401(k) & Employer Match Calculator
Project your 401(k) balance at retirement — and spot any employer match you’re leaving on the table.
Your employer's 401(k) match is free money
A 401(k) match is your employer contributing to your retirement account in proportion to your contribution. 'Up to 6%' means they'll match dollar-for-dollar on the first 6% of your salary you contribute. Miss the match and you're leaving a guaranteed 100% return on the table — nothing else in investing matches that.
Always contribute at least enough to capture the full match. Beyond that, the match stops but the tax-advantaged growth continues — $23,000/year ($30,500 if 50+) is the 2024 IRS cap. Watch for vesting schedules: you own your contributions instantly but may need 3–6 years to fully own employer contributions.
Frequently asked questions
What does '100% match up to 6%' mean?
If you contribute 6% of your salary, your employer adds another 6%. Total into your 401(k) = 12% of salary. If you only contribute 3%, you only get 3% matched — you left 3% on the table. Always contribute at least enough to get the full match; it's a guaranteed 100% return.
What's the difference between a match and profit sharing?
Match is contingent on your contribution: you put in, employer matches. Profit sharing is a discretionary year-end contribution the employer makes regardless of what you contributed. Profit sharing is great when it happens but unreliable for planning.
What is vesting?
Your money is always 100% yours. The employer match might have a vesting schedule — typically 3-year cliff (0% for 3 years, then 100%) or 6-year graded (20% per year after year 2). If you leave before fully vested, you forfeit the unvested employer contributions.
Should I max out 401(k) beyond the match?
Usually yes, if you have no high-interest debt and a small emergency fund. 401(k) contributions up to the IRS limit ($23,000 in 2024 for under-50) reduce current taxes and grow tax-deferred. If your 401(k) has high fees (>0.75% expense ratio), max out an IRA first for lower-cost options, then return to the 401(k).
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