Solved People Cloud 401(k), Match, Vesting, and Rollover Help

An employee searches for solved people cloud 401k after noticing a retirement deduction on a paycheck.

The pay statement shows:

401(k): $145
Roth 401(k): $0
Employer Match: no visible line
Year-to-Date Contribution: $2,320

The employee signs into the retirement provider’s website, but the latest contribution has not yet appeared.

Another employee changes the contribution rate from 3% to 8% and expects the next paycheck to reflect the change immediately. Someone else contributes enough to receive the full employer match but sees a much smaller vested balance after leaving the company.

A former employee wants to roll the account into another retirement plan but cannot find the rollover option inside People Cloud.

These situations can involve several separate systems and stages:

Employee contribution election.
Payroll deduction.
Traditional or Roth source.
Employer matching calculation.
Payroll completion.
Contribution file transmitted.
Retirement provider receives funds.
Participant account updated.
Investment purchase completed.
Employer contribution deposited.
Vesting service calculated.
Distribution or rollover processed.

The official platform name is isolved People Cloud. The phrase solved people cloud is a common search variation that omits the initial letter “i.”

isolved currently offers retirement services and 401(k) options that can connect directly with payroll in People Cloud. Official materials describe automated contribution processing, reporting and retirement-plan administration, while Marketplace integrations can connect payroll with outside 401(k) and benefit providers.

This is an independent informational guide. It is not operated by isolved, an employer, a retirement-plan recordkeeper, the IRS or the Department of Labor. It cannot change a contribution rate, select investments, calculate personalized retirement advice, approve a withdrawal, issue a rollover check or collect employee credentials.

Is Solved People Cloud the Official Name?

No.

The official product name is:

isolved People Cloud

Employees may search for:

solved people cloud 401k
solved people cloud retirement
solved people cloud 401(k) deduction
solved people cloud employer match
solved people cloud vesting
solved people cloud Roth contribution
solved people cloud retirement loan
solved people cloud rollover
i solved people cloud 401k
isolved People Cloud retirement

These searches generally refer to the same HR and payroll platform.

However, the retirement account itself may be administered through:

isolved Retirement Services.
isolved 401(k).
A pooled employer plan.
An outside 401(k) recordkeeper.
A financial institution.
A state-facilitated retirement program.
Another benefits provider.

The login used for People Cloud may therefore differ from the login used to view investments, beneficiaries, loans or distributions.

What Is a 401(k)?

A 401(k) is a workplace retirement-plan feature that permits employees to contribute part of their wages to individual retirement accounts. Employers may also contribute.

Traditional elective deferrals are generally excluded from current federal taxable income, while designated Roth contributions are made under different tax treatment. Qualified Roth distributions can receive different tax treatment in retirement.

A 401(k) account can contain several contribution sources:

Employee pretax contributions.
Employee Roth contributions.
Employer match.
Employer nonelective contribution.
Profit-sharing contribution.
Rollover money.
Catch-up contributions.
Loan repayments.

Each source can have different tax, withdrawal and vesting treatment.

isolved Retirement Services

isolved currently markets retirement services that connect plan administration with People Cloud payroll.

Official isolved materials state that employers can choose flexible 401(k) arrangements, including pooled employer plans, and that retirement plans can connect directly with People Cloud to automate contributions, reporting and compliance-related administration.

The isolved 401(k) offering is currently described as being powered by 401GO, with direct connections intended to reduce errors caused by disconnected payroll and plan systems.

An employer is not required to use the isolved-branded retirement plan merely because it uses People Cloud for payroll.

Where to Find Retirement Information

Navigation depends on employer configuration.

Look for sections such as:

Benefits.
Retirement.
401(k).
Deductions.
Pay and Tax.
Benefit Enrollment.
My Benefits.
Retirement Services.
External Links.
Marketplace Applications.

People Cloud may show:

Contribution election.
Payroll deduction.
Year-to-date deduction.
Employer benefit information.
Link to the retirement provider.
Enrollment task.

The retirement provider’s separate portal may show:

Account balance.
Investment performance.
Vesting.
Beneficiaries.
Loans.
Withdrawals.
Rollover options.
Statements.

Do not assume every retirement function is supposed to appear inside People Cloud.

Retirement Menu Is Missing

Possible reasons include:

Employer does not offer a retirement plan.
Employee is not yet eligible.
Waiting period has not ended.
Employer uses an external provider.
Enrollment window has not opened.
Employee opened the wrong People Cloud profile.
Employment classification is incorrect.
Retirement access is available only through a provider link.
Employee was automatically enrolled and received separate instructions.
Plan has not yet completed implementation.

