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Cryptocurrency in 401(k): A Balanced Approach Returns

By Alec Nealon on June 2, 2025
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A Bitcoin covered in black crystals.
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Takeaway

  • The 2025 CAR does not alter ERISA’s substantive fiduciary standards and considerations but eases the DOL’s previously hostile enforcement stance toward cryptocurrency and similar digital assets in 401(k) plans, restoring a “neutral” DOL enforcement approach. 401(k) plan fiduciaries must still consider all relevant ERISA factors and apply the necessary care, skill, prudence, and diligence required by ERISA in managing their 401(k) plan fund lineup. They can now feel more assured that a decision to include cryptocurrency in their 401(k) plan will not be subjected to increased scrutiny by the DOL; however, they must remain vigilant regarding the risk of potential participant claims and class actions.

Related Links

  • Compliance Assistance Release No. 2025-01
  • Compliance Assistance Release No. 2022-01

Article

On May 28, 2025, the DOL released Compliance Assistance Release No. 2025-01. The 2025 CAR rescinds the DOL’s previous Compliance Assistance Release No. 2022-01 (2022 CAR), issued in 2022, which indicated an unfavorable DOL enforcement stance on including cryptocurrency and similar digital assets in 401(k) plan fund lineups.

In rescinding the prior guidance, the DOL states that the 2022 CAR articulated a standard of care that was inconsistent with ERISA’s fiduciary principles, and that the 2025 CAR “restores the [DOL’s] historical approach by neither endorsing, nor disapproving of, plan fiduciaries who conclude that the inclusion of cryptocurrency in a plan’s investment menu is appropriate.”

The DOL further reminds plan fiduciaries that, “[w]hen evaluating any particular investment type, a plan fiduciary’s decision should consider all relevant facts and circumstances and will “necessarily be context specific”, and that fiduciaries must “curate a plan’s investment menu ‘with the care, skill, prudence, and diligence under the circumstances then prevailing that a prudent man acting in a like capacity and familiar with such matters would use in the conduct of an enterprise of a like character and with like aims’ for the ‘exclusive purpose’ of maximizing risk-adjusted financial returns to the plan’s participants and beneficiaries.”

The Jackson Lewis Employee Benefits Practice Group members can assist if you have questions or need assistance. Please contact a Jackson Lewis employee benefits team member or the Jackson Lewis attorney with whom you regularly work.  Subscribe to the Benefits Law Advisor Blog here.

Photo of Alec Nealon Alec Nealon

Alec Nealon is a principal in the Houston, Texas, office of Jackson Lewis P.C. Alec advises clients on a broad range of executive compensation and employee benefits matters, including in the context of corporate transactions.

Alec provides counsel to employers and management teams…

Alec Nealon is a principal in the Houston, Texas, office of Jackson Lewis P.C. Alec advises clients on a broad range of executive compensation and employee benefits matters, including in the context of corporate transactions.

Alec provides counsel to employers and management teams on all aspects of designing, negotiating and drafting employment, consulting, termination, severance, change in control and restrictive covenant agreements (including non-competition, non-solicitation and confidentiality arrangements), equity-based compensation plans and cash bonus plans. Alec regularly represents employers in connection with hiring, termination and implementation of management transition programs, and advises on compliance with Sections 409A and 280G of the Internal Revenue Code.

Read more about Alec NealonEmail
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  • Posted in:
    Banking, Finance and Securities, Employment & Labor
  • Blog:
    Benefits Law Advisor
  • Organization:
    Jackson Lewis P.C.
  • Article: View Original Source

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