The Dual-Income Household's Secret Weapon: How to Shelter $75,000+ in a State Employee Spouse's Retirement Plans

If your household has a high private-sector earner and a South Carolina state employee, you may be sitting on the most powerful tax deferral strategy available to any American family — and 2026's higher limits make it even better.​

By Oak Street Advisors

March 2026

Updated for IRS Notice 2025-67

9 min read

The Dual Income Set Up

Most high-earning families think about tax planning the same way: maximize the 401(k), fund the HSA, maybe do a backdoor Roth, and call it a year. And for a household where both spouses work in the private sector, that's roughly correct.
But for a specific and surprisingly common type of household — one where a high-earning spouse works in private industry while the other works for the State of South Carolina — the playbook is dramatically more powerful. In 2026, thanks to updated IRS limits from Notice 2025-67, we're talking about the potential to defer well over $75,000 of earned income from federal and state taxes every single year, sometimes reducing the state employee's take-home paycheck to near zero while the family lives comfortably on the other spouse's income.
This isn't a loophole. It isn't aggressive tax planning. It's exactly what Congress intended when it created separate retirement plan structures for the public sector. The families who know about it and execute on it build wealth at a pace that would make their purely-private-sector peers envious.

​Understanding the Three-Plan Stack

South Carolina's Public Employee Benefit Authority (PEBA) administers retirement benefits for state employees, public school teachers, university employees, and other public sector workers. Eligible employees who elect the State Optional Retirement Program (State ORP) gain access to three distinct retirement savings vehicles — each with its own rules, and together, an extraordinary combined capacity.

401(a) State ORP: ​State Optional Retirement Program — The Mandatory Foundation

The ORP is a defined contribution 401(a) plan. Unlike a 401(k), contributions here aren't voluntary — they're mandatory and set by the plan. The employee contributes 9% of salary on a tax-deferred basis, and the employer remits 5% directly to the participant's State ORP account. Because these are mandatory contributions, they do not count against the IRS's elective deferral limit under IRC Section 402(g). They stack on top of everything else, subject only to the 2026 415(c) ceiling of $72,000 — up from $70,000 last year.

Employee: 9% of salary (mandatory)
Employer: 5% remitted to ORP account
2026 415(c) Ceiling: $72,000

401(k) Deferred Comp: ​The 401(k) — Voluntary Deferral Layer One

Through PEBA's Deferred Compensation Program (administered by Empower Retirement), state employees can voluntarily defer income into a 401(k) plan up to the annual IRS elective deferral limit. Both traditional pre-tax and Roth options are available. The 2026 limit increased to $24,500 — up $1,000 from 2025. This is the plan most people are familiar with, but for state employees, it's only the beginning.

2026 Limit: $24,500
Age 50–59 / 64+ Catch-Up: +$8,000
Age 60–63 SECURE Act 2.0 Catch-Up: +$11,250

457(b) Deferred Comp: ​The 457(b) — The Plan That Changes Everything

Here is where most financial plans fall short for state employees: the governmental 457(b). This plan carries its own completely independent IRS contribution limit under IRC Section 457(e)(15) — a limit that does not coordinate with the 401(k) at all. A state employee can max both in the same year, in full, simultaneously. The 457(b) limit also increased to $24,500 in 2026. Beyond the deferral opportunity, the 457(b) carries a unique advantage in retirement: distributions before age 59½ are not subject to the 10% early withdrawal penalty if you're separated from service (retired), making it an exceptional bridge asset for early retirees.

2026 Limit: $24,500 (fully independent of 401(k))
Age 50–59 / 64+ Catch-Up: +$8,000 (must be Roth if income >$150k)
Age 60–63 SECURE Act 2.0 Catch-Up: +$11,250 (can remain pre-tax)
No 10% early withdrawal penalty if separated from service

⚠ New for 2026 — SECURE Act 2.0 Roth Catch-Up Requirement

Starting January 1, 2026, employees who earned more than $150,000 in FICA wages from the same employer in the prior year must make their 401(k) age-based catch-up contributions as Roth (after-tax) rather than pre-tax. This applies to the 401(k) catch-up. Importantly, the 457(b) traditional catch-up is NOT subject to this requirement and can still be made pre-tax regardless of income level — an additional reason to prioritize the 457(b) for high earners.