Useful request:

“I can access People Cloud, but no retirement or 401(k) option appears. Please confirm my eligibility date, plan provider, enrollment route and whether retirement elections are managed inside People Cloud or through a separate recordkeeper.”

Do not create another employee account to make the retirement menu appear.

Eligibility

Retirement-plan eligibility can depend on plan terms involving:

Age.
Employment start date.
Hours of service.
Employee classification.
Waiting period.
Entry date.
Union status.
Work location.
Seasonal or part-time status.

The plan document and summary plan description control.

People Cloud displaying a retirement deduction option does not necessarily prove that the employee is eligible to receive every employer contribution.

Enrollment

A retirement enrollment process can include:

Confirm eligibility.
Review the plan notice.
Select a contribution rate.
Choose pretax, Roth or both where offered.
Review automatic-enrollment terms.
Select investments.
Add beneficiaries.
Submit the election.
Confirm the effective payroll.
Review the first deduction.
Verify the contribution reaches the retirement account.

Some steps may occur in People Cloud, while investment selection and beneficiary designation may occur at the recordkeeper.

Automatic Enrollment

Some plans automatically enroll eligible employees at a default contribution rate unless they opt out or choose another percentage.

An automatically enrolled employee may see a deduction even without actively selecting investments or a contribution percentage.

Automatic-enrollment arrangements can use:

Default contribution rate.
Automatic annual escalation.
Default investment.
Opt-out period.
Employer contribution.
Special vesting rules.

Employee contributions remain the employee’s own money even in an automatic-enrollment arrangement. Department of Labor guidance states that employee salary deferrals are immediately 100% vested.

Contribution Election

An employee contribution election can be entered as:

Percentage of eligible pay.
Flat dollar amount.
Pretax percentage.
Roth percentage.
Separate bonus election.
Catch-up election.
Automatic escalation.

The plan determines which options are available.

A percentage applies to eligible compensation, which may not equal every dollar shown as gross pay.

Percentage Versus Flat Dollar

Example percentage election:

5% of eligible pay

If eligible pay is $2,000, the deduction is generally $100.

Example flat-dollar election:

$100 per paycheck

The deduction remains $100 unless limited by available pay, plan rules or annual limits.

The result can differ when a paycheck includes:

Bonus.
Commission.
Overtime.
Reimbursement.
Taxable fringe benefit.
PTO payout.
Severance.
Retroactive pay.

Ask which earnings are included in plan compensation.

Traditional 401(k) Contribution

A traditional elective deferral is generally made before federal income tax is calculated, although it remains subject to other applicable payroll taxes.

Traditional contributions can lower current federal taxable wages, but eventual distributions are generally taxable unless another exception or source applies.

A traditional contribution does not reduce:

Gross earnings displayed.
Every state tax in all circumstances.
Social Security wages in the ordinary case.
Medicare wages in the ordinary case.

Review the completed pay statement rather than only the net deposit.

Roth 401(k) Contribution

A designated Roth contribution is generally made after federal income tax.

The payroll deduction can therefore reduce net pay without reducing current federal taxable wages in the same way as a traditional contribution.

Employees should not confuse:

Roth 401(k).
Roth IRA.
Traditional 401(k).
Traditional IRA.

They are separate arrangements with different rules and limits.

Splitting Traditional and Roth Contributions

An employee may be able to allocate contributions between traditional and Roth sources.

Example:

Traditional 401(k): 4%
Roth 401(k): 3%
Total employee contribution: 7%

The combined employee elective deferrals generally count toward the same annual elective-deferral limit.

Do not assume the full annual limit can be contributed separately to traditional and Roth 401(k) sources.

2026 401(k) Contribution Limit

For 2026, the basic employee elective-deferral limit for applicable 401(k), 403(b) and similar plans is $24,500, or 100% of eligible compensation if lower.

This basic limit generally applies across the employee’s elective deferrals to all applicable plans during the calendar year, including plans maintained by unrelated employers.

An employee who changes jobs should tell the new plan or payroll team about prior-year contributions when necessary to avoid exceeding the combined limit.

2026 Catch-Up Contributions

A plan may permit employees who are age 50 or older by the end of 2026 to make additional catch-up contributions.

The general catch-up limit for 2026 is $8,000 for applicable 401(k) plans.

For participants who turn age 60, 61, 62 or 63 during 2026, the higher catch-up limit is $11,250, where the plan permits the applicable catch-up contributions.

