Another consideration is plan design. For one company, this became an issue when it wanted to facilitate profit-sharing and, in doing so, add a more flexible eligibility investing schedule than its MEP supported. Hidden fees is another issue we've seen. We spoke with an employer de-adopting its MEP who was not told up front that it would cost an additional 25 basis points to add in revenue sharing. Small companies can learn a lot by asking the right questions and thinking about their short- and long-term vision for their 401(k) plans. After all, the goal is to best support employees not just today, but for their future as well.

https://www.investmentnews.com/article/20190102/BLOG09/190109991/why-meps-arent-right-for-all-401-k-plan-sponsors