IRS Limits Page

Every year, the IRS announces the latest contribution limits for retirement savings accounts (including 401(k), 403(b), governmental 457(b) plans and IRA contributions), as well as Voya Health Account Solutions. For 2026, some limits have changed, while others remain the same. Please see an overview of the current limits listed below.

401(k), 403(b), Governmental 457(b) plans

Annual Deferral and Catch-up Contribution Limits

Roth Catch-up Contributions

New Requirement for High Earners

Beginning January 1, 2026, certain catch-up contributions must be made as Roth contributions under SECURE 2.0 legislation:

• Applies to employees age 50+ participating in a 401(k), 403(b), or governmental 457(b) plan.
• Mandatory for employees earning more than the specified dollar amount noted below, in FICA wages, with the sponsoring employer in the prior calendar year (subject to cost-of-living adjustments).
  • $155,000 (2027)
  • $150,000 (2026)
• These employees must make age-based catch-up contributions on a Roth basis.
  • Pre-tax contributions are allowed only up to the standard deferral limit.
  • Any additional age-based catch-up amounts must be Roth.
• If the employer’s plan does not offer a Roth option, affected employees will not be able to make age-based catch-up contributions at all.

Purpose: This change is part of SECURE 2.0 and is designed to increase after-tax retirement savings for higher-income earners.

* Age 50 and older before year-end. If you participate in a 457(b) plan, the Age 50+ Catch-up is only available if the plan is sponsored by a governmental employer.

** Under a change made in SECURE 2.0, a higher age-based catch-up contribution limit may apply for employees, aged 60, 61, 62 and 63 on December 31, who participate in most 401(k), 403(b) and governmental 457 plans. It's also important to note that this change is optional for employers. Check in with your employer to see if this option is available in your workplace retirement plan.

*** If offered by your employer's plan, the 15 years of service catch-up may be available to employees participating in a 403(b) tax deferred annuity who have had at least 15 years of service with an educational organization, hospital, home health agency, health and welfare service agency, church or convention or association of churches. The additional catch-up cannot exceed cumulatively $15,000 over the lifetime of the 403(b) participant. The additional catch-up requires a calculation to determine the available amount. If you are a 403(b) participant who is eligible for both the 15 years of catch-up and the age 50+ catch-up in the same year, the Internal Revenue Code requires that you first contribute the maximum permitted under that year’s 15 years of service catch-up before contributing under the age 50+ catch-up.

**** If offered by your employer, the Special 457(b) Catch-up may allow for additional amounts to be contributed under the plan.

In the three years prior to the year of your elected normal retirement age (as allowed under the plan), you may contribute the lesser of either: the general contribution limit, $25,500 in 2027 or up to $51,000 in 2027 based on your available underutilized amounts.  A calculation is required to determine the available underutilized amounts.

The Special 457 Catch-Up cannot be combined with the age-based catch-up contribution.  IRS rules permit you to use the catch-up that permits the greater contribution amount to the governmental 457(b) plan. If you are required to make your age-based catch-up amounts as Roth contributions, and also have amounts available under the Special 457 catch-up:

• If the Special 457 Catch-up is greater than the age-based catch-up contribution amount: Your Special 457 catch-up contribution may be made on a pre-tax or Roth basis.
• If the age-based Catch-up is the greater catch-up contribution amount and the Special 457 Catch-up is not zero: A portion of the age-based catch-up equal to the underutilized amounts may be made as a pre-tax contribution. The remaining amount available under the age-based catch-up contribution must be made as Roth. 
   

SIMPLE Retirement Plans*

Annual Deferral and Catch-up Contribution Limits

* Savings Incentive Match Plans for Employees of Small Employers (SIMPLE)

** Ages 50-59 or 64+ on December 31.

*** For participants aged 60, 61, 62 and 63 on December 31, to make eligible pre-tax (and/or designated Roth in the case of a SIMPLE 401(k) plan) contributions to a SIMPLE plan.

Puerto Rico retirement plans

Annual Deferral and Catch-up Contribution Limits

Limit on after tax contributions: 10% of participant’s maximum recognizable compensation for all years of participation in the retirement plan.

* Age 50+ on December 31.

** Higher limits optional at plan sponsor’s election.

415 annual limits

The total amount you and your employer can contribute to a 401(a), 401(k) or 403(b) plan

* Defined Contribution Annual Additions Limit does not include any Age 50 or older catch-up made in that year.

Compensation limits for 401(a), 401(k) and 403(b) plans

Maximum individual compensation recognized for determining contributions

Highly compensated employee for 401(a), 401(k) and 403(b) plans

Check with your plan as the definition may vary based on plan design and employee population

Traditional and Roth IRA

Annual Contribution Limits

* Age 50 and older before year-end.

Income limits for claiming the Saver’s Match

The credit phases out based on your federal income tax filing status and adjusted gross income (AGI).

* Contributions over this amount trigger a federal gift tax and penalty.

