Within certain guidelines, employers are generally allowed to auto-enroll workers in employer-sponsored retirement plans and divert a set percentage of compensation into workers’ accounts unless they specifically opt out or change the contribution rate. Automatic enrollment tends to boost participation; in fact, average participation for company plans with auto enrollment exceeds 85%, compared with 67% for plans without it.1 Thus, auto enrollment could make it more likely that a plan will pass the IRS nondiscrimination testing ordinarily required for traditional 401(k) plans. Auto enrollment can be added to any new or existing plan that allows elective salary deferrals, including 401(k)s and SIMPLE IRAs utilized by small businesses.