Plan availability, payroll setup and current Roth catch-up requirements should be confirmed with the plan administrator.

Roth Catch-Up Rule

SECURE 2.0 added a Roth catch-up requirement affecting certain higher-paid participants.

The IRS issued final regulations in 2025 concerning the implementation of the Roth catch-up rule and increased catch-up limits.

Because application depends on compensation, plan design and effective-date rules, employees should ask the plan administrator whether their 2026 catch-up contributions must be designated Roth.

People Cloud payroll staff can explain how the deduction is coded but should not provide individualized tax advice.

Annual Defined-Contribution Limit

A separate annual limit applies to total contributions from applicable sources, including employee deferrals and employer contributions.

For 2026, the general defined-contribution plan limit shown by the IRS is $72,000, excluding permitted catch-up contributions.

This is not the amount every employee can elect from payroll.

The ordinary employee elective-deferral limit remains separately applicable.

Contribution Change

A typical contribution-change process can include:

Open the approved People Cloud or recordkeeper route.
Confirm the correct plan.
Review the current election.
Select the new percentage or amount.
Choose traditional or Roth source.
Review the effective date.
Submit the election.
Save confirmation.
Review a future completed paycheck.
Verify the recordkeeper account updates.

Do not assume saving the number completes the election.

Saved Does Not Mean Submitted

Possible statuses include:

Draft.
In Progress.
Pending.
Submitted.
Approved.
Effective Next Payroll.
Processed.

Useful request:

“My new 401(k) percentage appears on screen, but I cannot confirm that the election was submitted. Please verify the submission date, status and first payroll expected to use it.”

Submitted Does Not Mean the Next Paycheck Changes

A retirement election can miss the current payroll cutoff.

Possible reasons include:

Payroll already calculated.
Election has a future effective date.
Recordkeeper transmits changes on a schedule.
Employer approval remains.
Enrollment period is not active.
Election applies to the following month.
Plan conversion is underway.

Useful request:

“I changed my retirement contribution from 3% to 8% on August 5. Please confirm the election’s effective date and which pay date will first reflect it.”

Contribution Did Not Change

Possible causes include:

Change remained a draft.
Payroll cutoff passed.
Employee modified the wrong plan.
Election applies only to regular pay.
Paycheck contains no eligible compensation.
Percentage was limited by available net pay.
Annual limit was reached.
Plan suspended contributions.
Employee opened another employer profile.
Payroll error.

Compare:

Election confirmation.
Effective date.
Eligible compensation.
Deduction line.
Year-to-date contribution.
Recordkeeper transaction history.

Contribution Stopped Unexpectedly

Possible reasons include:

Annual limit reached.
Loan or other deduction reduced available pay.
Employee became ineligible.
Employment status changed.
Election expired during plan conversion.
Plan changed providers.
Payroll deduction code ended.
Employee requested a stop.
Account was suspended.
Payroll error.

Useful request:

“My 401(k) deduction stopped even though the election still appears active. Please confirm annual-limit status, eligible compensation, deduction priority, plan eligibility and payroll coding.”

Deduction Is Higher Than Expected

Possible reasons include:

Percentage applied to bonus.
Automatic escalation.
Separate catch-up contribution.
Retroactive correction.
Payroll contains multiple earning periods.
Traditional and Roth sources are both active.
Flat-dollar contribution was mistaken for a percentage.
Employee changed elections more than once.
Payroll error.

Review each retirement deduction line separately.

Deduction Is Lower Than Expected

Possible reasons include:

Some earnings are excluded from plan compensation.
Insufficient net pay.
Annual limit approached.
Contribution applies only to regular wages.
Deduction began mid-period.
Other mandatory deductions took priority.
Percentage was entered incorrectly.
Employer plan limits contributions.
Payroll error.

Useful request:

“My election is 8%, but the completed paycheck withheld less than 8% of gross pay. Please confirm the eligible plan compensation and any payroll or annual-limit restriction applied.”

Eligible Compensation

A plan can define compensation differently from total gross pay.

It may include or exclude:

Base wages.
Overtime.
Bonus.
Commission.
Shift differential.
PTO.
Severance.
Reimbursement.
Taxable fringe benefits.
Prior-period adjustments.

The summary plan description or plan administrator should explain the definition.

Do not calculate a payroll error using total gross pay unless the plan uses total gross pay as eligible compensation.

Pay Stub Versus Retirement Account

The pay statement and retirement account serve different purposes.

Pay Statement

Shows the payroll deduction.

Retirement Account

Shows contributions received, investment activity, gains, losses, fees and total balance.