** ABLE to Work Act allows working ABLE account owners who do not participate in an employer-sponsored retirement plan to contribute above the annual ABLE contribution limit, up to the federal poverty level. It is higher for residents of Alaska: $19,550 and Hawaii: $17,990.

Health Account Solutions

Health Savings Account (HSA) Annual Contribution Limits

To be eligible to contribute to a Health Savings Account, you must be enrolled in an eligible High-Deductible Health Plan (HDHP).

* Age 55 and older before year-end.

Flexible Spending Account (FSA) Annual Contribution Limits

* Married filing jointly or single filing as head of household

** Married filing separately

Commuter Benefits – Parking and Transit Accounts Monthly Limit on Expenses

Explanation of cost of living adjustments:

Annual deferral limit:

401(k)/403(b)/457 – The limit on elective deferrals (including Roth contributions) a participant may make during the calendar year.

SIMPLE Retirement Plans – The limit on elective deferrals a participant may make during the calendar year for the SIMPLE (Savings Incentive Match Plans for Employees of Small Employers) Retirement Plan.

Catch-up contributions:

Ages 50-59, or 64+ on December 31 for 401(k), 403(b)* and 457* plans – Participants who have attained ages 50-59 or 64+ may make catch-up contributions (including Roth contributions) — after the elective deferral limit has been reached — up to the annual catch-up limit, if the plan permits.

Ages 60, 61, 62, 63 on December 31 for 401(k), 403(b) and 457* plans – Participants who have attained ages 60, 61, 62, or 63 on December 31 may be able to make a higher catch-up contribution, if offered by the employer.

Ages 50-59, or 64+ on December 31 for SIMPLE Retirement Plan – If the plan permits, participants who have attained age 50-59 or 64+ on December 31 may make additional deferred contributions — after the elective deferral limit has been reached — up to the annual catch-up limit.

Ages 60, 61, 62, 63 December 31 for SIMPLE Retirement Plan – If the plan permits, participants who have attained age 60, 61, 62, 63 on December 31 may make higher deferred contributions — after the elective deferral limit has been reached — up to the annual catch-up limit.

* A special additional catch-up limit may apply for certain employees under 403(b) and 457 plans.

415 annual limits:

Defined Contribution plans – The total of all employer and employee contributions to the plan for the 12 month limitation year (as defined in the plan document) cannot exceed the lesser of $72,000 (as adjusted for inflation) or 100% of compensation.

Defined Benefit Plans – The maximum annual benefit a participant may receive is the lesser of $290,000 (as adjusted for inflation) or 100% of the participant’s average compensation for their highest three years of earnings.

Compensation limit:

For determining general limit for compensation – This is the maximum compensation that may be considered when determining contributions for the plan year (as adjusted for inflation).

For determining special limit for compensation for governmental plan participants who first became participants in that governmental plan before the 1996 plan year – This is the maximum compensation that may be considered when determining contributions for the plan year (as adjusted for inflation), as provided by the plan.

For SEP eligibility – This is the minimum compensation taken into account when determining which employees are eligible for a simplified employee pension (SEP) plan (as adjusted for inflation).

Highly Compensated Employee (HCE) definition:

An HCE is any participant who owns 5% or more of the business at any time during the current or preceding year and/or any participant whose compensation in the preceding year is greater than the annual compensation limit (as adjusted for inflation). The current year’s limit is used when considering a look-back to the prior year.

AGI for Saver’s Match:

The highest adjusted gross income (AGI) an individual may have to be eligible for a tax credit on their federal tax filing, based on filing status.

Health Account Solutions:

Health Savings Account – An HSA is an employer-sponsored plan that can be used to pay for qualified medical expenses — now or in the future — when paired with a high-deductible health plan. HSAs are funded by pre-tax dollars deposited into an individual account by an employee or the employer, usually through payroll deduction.

Flexible Spending Account – An FSA is also an employer-sponsored savings and spending plan. Like an HSA, it is funded with pre-tax dollars via payroll deduction and is exempt from federal income taxes, Social Security (FICA) taxes and, in most cases, state income taxes. There are several types of FSAs. Before an employee enrolls in an FSA, they must first decide what type of FSA is needed and how much will be contributed. Any money left unspent in the FSA at the end of the year is forfeited.

Any tax discussion contained in this communication was not intended or written to be used, and cannot be used by the recipient or any other person, for the purpose of avoiding any Internal Revenue Code penalties that may be imposed on such person. Any tax discussion contained in this communication was written to support the promotion or marketing of the transactions or matter discussed herein. Any taxpayer should seek advice based on the taxpayer’s particular circumstances from an independent tax advisor.

Neither Voya Financial® or its affiliated companies or representatives offer legal or tax advice. Please seek the advice of a tax attorney or tax advisor prior to making a tax-related insurance/investment decision.

Next Steps:

Log in to your employer’s retirement savings plan to review or model the amount you currently contribute to the plan. If you are contributing less than the applicable IRS limit, consider increasing your contribution to your employer’s retirement savings plan.