Huddle House Inc. 401(k) Review & Grade
Huddle House Inc. 401(k) Profit Sharing Plan
Sandy Springs, GARetail Trade2,765 active participantsPlan year 2024✓ Auto-enroll
Estimate from the plan's Form 5500 filing · How we grade
$270Employer $ per active participant
$1,585Employee $ saved per active participant
1.70%Direct admin cost, % of plan assets
$23.9MNet plan assets, end of year
$6,327Average balance per account
Score breakdown
- Employer generosity10.4 / 5021th percentile for employer $ per participant
- Low cost0.4 / 251th percentile for low admin cost vs. same-size plans
- Employee saving5.9 / 1540th percentile for employee $ per participant
- Plan features10 / 10Auto-enrollment, Default investment
- Red-flag deductions-13 pts2 issues reported on the filing
Total score14 / 100 · Grade F
This plan vs. peers
Peers: Retail Trade plans with 2,500–9,999 active participants (183 plans).
| Measure | Percentile |
|---|---|
| Employer $ per participant | 21th |
| Lower admin cost | 1th |
| Employee saving | 40th |
| Peers that auto-enroll | 42% |
Get the monthly 401(k) report card
The best and worst plans, new grades as filings post. One email a month, no spam.
Red flags from the filing
Late deposits: the filing says some employee contributions were not sent to the plan on time ($8,437 reported). That's money taken from paychecks that sat with the employer longer than the law allows.
Corrective distributions: the plan refunded $191 in contributions, which usually means it failed annual nondiscrimination testing.
What to do if you're in this plan
- Huddle House put in about $270 per active participant, below the typical peer ($650). Any match is still an instant return, so contribute enough to get all of it.
- The filing shows total dollars, not the match formula. Ask HR for the Summary Plan Description so you know the exact match and vesting schedule.
- Direct plan expenses (1.70% of assets) are well above similar-size plans (0.12%). Check your annual fee disclosure, choose low-cost index funds if you can, and think about whether savings beyond the match belong in an IRA.
- The plan auto-enrolls employees. Check your default contribution rate. Defaults are often lower than what it takes to get the full match.
- The plan reported late deposits of employee contributions. Compare your pay stubs with your account statements, and contact the plan administrator if money shows up late.
- Changing jobs? You can usually leave the money in the plan, move it to your new employer's plan, or roll it into an IRA. Don't cash out: you'd owe taxes and possibly a 10% penalty.
The raw numbers from the filing
| Employer contributions | $745,521 |
| Participant (employee) contributions | $4,382,007 |
| Other contributions (incl. rollovers in) | $178,783 |
| Administrative expenses paid from the plan | $372,240 |
| Investment advisory & management fees | $42,362 |
| Benefits paid out | $3,163,100 |
| Net assets, start / end of year | $20.0M / $23.9M |
| Active participants, start / end of year | 2,784 / 2,746 |
| Participants with account balances | 3,777 |
| Auto-enrollment (feature code 2S) | Yes |
| Auditor | Frazier & Deeter, LLC |
Largest service providers (Schedule C)
| Transamerica Financial Life Insuran | $329,953 reported compensation |
| Merrill Lynch | $42,362 reported compensation |
Source: DOL EFAST2 Form 5500 filing, acknowledgment ID 20251015185436NAL0005418049001, received 2025-10-15, EIN 58-0916623, plan #003, plan year 2024-01-01 to 2024-12-31. Verify at efast.dol.gov.