A payroll deduction does not necessarily appear in the retirement account on the same day.

Missing Contribution at the Recordkeeper

Possible reasons include:

Payroll has not funded the file.
Recordkeeper processing remains.
Weekend or holiday.
Contribution file rejected.
Employee account mismatch.
New account has not been established.
Provider conversion.
Contribution is shown under another source.
Payroll correction remains.
Deposit delay.

Useful request:

“My August 7 pay statement shows a $180 401(k) deduction, but the retirement provider does not show the contribution. Please confirm the payroll funding date, transmission status and provider transaction date.”

Payroll Integration

isolved states that direct retirement-plan integration can automate contributions and reporting through People Cloud. Its Marketplace also supports two-way payroll integrations with various 401(k) and benefits providers.

Automation can reduce manual work but does not eliminate every possible error.

Problems can still involve:

Incorrect employee identifier.
Wrong deduction source.
Rejected file.
Late payroll funding.
Plan conversion.
Duplicate record.
Incorrect contribution rate.
Missing eligibility record.

Contribution Deposit Timing

Employers generally must transmit participant contributions under applicable plan rules and Department of Labor requirements.

Employees should report repeated or unexplained delays to:

Payroll.
Plan administrator.
Recordkeeper.
Employer benefits team.

Do not assume ordinary market movement explains why no contribution transaction exists.

Employer Match

An employer match is a company contribution tied to employee contributions under the plan formula.

Possible formulas include:

Dollar for dollar up to a percentage.
Partial match up to a percentage.
Tiered match.
Annual discretionary match.
Pay-period match.
Year-end true-up.
Safe-harbor match.

Example:

Employer matches 100% of the first 3% and 50% of the next 2%.

An employee contributing 5% could receive a maximum employer contribution of 4%, subject to plan terms.

Do not assume “company matches 5%” always means the employer deposits a full 5% regardless of the employee election.

Match Is Missing From Pay Stub

Employer contributions may not appear as a normal deduction because they are not taken from employee net pay.

They may appear:

In an employer contribution section.
Only at the retirement provider.
On a later payroll.
Quarterly.
Annually.
After year-end.
After eligibility requirements are met.

Useful request:

“My employee contribution appears on the pay statement, but I cannot locate the employer match. Please confirm the match formula, eligibility date, deposit frequency and where employer contributions are displayed.”

Match Is Lower Than Expected

Possible reasons include:

Employee did not contribute enough.
Some compensation was ineligible.
Match is calculated per pay period.
Annual true-up occurs later.
Employee became eligible midyear.
Employer match is discretionary.
Contribution reached a plan limit.
Employee stopped contributions during some payrolls.
Employer formula was misunderstood.
Payroll or recordkeeper error.

Request the written matching formula.

Front-Loading Contributions

An employee who reaches the annual contribution limit early can stop making payroll deferrals before year-end.

Under a pay-period matching formula, this can potentially reduce later employer matching contributions unless the plan provides a year-end true-up.

Example:

The employee contributes heavily from January through September and reaches the annual limit.

From October through December:

Employee contribution: $0
Pay-period employer match: potentially $0

A true-up can potentially correct the difference after year-end if the plan provides one.

Ask whether the plan has a true-up provision before front-loading contributions.

Employer Nonelective Contribution

A nonelective employer contribution does not necessarily require the employee to contribute.

It may be based on:

Eligible compensation.
Employment status.
Hours.
Year-end employment.
Plan formula.
Employer discretion.

It is different from a matching contribution.

Profit-Sharing Contribution

A profit-sharing contribution can be:

Discretionary.
Allocated under a plan formula.
Deposited after year-end.
Subject to vesting.
Unrelated to an employee’s contribution rate.

The name does not necessarily mean the company must have accounting profits under every plan design.

Vesting

Vesting describes the portion of a retirement-plan account that the employee has a nonforfeitable right to keep.

Employee salary deferrals are immediately 100% vested. The money the employee contributed, plus associated gains or losses, belongs to the employee under the plan.

Employer contributions can be subject to a vesting schedule, depending on the plan type and contribution source.

Account Balance Versus Vested Balance

Account Balance

Can include all employee and employer contribution sources, plus investment gains or losses.

Vested Balance

The portion the employee currently has a nonforfeitable right to retain.

Example:

Employee contributions and earnings: $12,000
Employer contributions and earnings: $6,000
Vested employer portion: 40%

Total balance: $18,000
Vested balance: approximately $14,400

The exact calculation depends on contribution-source accounting and investment results.

