Employer FAQs

Continuation, eligibility, and outcomes are determined by the employer’s plan design and governance. Legacy as a Benefit® will help structure the strategy to help give employers flexibility while supporting clarity and consistency for participants. Specific provisions are reviewed during plan design and employee education.

The employer controls the overall design, funding approach, eligibility criteria, and participation parameters. Legacy as a Benefit® provides a structured framework that will help allow employers to reward talent intentionally without creating unintended long-term obligations. Individual outcomes depend on the employer’s design and ongoing decisions.

Minimal. The employer approves the design and funding parameters, while Legacy as a Benefit® supports design coordination, enrollment education, and ongoing stewardship. This framework is intentionally designed to avoid the administrative complexity of traditional qualified plans or deferred compensation programs.

We have found that historically, long-term compensation strategies were often complex, inconsistently applied, or poorly communicated. Legacy as a Benefit® has helped modernize the approach by providing clarity, structure, and repeatability — making it easier to understand, approve, and implement.

In the worst case, the employer has paid compensation exactly as intended under its chosen design. The framework does not require balance-sheet liabilities, mandatory future funding, or open-ended obligations. Outcomes depend on employer design decisions and funding practices.