The 2026 Numbers: What a Family Can Actually Defer

Let's put real figures behind this. Assume the state employee spouse earns $85,000 per year — a reasonable salary for a teacher, university staff member, state agency employee, or public health professional in South Carolina.
​

2026 Annual Retirement Contribution Capacity — SC State Employee, $85,000 Salary (Under Age 50)

PLAN	TYPE	AMOUNT
State ORP 401(a) — Employee Contribution (9%)	Mandatory	$7,650
State ORP 401(a) — Employer Contribution (5%)	Mandatory	$4,250
-	Subtotal — 401(a) ORP	$11,900
SC Deferred Comp — 401(k)	Voluntary Elective ​	$24,500
SC Deferred Comp — 457(b)	Voluntary Elective ​	$24,500
-	Total Annual Retirement Contributions	$60,900

Adding the mandatory ORP contributions on top of the age 60–63 scenario pushes a single household's annual retirement savings to over $83,000 — a figure that would be impossible to approach through private-sector employment alone.

​The Real Strategy: Running the Paycheck to Zero

Here's where this becomes genuinely elegant for the right household. When a high-earning private-sector spouse — an attorney, physician, executive, engineer, or finance professional — brings in $250,000, $350,000, or more per year, the family's lifestyle does not depend on the state employee's take-home pay in the slightest.

That creates a rare and powerful opportunity: the state employee's paycheck can be directed almost entirely into retirement accounts. After mandatory ORP contributions (which come out automatically at 9%), the employee elects maximum 401(k) and 457(b) deferrals through payroll. The result is a take-home paycheck that may be a few hundred dollars — or in some cases, essentially zero — while every earned dollar is either in a retirement account or covering mandatory deductions like health insurance premiums.

​A Realistic 2026 Scenario: The Parker Household

Spouse A is a medical device sales representative earning $310,000 in W-2 compensation. Their employer's 401(k) is maxed at $24,500 for 2026.

Spouse B is a public school teacher earning $72,000, enrolled in the State ORP. She elects maximum contributions to both the 401(k) and 457(b) through the SC Deferred Compensation Program. At age 44, she is below the catch-up threshold.
After mandatory ORP contributions (9% = $6,480) and voluntary 401(k) and 457(b) deferrals ($24,500 each), Spouse B's net paycheck is reduced to near zero. The family lives on Spouse A's income, which is more than sufficient.

Combined Household Pre-tax Retirement Contributions That Year:
$24,500 (Spouse A's 401k) + $6,480 (Spouse B's ORP employee) + $3,600 (Spouse B's ORP employer) + $24,500 (Spouse B's 401k) + $24,500 (Spouse B's 457b) = $83,580 total, of which $79,980 is the family's own earned income redirected into retirement accounts.
​
At a combined marginal federal rate of 32–35% and South Carolina's 6.4% state income tax rate, this household is deferring approximately $30,000–$36,000 in taxes per year — money that stays invested and compounding rather than flowing to the IRS.

​Why the Tax Arbitrage Works So Powerfully

The entire premise of a traditional tax-deferred retirement account rests on a simple bet: that your tax rate in retirement will be lower than your tax rate today. For high-earning households in their prime working years, that bet is almost always correct and often dramatically so.

Working Years — Tax Rate Today: 32-37%
Combined household income pushes the family into the top federal brackets, plus South Carolina's 6.4% flat state income tax rate. Every pre-tax dollar deferred saves real money today.

Retirement - Tax Rate Later: 12-22%
Retirement income is controlled and flexible. With no W-2 income, the family draws from accounts strategically — often at rates a fraction of what they paid during their working years.

The spread between those two rates is the family's permanent gain. It doesn't disappear. It doesn't get clawed back. Every dollar deferred at 35% and withdrawn at 15% represents a permanent 20-cent-per-dollar benefit — in addition to decades of tax-deferred compounding growth inside the accounts.