Vesting Schedule

Traditional 401(k) employer matching contributions can use legally permitted vesting schedules.

Department of Labor guidance describes examples including:

Three-year cliff vesting.
Graduated vesting reaching 100% after six years.

Under graduated vesting, an employee can become at least 20% vested after two years, 40% after three, 60% after four, 80% after five and 100% after six years.

The actual employer plan can provide faster vesting.

Cliff Vesting

Under cliff vesting, the employee can be:

0% vested before the specified service point.
100% vested after meeting it.

Example:

Before three years: 0% of applicable employer contributions vested
After three years: 100% vested

Employee payroll contributions remain fully vested throughout.

Graded Vesting

Under graded vesting, ownership of applicable employer contributions increases over time.

Example:

Year 1: 0%
Year 2: 20%
Year 3: 40%
Year 4: 60%
Year 5: 80%
Year 6: 100%

The plan’s definition of a year of vesting service controls.

Safe-Harbor Contributions

Department of Labor guidance states that required employer contributions in safe-harbor 401(k) plans are generally 100% vested.

Other employer contribution sources in the same plan can potentially have different treatment.

Do not assume every contribution labeled Employer is subject to the same vesting schedule.

QACA Vesting

Certain qualified automatic contribution arrangements can require employer contributions to become fully vested after no more than two years of service.

Employees should review their plan notice rather than applying a generic schedule.

Vesting Service Is Wrong

Possible reasons include:

Hire date is incorrect.
Rehire service was not credited.
Break-in-service rules apply.
Employee did not complete required hours.
Plan year differs from anniversary year.
Prior affiliated-employer service is missing.
Recordkeeper data is delayed.
Transfer created a new profile.
Plan terms exclude certain service.

Useful request:

“My retirement portal shows fewer years of vesting service than my employment history. Please review my hire date, rehire history, hours of service, affiliated-employer service and plan vesting rules.”

Leaving Before Fully Vested

After separation, the employee generally retains:

Employee contributions.
Vested employer contributions.
Associated investment gains or losses.

The unvested employer portion can become subject to forfeiture under plan terms.

Do not assume the total account balance shown before termination is the amount available for rollover.

Check the final vested balance after the recordkeeper processes employment status.

Beneficiary Designation

A retirement beneficiary can receive the account according to plan rules after the participant’s death.

Beneficiary designation may be managed at the recordkeeper rather than inside People Cloud.

Possible designations include:

Primary beneficiary.
Contingent beneficiary.
Spouse.
Child.
Trust.
Estate.
Other permitted person or entity.

Adding someone as a People Cloud dependent or emergency contact does not automatically make that person the 401(k) beneficiary.

Spousal Rules

Some plans and federal rules can require spousal consent for certain beneficiary choices or distribution options.

Employees should follow the plan’s current process.

Do not upload a consent form through an unrelated HR document task.

Investment Elections

Payroll controls how much is deducted.

The recordkeeper generally controls where the contribution is invested.

Investment choices may include:

Target-date fund.
Stock fund.
Bond fund.
Stable-value option.
Money-market option.
Managed account.
Brokerage option.
Default investment.

People Cloud showing a successful payroll deduction does not prove the employee has reviewed the investment allocation.

Default Investment

An automatically enrolled participant can be invested in the plan’s default option until another election is made.

The participant should review:

Investment name.
Fees.
Risk.
Target date.
Allocation.
Beneficiary.

This guide does not recommend a particular investment.

Investment Loss Versus Missing Contribution

A lower account balance can result from:

Market loss.
Fees.
Loan distribution.
Withdrawal.
Forfeiture of unvested money.
Missing contribution.
Incorrect account.

Check transaction history before assuming payroll failed.

A contribution transaction should normally appear separately from investment gains or losses.

401(k) Loan

Some plans permit participant loans.

A loan can involve:

Application at the recordkeeper.
Available loan amount.
Interest rate.
Origination fee.
Repayment schedule.
Payroll deduction.
Spousal consent where applicable.
Default rules.

People Cloud may show only the payroll repayment deduction.

The recordkeeper usually manages the loan request and outstanding balance.

Loan Repayment

A loan repayment can appear on the pay statement as:

401(k) Loan.
Retirement Loan.
Plan Loan Repayment.
Loan 1.
Loan 2.

It is separate from the employee’s current contribution election.

Example:

401(k) contribution: $120
401(k) loan repayment: $85
Total retirement-related deduction: $205

The loan repayment does not ordinarily count as a new elective contribution.

