36 months you keep it all.
- Graded (often 5โ6 years):You vest a chunk each year (e.g. 0%, 20%, 40%, 60%, 80%, 100%). Leave in year 3 and you keep 40%, lose 60% of employer money.
- Before changing jobs, run the numbers. $50K in match at 60% vested = $30K you keep, $20K you lose. The new salary has to beat that plus lost future match.
Your own contributions are always yours. Employer match follows the vesting schedule.
Traditional vs Roth 401(k)
When to use which
- Traditional:Pre-tax contributions, tax-deferred growth, withdrawals taxed as income. Example: $10K in at 24% saves $2,400 now; pull $10K in retirement at 22% and you pay $2,200. Often wins when youโre in a higher bracket now.
- Roth:After-tax contributions, tax-free growth and qualified withdrawals. You pay tax on the way in; pull $100K in retirement and you keep it all. Often wins when youโre in a low bracket now or expect higher rates later.
- Same bracket now and later:Traditional usually still wins: decades of tax-deferred growth beat paying upfront.
- Traditional tends to win:Peak earning years (22%+), lower expected retirement income, moving from high-tax to low-tax state, or within 10โ15 years of retirement.
- Roth can win:Early career in 10โ12% bracket, expect higher retirement taxes, or want a hedge. Splitting (e.g. 70% Traditional, 30% Roth) is a common middle ground.
Traditional = pay tax later (in retirement). Roth = pay tax now, withdraw tax-free. The better choice depends on your bracket now vs. in retirement.
Withdrawals and the 4% rule
Safe withdrawal rate
- 4% rule:$1M โ $40K year one ($3,333/mo), then bump for inflation. Historically supported 30-year retirements in most market scenarios.
- 3.5% for safety:Recent work suggests 3.5% for long retirements (30+ years) or if youโre worried about bad early returns. We default to 3.5%.
- Taxes:Traditional withdrawals are taxable; $40K at 22% federal + 5% state leaves ~$29K. Roth is tax-free. We show both gross and after-tax so you can plan on take-home.
- RMDs:Traditional 401(k) dollars generally have required minimum distributions starting at age 73 or 75 depending on your birth year under current law; use IRS tables for your situation. Missed RMDs can trigger a heavy IRS penalty (often 25% of the shortfall, with possible reduction if corrected in time). Under SECURE 2.0, designated Roth amounts in a workplace plan are not subject to RMDs during your lifetime for years beginning after 2023; only the pre-tax portion of a mixed account is in the RMD base. Beneficiary rules still differโconfirm with your plan and IRS guidance.
- Order of withdrawals:Often: taxable accounts first, then Traditional to fill lower brackets, keep Roth for last. Roth conversions in low-income years can cut future RMDs.
How much you can take out each year without running out. The old โ4% ruleโ (Trinity Study) said take 4% of the initial balance in year one, then adjust for inflation.
Retirement Planning FAQ
How much can I contribute to my 401(k) in 2026?
For 2026, the IRS elective deferral limit is $24,500 for people under 50. If you are 50 or older and not age 60โ63, add the standard $8,000 catch-up: $32,500 total (typical for ages 50โ59 and again from age 64 onward). Ages 60โ63 only: super catch-up is $11,250, so the cap is $35,750. The same 402(g) dollar caps apply to most 403(b) and governmental 457(b) plans. Employer match does not count toward your personal elective deferral cap, but it counts toward the planโs overall annual additions limit (ยง415(c)).
What is the 401(k) employer match and how do I get it?
Your company adds money to your 401(k) when you contribute. "50% match up to 6%" means if you put in 6% of salary they add 3%. Contribute at least up to the match limitโanything less is turning down free money.
Traditional vs Roth 401(k): Which should I choose?
Traditional usually wins if youโre in a high bracket now and expect a lower one in retirement (common). Roth can make sense when youโre early career in a low bracket or expect higher taxes later. Splitting between both is a reasonable hedge.
How much do I need in my 401(k) to retire comfortably?
Rough rule: desired annual income ร 25. $60K/year โ about $1.5M; $80K/year โ about $2M. Social Security and other income reduce how much the 401(k) has to cover.
What happens to my 401(k) if I leave my job?
Your contributions are always yours. Employer match follows the vesting scheduleโleave before youโre fully vested and you lose the unvested portion. You can leave the balance with the old plan, roll to the new employerโs 401(k), roll to an IRA (most flexible), or cash out (taxes plus 10% penalty if under 59ยฝโbest to avoid).
What is the SECURE 2.0 Act Super Catch-Up?
Only in calendar years you are 60, 61, 62, or 63 at year-end does the IRS allow the $11,250 super catch-up (on top of the $24,500 base), for $35,750 total elective deferrals. Other years when you are 50 or older use the standard $8,000 catch-up ($32,500 total). That four-age window is the highest elective deferral ceiling in the usual workplace plan rules.