What You Need to Know About The Trump Account Employer Matching Program

Starting this summer, some U.S. workers might have access to a new employee benefit: 530A account matching. 

Trump Accounts, or 530A accounts, are tax-advantaged investment accounts for eligible children under the age of 18. They were introduced in 2025 and passed as part of the One Big Beautiful Bill Act. The purpose: Help families build a savings cushion for their children by investing in the stock market. The premise is similar to other tax-advantaged investment vehicles such as an IRA or 529 plan. And some families will enjoy the added benefit of an employer matching program similar to a 401(k).

There are still some unknowns about these accounts, including which financial institutions will be servicing them, says Craig Copeland, the director of wealth benefits research at the Employee Benefits Research Institute. He adds that implementation details should be out in March that will explain which financial service companies will provide the investments as well as do the record-keeping. 

There is also the question of which companies will offer to match employee contributions. Adoption will more than likely be selective versus universal, says Victoria Collar, director of knowledge and operations at SHRM, a workplace benefits company. 

Who can contribute?

Parents or legal guardians with children under 18 years old can register for an account with the IRS using Form 4547 when they file their taxes. Accounts are scheduled to go live July 5, 2026. Once live, parents, family, and friends can contribute up to $5,000 per account per child on an after-tax basis. 

Children born between January 1, 2025 and December 31, 2028, qualify for a $1,000 deposit from the U.S. Treasury meant to seed the account. Seed money does not count toward the $5,000 annual contribution limit, so total funds at opening could be up to $6,000 for qualifying families. 

How do employer contributions work?

Similar to employer-sponsored 401(k) plans, 530A accounts are eligible for matching employer contributions. There are limits: Employers can match up to $2,500, with funds counting toward the $5,000 annual contribution limit. Matches are tax-deductible for the employer, meaning it can deduct those contributions as a normal business expense similar to other benefit contributions such as a 401(k) match. 

The real appeal is that the 530A match works as an attraction-and-retention tool in industries where employers are fighting for top workers. It also helps employees prepare financially for their children’s futures, says Collar. Employer contributions are not considered taxable income for the child nor the parent or guardian if they comply with the account rules on when the money can be withdrawn and how it can be used. 

When will employers start offering 530A matches to employees?

Even though accounts will be made available as soon as July 2026, there are not a lot of details on how employers will implement the matching programs. Generally, companies have to weigh the costs of implementation as well as the perception of helping parents more than child-free employees.

Large companies have the advantage because they have the resources, says Copeland. It can be difficult for smaller companies as it involves extra paperwork, and they currently have a hard enough time setting up health insurance and a retirement plan, he adds. Overall, many companies are still waiting for more clarity before rolling out this new benefit.

Which employers are offering to match 530A contributions?

To date, the companies that have announced they will offer matching contributions are mostly a mix of financial firms and tech companies.

This includes the following: banks such as Bank of America, Bank of New York Mellon, Chime, Citi, JP Morgan, and Wells Fargo; investment firms Acorns, BlackRock, Charles Schwab, Robinhood, Russell Investments, and State Street; and other financial service and tech companies such as Block, Inc., Broadcom, Comcast, Empower, IBM, Intel, Investment Company Institute, Mastercard, Nvidia, Robinhood, SoFi, Uber and Visa.  

Fast-casual chains Chipotle and Steak ‘n’ Shake, natural gas and resource firm Continental Resources, and conservative group Turning Point USA also announced they would offer matching programs for their employees.

So far most companies that announced their plans to participate said they intend to match around $1,000 per employee, or the same amount as the seed money from the U.S. government. 

Will employees have to choose between 530A contributions and 401(k) contributions? 

No. As with other company benefits, employees generally just have to follow company rules in order to receive matching contributions. For 401(k) plans, the typical match is dollar-for-dollar up to the first 3%.

Employees will have to be careful that they do not overfund the 530A account due to the smaller contribution limit. For those able to unlock the full employer match of $2,500, they (and/or their friends and family members) can only contribute up to an additional $2,500.  

How to ask your employer to offer 530A contributions

Copeland suggests staying up-to-date with the latest regulations around the accounts and looking out for any communication from your employer about these benefits. If you’re represented by a union, you could petition for 530A contribution matching to be a benefit to be included in contract bargaining.  

You will not be able to start making contributions to these accounts until after July 5, 2026, when they officially become available. It may take employers longer to set up their matching programs as HR and benefit departments navigate the new rules and regulations.

Employees will want to take a look at their family finances before deciding whether to contribute to a 530A account. Financial advisors recommend prioritizing emergency funds, high interest debt repayment, and your own retirement savings first.