Loan Deduction Is Missing

Possible reasons include:

Loan has not been activated.
Payroll did not receive the repayment file.
Employee changed employers.
Leave interrupted payroll.
Insufficient pay.
Loan was paid off.
Deduction code ended.
Plan conversion.
Payroll error.

Contact the plan administrator promptly because missed payments can have plan and tax consequences.

Useful request:

“My retirement loan repayment did not appear on the completed paycheck. Please confirm the loan deduction setup, repayment due date and whether an alternative payment is required.”

Loan Deduction Continues After Payoff

Possible reasons include:

Final payoff has not synchronized.
Payroll cutoff occurred before payoff.
Another loan remains.
Deduction is a current contribution rather than a loan.
Recordkeeper sent a late stop instruction.
Payroll error.

Do not assume the extra amount was added to retirement savings.

Ask for a transaction reconciliation.

Loan After Leaving Employment

A plan can apply special repayment or distribution rules after separation.

Possible outcomes include:

Continued direct repayment.
Accelerated payoff option.
Loan offset.
Tax reporting.
Rollover considerations.
Default.

Contact the recordkeeper before deciding what to do.

Do not assume payroll deductions will continue after the final paycheck.

Hardship Withdrawal

Some plans permit hardship distributions for qualifying immediate and heavy financial needs under plan rules.

A hardship request can require:

Recordkeeper application.
Certification.
Supporting information.
Available contribution source.
Tax withholding.
Spousal consent where applicable.
Administrative review.

People Cloud payroll staff generally cannot approve the request merely because the employee has a financial emergency.

Withdrawal Is Not a Loan

A withdrawal permanently removes money from the retirement account unless another rule permits rollover or repayment.

It can involve:

Taxes.
Possible additional tax.
Reduced retirement balance.
Investment sale.
Processing fee.

Seek qualified guidance before requesting a distribution.

Retirement Account After Leaving the Job

After separation, possible choices can include:

Leave money in the former employer’s plan where permitted.
Roll it into a new employer plan that accepts rollovers.
Complete a direct rollover to an IRA.
Take a distribution.
Handle an outstanding loan.
Follow a mandatory-distribution process for smaller balances.

Available choices depend on plan terms and account size.

The retirement provider—not the People Cloud login article—should supply the official distribution notice and forms.

Direct Rollover

A direct rollover generally moves eligible retirement money directly from one eligible plan or account to another.

Possible destinations include:

New employer’s eligible plan.
Traditional IRA.
Appropriate Roth destination for applicable Roth money.

The tax treatment depends on the sources and destination.

Do not request a check payable directly to the employee when intending a direct rollover without understanding the consequences.

Rollover Is Not in People Cloud

This is often normal.

People Cloud can contain:

Final pay.
Employment status.
Payroll deductions.
Link to the plan provider.

The retirement recordkeeper generally handles:

Distribution elections.
Rollover forms.
Tax withholding.
Check instructions.
Account closure.
Loan offsets.

Useful request:

“My employment has ended, but no rollover option appears in People Cloud. Please provide the retirement recordkeeper’s official contact and confirm when my termination status will be transmitted.”

Termination Status Has Not Reached the Provider

The recordkeeper may not permit a distribution until it receives the employee’s separation status.

Possible reasons include:

Final payroll remains.
Employment termination is future-dated.
Employer file has not transmitted.
Rehire record exists.
Employee remains active in another affiliated company.
Plan conversion is underway.

Useful request:

“The retirement provider still shows me as actively employed and will not process a distribution. Please confirm the termination date and when the status file will be transmitted.”

Final Contribution After Separation

The account can receive additional transactions after the employee’s last day.

Examples include:

Final payroll deduction.
Employer match.
Year-end true-up.
Profit-sharing contribution.
Correction.
Forfeiture adjustment.
Loan offset.

Do not close or transfer the account without considering expected final contributions.

Ask whether another employer contribution is pending.

Rollover Amount Differs From Prior Balance

Possible reasons include:

Market movement.
Distribution fee.
Outstanding loan.
Unvested employer contributions removed.
Pending contribution.
Tax withholding on a non-direct distribution.
Investment sale timing.
Account adjustment.

Compare the final distribution statement with the prior account statement.

State-Facilitated Retirement Program

Some employers without another qualifying workplace plan participate in a state-facilitated retirement program.

isolved notes that many state-mandated arrangements use payroll deductions, automatic enrollment and Roth IRA structures, while employers generally do not contribute or manage investments.

A state program is not necessarily a 401(k).

