University employees are encouraged to enhance their retirement savings by participating in one or more supplemental retirement plans. These voluntary plans can play an important role in your overall retirement strategy and offer valuable tax advantages.
The University offers several supplemental retirement savings options to eligible employees, as authorized under Sections 403(b)(1), 403(b)(7), 457(b), and 401(k) of the Internal Revenue Code.
Through these plans, you may contribute pre-tax and/or after-tax dollars via convenient payroll deductions. Contributions can be invested across a range of options, allowing you to tailor your savings strategy to your financial goals.
For more information on plan features, contribution options, and investment choices, please refer to the Supplemental Retirement Decision Guide.
The supplemental programs available are:
Approved Supplemental Retirement Plan Carriers
Helpful Resources
Enrollment/Change Forms
IMPORTANT NOTICES:
Beginning January 1, 2026, employees age 50 and older whose FICA wages met or exceeded $150,000 in 2025 must make their catch-up contributions on a Roth (post-tax) basis, per the SECURE Act 2.0, Section 603. Pre-tax contributions will automatically be changed to Roth.
Due to recent changes in federal law and to ensure compliance with IRS contribution limits, University employees are no longer permitted to split their contributions between two carriers (TIAA and Empower). Effective March 15, 2025, all contributions to supplemental retirement plans must be directed to a single plan. Eligible employees can choose to participate in either the UNC System 403(b) or the State 401(k), but employees cannot participate in both plans. And, eligible employees can choose to participate in either the UNC 457(b) or the State 457 Deferred Compensation Plan, but employees cannot participate in both plans.
