Qualified plans first
401(k), SEP, or cash-balance plans shelter income tax-deductibly; IUL is funded with after-tax dollars.
By profession · Business owners
Most owners have their net worth locked inside the business — illiquid, concentrated, and hard to sell. IUL can honestly do two jobs for an owner: build personal wealth outside the company, and fund the coverage the company itself needs. Here’s both, after the things that come first.
Who this is for: Owners of closely held businesses with surplus income and continuity questions.
Concentration: the business is the retirement plan, which is fine until it isn’t. Continuity: if an owner or key person dies, the company faces lost revenue, a forced sale, or a partner’s family as an unwilling co-owner. Qualified plans — a 401(k), SEP, or for high-income owners a cash-balance plan — address the first with tax-deductible contributions and come first. Life insurance is the tool for the second.
Personally: a max-funded IUL builds tax-deferred wealth outside the business with loan access that isn’t taxable while the policy stays in force — liquidity an owner can reach without selling equity. For the company: key-person coverage pays the business if an essential person dies; a funded buy-sell agreement lets survivors buy out a deceased partner’s share at an agreed price; and an executive bonus (Section 162) arrangement — where the company pays premiums as a bonus on a policy the key employee owns — retains talent with a benefit that follows them. Permanent coverage suits arrangements meant to last; structure any of them with your attorney and CPA.
The essentials
401(k), SEP, or cash-balance plans shelter income tax-deductibly; IUL is funded with after-tax dollars.
Key-person and buy-sell coverage keep a company alive after a death; permanent coverage suits long-term agreements.
A capitalized IUL can lend to its owner without selling equity — a real advantage for concentrated owners.
IUL can genuinely fit when…
Slow down when…
Straight answers
Two ways. Personally, as a max-funded, differently-taxed bucket that builds wealth outside the business with loan access. For the company, as permanent coverage funding key-person protection, buy-sell agreements, or executive bonus plans that retain key employees. Qualified plans come first for tax-deductible sheltering; structure the business uses with your attorney and CPA.
A Section 162 arrangement where the company pays the premium on a life insurance policy the key employee owns, treating the premium as a bonus — generally deductible to the company and taxable to the employee (some plans add a “double bonus” to cover the tax). The employee owns the policy and its cash value, which makes it a retention tool. Talk to your CPA about the specifics.
Usually both: a large term policy for personal income replacement during the working years, and permanent coverage — IUL or whole life — for uses that don’t expire: buy-sell funding, key-person protection meant to last, estate liquidity, and a personal differently-taxed bucket. Term first, permanent when the qualified plans are full.
Honest, or not at all
Tell us a little about your goals and we'll show you the honest picture — including the guaranteed column, the real costs, and whether term or whole life does the job better. We're paid the same either way, which is why we can tell you the truth.