Differences can include:

IRA rather than 401(k).
No employer match.
Different annual limits.
State program portal.
Different opt-out process.
Automatic Roth contribution.

Read the program name before applying 401(k) rules.

401(k) Versus IRA

A workplace 401(k) and an individual retirement account have separate contribution limits and rules.

For 2026, the combined traditional and Roth IRA contribution limit is $7,500, with a higher amount available for eligible individuals age 50 or older.

The IRA limit is separate from the employee 401(k) elective-deferral limit.

Do not enter an IRA contribution as a People Cloud payroll 401(k) election unless the employer specifically offers an IRA-based payroll program.

401(k) Phishing

A fraudulent message may claim:

Retirement account must be verified.
Employer match will expire immediately.
Employee must share the People Cloud password.
A verification code is needed to release a rollover.
A fee must be paid by gift card.
Bank login is needed for a retirement distribution.
Remote-access software must be installed.
Employee must move retirement money into cryptocurrency.

Open People Cloud and the retirement-provider portal independently through known official routes.

A legitimate retirement administrator should not require:

Current People Cloud password shared with another person.
Online banking password.
Debit-card PIN.
One-time authentication code shared with a caller.
Gift cards.
Cryptocurrency transfer.
Remote control of the employee’s device.

Fake Rollover Call

A scammer can know:

Employer name.
Approximate account balance.
Job-separation date.
Retirement-provider name.

That information does not prove the caller is legitimate.

Verify rollover instructions using the telephone number or secure portal shown on the official retirement statement.

Unauthorized Contribution Change

Warning signs include:

Contribution rate changed.
Traditional election changed to Roth.
Contribution stopped.
Beneficiary changed.
Loan created.
Withdrawal requested.
Address changed.
Unexpected authentication code.
Unknown external account added.

Take these steps:

Contact HR, payroll and the plan administrator.
Secure People Cloud.
Secure the recordkeeper account.
Change both passwords.
Review authentication methods.
Secure the connected email.
Ask both systems to preserve activity history.
Review recent payroll and plan transactions.
Obtain case references.

Another Employee’s Retirement Information Appears

Stop viewing it.

Do not:

Review balance.
Change contribution rate.
View beneficiaries.
Download statements.
Request a loan.
Contact the employee.
Share screenshots.

Notify HR or employer security immediately.

Retirement records contain sensitive financial and beneficiary information.

Useful Missing-Retirement Request

“I can access People Cloud, but no 401(k) or retirement option appears. Please confirm my eligibility date, plan provider and official enrollment route.”

Useful Election Request

“I changed my retirement contribution election, but the paycheck still uses the prior rate. Please confirm the submitted election, effective date, eligible compensation and payroll cutoff.”

Useful Missing-Deposit Request

“My completed pay statement shows a retirement deduction, but the contribution does not appear at the recordkeeper. Please confirm the payroll funding date, file transmission and provider posting status.”

Useful Employer-Match Request

“My employee contribution is visible, but I cannot locate the employer match. Please confirm the formula, eligibility date, deposit frequency, vesting schedule and whether a year-end true-up applies.”

Useful Vesting Request

“My vested balance or years of vesting service appear incorrect. Please review my hire date, rehire history, service credit, employer-contribution sources and plan schedule.”

Useful Loan Request

“My retirement loan deduction is missing or continued after payoff. Please reconcile the payroll deduction with the recordkeeper’s repayment schedule and outstanding balance.”

Useful Rollover Request

“My employment has ended, but the retirement provider still shows me as active. Please confirm when my termination status will be transmitted and provide the official distribution or rollover contact.”

Useful Security Request

“My contribution rate, beneficiary, loan or distribution settings changed without authorization. Please secure the accounts, preserve activity history and review all recent retirement and payroll transactions.”

These requests provide useful details without exposing passwords, authentication codes, complete account numbers or beneficiary information through an insecure channel.

Who Should Handle Each Retirement Issue?

Contact Payroll About:

Retirement deduction.
Contribution percentage applied.
Eligible payroll compensation.
Effective paycheck.
Loan repayment deduction.
Missing deduction.
Pay-stub coding.

Contact HR or Benefits Administration About:

Eligibility.
Enrollment.
Employer match.
Plan documents.
Vesting schedule.
Service history.
Plan-provider contact.
Employment-status transmission.

Contact the Retirement Recordkeeper About:

Investments.
Account balance.
Beneficiaries.
Statements.
Loans.
Hardship withdrawals.
Distribution.
Rollover.
Transaction history.

Contact the Plan Administrator About:

Plan interpretation.
Eligibility disputes.
Vesting service.
Matching formula.
Distribution restrictions.
Formal correction requests.