For a household deferring $75,000 per year over 20 working years — and earning a conservative 7% annually inside those accounts — the result is a retirement account balance well into eight figures, most of it having never been touched by the IRS during the accumulation phase.​

​Two Ways to Think About Plan Selection

Option A: State ORP (401a) + Full Voluntary Deferral Stack
Employees who opt into the State ORP trade the defined benefit pension (SCRS) for a portable, self-directed defined contribution account. In exchange, they gain full control over their investments and the ability to pair the ORP with the complete 401(k) and 457(b) deferral stack. For younger employees with long time horizons and high household income, this is typically the stronger wealth-building path. ORP balances are immediately vested and fully portable if the employee ever leaves state employment — a significant advantage for those who may not stay in public service for an entire career.

Option B: SCRS Pension + Voluntary Deferral Stack
Employees who remain in the South Carolina Retirement System (SCRS) receive a defined benefit pension — a guaranteed lifetime monthly income in retirement calculated using average final compensation, years of service, and a 1.82% benefit multiplier. Critically, SCRS members can still participate in the SC Deferred Compensation Program and contribute to both the 401(k) and the 457(b). The voluntary deferral opportunity is the same; what changes is the foundation underneath it. For employees with long projected tenure, older entry ages, or a strong preference for guaranteed lifetime income, SCRS may be the better primary plan — with the full voluntary deferral stack layered on top regardless.

The right choice depends on age, years of service, projected retirement date, risk tolerance, household income mix, and how a pension income stream fits into the overall retirement plan. It is one of the most consequential elections a state employee will ever make, and it deserves careful, individualized analysis — not a default decision made at new hire orientation under time pressure.

​What Most Families Get Wrong

​The most common mistake we see is partial participation. The state employee maxes the 401(k) — because that's the plan everyone's heard of — and ignores the 457(b) entirely. In doing so, they leave $24,500 of deferral capacity (plus catch-up, if eligible) on the table every single year. Over a 20-year career, that's a six-figure missed opportunity in tax savings alone, before counting the investment growth lost inside those accounts.

The second most common mistake is treating these decisions in isolation from the household's overall tax picture. The private-sector spouse's income, their employer plan, the potential for backdoor Roth contributions, the timing of Roth conversions in future low-income years — all of these interact. The state employee's plan stack is powerful on its own, but it reaches its full potential when integrated into a coordinated household tax strategy built around your specific income trajectory and retirement timeline.

The third mistake: waiting. New state employees have just 30 days from their hire date to choose between SCRS and State ORP. That decision is largely irrevocable. Getting it right at the start — ideally with professional guidance before the clock starts running — is far easier than trying to correct it later during the narrow annual open enrollment window.

​The Bottom Line

​South Carolina state employment isn't typically associated with high compensation — and that reputation is often fair. But for the right household, the benefits side of the ledger is exceptional. The combination of a 401(a), 401(k), and 457(b) creates a deferral opportunity that no private-sector employee can match, and when paired with a high-income spouse who funds the family's lifestyle, it produces a tax outcome that even sophisticated families find remarkable the first time they see it modeled out.

This is exactly the kind of planning we do at Oak Street Advisors — not just reviewing your investment accounts, but building a strategy around every income source, every account type, and every tax lever available to your household. If your family fits this profile, or you suspect you're leaving deferral capacity on the table, the conversation is worth having.

Let's Run Your Numbers

​Oak Street Advisors is a fee-only fiduciary RIA serving high-earning families in Mount Pleasant, Myrtle Beach, and across South Carolina. We specialize in tax planning for  retirees and HENRYs — and we never earn commissions or sell products.

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Disclosure: This content is for informational and educational purposes only and does not constitute personalized investment, tax, or legal advice. Contribution limits referenced are for the 2026 tax year per IRS Notice 2025-67 and are subject to change. SC PEBA contribution rates are sourced from PEBA's fiscal year 2026 publications and are subject to change by the South Carolina General Assembly. The scenarios presented are hypothetical and for illustrative purposes only; individual results will vary. Investment returns are not guaranteed. Oak Street Advisors is a Registered Investment Advisor, currently registered with the SEC as of March 2026. Please consult a qualified financial and tax professional before making retirement plan decisions.