The retirement industry is undergoing a significant transformation, and the Gusto acquires Guideline news is front and center for mid-sized employers. As Kevin Busque, CEO and Founder of Guideline, puts it:
“By coming together, we'll help make it easier than ever for small businesses to stay compliant, offer high-quality benefits, and give their teams a real path to financial security.”

If your organization is evaluating next steps or simply wants clear, actionable information, our 401(k) resources offer in-depth playbooks and operational checklists for every phase of a provider transition.

The Short Answer: What Employers Need to Know Right Now

It’s natural for HR and Finance leaders to have immediate concerns about what the Guideline acquisition employer impact will mean for their teams. The facts:

• For employers using Gusto payroll, your integrated 401(k) experience will remain unchanged for now.

• Non-Gusto payroll clients are being transitioned to Accrue 401(k), with guidance and transition support provided.

• Guideline’s official announcement confirms: “The service you've come to know and expect from Guideline hasn’t changed. Everything works the same as it did previously, and we're committed to making sure your experience stays smooth and reliable.”

No changes have been announced to plan investments or participant allocations at this time.

Industry-wide, over the decade leading up to 2018 the number of U.S. 401(k) recordkeepers had dropped from 400-450 to about 160, reflecting a substantial consolidation trend. This consolidation is largely driven by employer demand for integrated payroll and retirement solutions, as well as increased regulatory requirements.

What’s Confirmed vs. What to Verify in Your Plan

Confirmed:

• Guideline clients using Gusto payroll will continue with their integrated experience.

• Plans for non-Gusto payroll users are transitioning to Accrue 401(k), a newly established entity created to facilitate this transition, which will assume recordkeeping and TPA roles.

• “The service you’ve come to know and expect from Guideline hasn’t changed.”

What to Verify in Your Plan:

• Payroll connection status: Confirm whether your payroll integration remains uninterrupted.

• Current admin/support path: Check if contacts or escalation protocols have changed.

• Timeline communications: Review any updates from Guideline, Gusto, or Accrue about transition steps.

• Restrictions: Confirm if any new restrictions apply to new versus existing plans, especially around eligibility or plan features.

If you need help evaluating payroll connection or plan setup, our 401(k) resources section offers detailed guidance.

What Could Change for Employers: Key Evaluation Categories

The 401(k) provider transitions trend is accelerating as more employers seek integrated payroll and retirement solutions. Here’s what to monitor:

• Support and Service Quality: According to a PSCA report, 23% of plan sponsors who switched providers in the past two years did so due to overall service quality concerns.

• Admin Workflows and Integrations: Expect changes if your payroll is not with Gusto, as integration paths may differ under Accrue 401(k).

• Pricing and Fee Clarity: No immediate changes, but keep an eye out for future updates regarding employer versus participant fees.

• Product Roadmap and Platform Updates: Any platform changes will be announced in advance; verify specifics with your plan administrator.

The significant consolidation of recordkeepers means employers should be proactive in monitoring their plan’s service and integration status. This shift has also been propelled by new state mandates requiring employers to offer retirement plans, motivating companies to reassess their providers and compliance strategies.

For a practical perspective on provider transitions, see our no-drama playbook for switching 401(k) providers.

If You Are a Guideline Customer, Your Options

Employers have three primary choices during this transition:

1. Stay and Monitor: Document all communications, watch for service updates, and keep records of any changes to your plan.

2. Adopt Gusto Payroll: Evaluate the benefits of integrated payroll and retirement services; confirm how migration would affect your current processes.

3. Switch Providers: Organizational changes, such as mergers or acquisitions, are a common trigger—22% of plan sponsors switched 401(k) providers due to such events. Other common triggers include dissatisfaction with service quality or the need for better payroll integration.

If considering a switch, model the process and understand the timeline.

To explore your options in detail, see our options guide for Guideline customers.

A “This Week” Checklist for HR and Finance

Immediate steps for HR and Finance leaders:

• Identify your plan document owner, payroll lead, and advisor contact.

• Pull current fee disclosures and update your contacts for service support.

• Draft a placeholder employee message—wait to send until dates are confirmed.

• Build an issue log and escalation path for any transition-related questions.

In 2024, 47% of plan sponsors cited cybersecurity threats and data breaches as their top concern in managing their 401(k) plan, ahead of underperformance of plan investment options. Addressing cybersecurity proactively, such as by updating passwords and reviewing vendor protocols, can help mitigate risk during transitions.

For more, see our provider transition checklist for HR.

What to Expect in a Transition: The Employer’s Timeline

Transitions can be complex, with blackout periods lasting from several days to several weeks, and in some cases, longer depending on plan complexity.

Here’s what to expect:

1. Discovery and Planning: Collect key plan documents and contacts.

2. Migration Prep and Data Mapping: Coordinate with both outgoing and incoming providers to verify data accuracy so participant records remain intact.

3. Blackout Window: Communicate timelines and restrictions to employees to minimize confusion.

4. Go-Live and Early Steady-State: Monitor plan performance and address issues as they arise.

For details on managing blackout periods, see our blackout period checklist.

Where to Go Deeper: Employer Playbooks and Resources

A provider transition isn’t just a technical process; it’s a major compliance and communications project. For more on support, pricing, and timeline management, see these resources:

• What the Guideline Acquisition Means for Employers (Support, Pricing, Transitions)

• Switching 401(k) Providers: Your No-Drama Playbook

• Provider Transition Checklist for HR

• Employee Communication Templates for Provider Changes for sample scripts and guidance.

Talk to Us

We help mid-sized employers evaluate providers, clarify pricing, and manage transitions, without the admin chaos.
Ready to take the next step? Get started for employers.

This content is for informational purposes only and is not legal, tax, investment, or compliance advice.

References

• Busque, K. (2025, November 6). It's official: Guideline has joined Gusto. https://www.guideline.com/education/articles/its-official-guideline-and-gusto

• InvestmentNews. (2018). Consolidation of record keepers for 401(k) plans is worrisome. https://www.investmentnews.com/retirement-planning/consolidation-of-record-keepers-for-401k-plans-worrisome/75867

• Plan Sponsor Council of America (PSCA). (2024, June). Report highlights reasons plan sponsors switch 401(k) recordkeepers. https://www.psca.org/news/psca-news/2024/6/report-highlights-reasons-plan-sponsors-switch-401k-recordkeepers

• National Association of Plan Advisors (NAPA). (2024). New reasons for switching 401(k) recordkeepers emerge. https://www.napa-net.org/news/2024/7/new-reasons-switching-401k-recordkeepers-emerge

• Guideline Help Center. (2025). Guideline has joined Gusto: FAQs about our recent acquisition. https://help.guideline.com/en/articles/12694322-guideline-has-joined-gusto-faqs-about-our-recent-acquisition