Use Official IRS or Department of Labor Resources For:

Current contribution limits.
Tax rules.
Plan rights.
Vesting standards.
General retirement-plan information.

Frequently Asked Questions

Is Solved People Cloud the Official Name?

The official name is isolved People Cloud. “Solved People Cloud” is a common search variation.

Does isolved Offer 401(k) Services?

Yes. isolved currently offers retirement services, 401(k) plans and a pooled employer plan connected with People Cloud payroll.

Can People Cloud Connect to Other Retirement Providers?

Yes. The isolved Marketplace describes payroll integrations with multiple 401(k) and benefits providers.

What Is the 2026 Employee 401(k) Limit?

The basic elective-deferral limit is $24,500 for 2026.

What Is the 2026 Catch-Up Limit?

The general catch-up limit is $8,000 for eligible participants age 50 or older. A higher $11,250 limit applies for eligible participants turning ages 60 through 63 during 2026.

Does Saving a Contribution Rate Submit It?

Not necessarily. A final confirmation or submission step may remain.

Why Did My New Rate Not Affect the Next Check?

The election may have missed payroll cutoff or have a later effective date.

Why Is My 401(k) Deduction Not at the Provider?

The payroll file, funding, provider processing or employee-account match may still be pending.

Is an Employer Match Guaranteed?

Only according to the employer’s plan terms. The formula, eligibility and timing can vary.

Why Is My Employer Match Lower Than Expected?

Possible causes include eligible-pay definitions, pay-period matching, contribution interruptions, eligibility timing or the absence of a year-end true-up.

Are My Employee Contributions Vested?

Employee salary deferrals are immediately 100% vested.

Can Employer Contributions Have a Vesting Schedule?

Yes. Traditional plan employer contributions can vest over time, while some safe-harbor or automatic-enrollment contributions must vest faster or immediately.

Why Is the Vested Balance Lower Than the Total Balance?

Some employer contributions may not yet be fully vested.

Can I Request a 401(k) Loan Through People Cloud?

The recordkeeper usually manages loan applications. People Cloud may display only the payroll repayment deduction.

Where Do I Request a Rollover?

Usually through the retirement recordkeeper rather than the main People Cloud payroll screen.

Can Public isolved Support Select My Investments?

No. Investment and participant-account actions must be handled through the authorized retirement-plan process.

Should HR Ask for My Password or Authentication Code?

No. HR, payroll and plan administrators can perform their work without needing the employee’s current password or one-time code.

Final Point

A solved people cloud retirement issue should be followed from the employee election through payroll, provider posting and eventual vesting or distribution.

The employee should distinguish among:

Retirement eligibility.
Contribution election saved.
Election submitted.
Election effective.
Payroll deduction completed.
Contribution funded.
Recordkeeper account updated.
Investment purchased.
Employer match deposited.
Vesting service credited.
Loan repayment posted.
Distribution or rollover completed.

The safest process is:

Use the official employer-provided People Cloud route.
Identify the actual retirement-plan provider.
Confirm eligibility and entry date.
Review traditional and Roth elections separately.
Check the contribution’s effective payroll.
Review eligible compensation.
Compare the pay-stub deduction with provider transactions.
Understand the employer matching formula.
Ask whether a year-end true-up applies.
Review each contribution source’s vesting rules.
Keep beneficiary information current.
Reconcile loan repayments with the recordkeeper.
Confirm termination status before requesting a rollover.
Report unauthorized retirement changes immediately.
Never share a password or authentication code.

Official isolved materials confirm that People Cloud can connect payroll with retirement-plan administration, automate contribution processing and support integrations with outside 401(k) providers. IRS guidance sets the applicable 2026 contribution limits, while Department of Labor guidance explains that employee deferrals are immediately vested and that employer contributions can follow plan-specific vesting schedules.

This independent website does not operate isolved or People Cloud, change retirement elections, calculate personalized investment advice, administer a 401(k), approve loans or withdrawals, transfer retirement assets or collect employee credentials.

Sources Consulted

This article was researched using current official isolved Retirement Services, 401(k), People Cloud payroll integration, pooled employer plan and Marketplace materials. Current IRS 2026 contribution-limit, catch-up contribution, 401(k) and SECURE 2.0 materials were reviewed, together with Department of Labor guidance regarding vesting, automatic enrollment and retirement-plan rights. Eligibility, contribution sources, match formulas, vesting schedules, loan options, rollover procedures and employee access can differ by employer and plan.