J.B. Hunt Benefits: A Guide to Your 401(k), Deferred Compensation, and Equity
J.B. Hunt builds compensation across pay and retirement savings. For management roles and above they also provide deferred compensation and equity awards. These guides cover how each plan works and include a savings route some high earners may not know they have.
Crystal Oak Wealth Management is not affiliated with, endorsed by, or sponsored by J.B. Hunt Transport Services, Inc. Plan names are used for identification purposes only and remain the property of their respective owners. Benefit plans can change at any time. Consult your HR department and your official plan documents before acting on anything described here.
Key takeaways
- The company matches 50 percent of the first 6 percent of compensation you contribute. Because it is a half match, you contribute 6 percent to receive 3 percent.
- You can start contributing immediately on hire, but matching contributions require one year of qualifying service. Those are two different dates.
- The plan provides for Roth elective deferrals, after-tax deferrals, and in-plan Roth rollovers. The last two are the building blocks of the Mega Backdoor Roth, the most overlooked feature in the plan for higher earners.
- Equity comes as time-vested and performance-based restricted share units under the Management Incentive Plan. Performance awards are tied to operating income, EBITDA, and return on invested capital.
- The Deferred Compensation Plan allows deferral beyond 401(k) limits, but carries a creditor risk that qualified plans do not. These elections are difficult to reverse.
Sources: SEC: Employee Retirement Plan, Form 11-K for the fiscal year ended December 31, 2025, on the match formula, eligibility, and the Roth and after-tax features · SEC: 2026 Proxy Statement, on awards granted under the Management Incentive Plan and the Deferred Compensation Plan.
Your benefits, one plan at a time
Which of these apply depends on your role and tenure. Each guide covers how the plan works, how it is taxed, and the mistakes we see most often.
How awards vest, why the tax bill catches people off guard, and keeping a growing position from taking over the portfolio.
Read the guideDeferring income beyond the 401(k), the tradeoffs that make it less flexible, and the risk every participant should weigh.
Read the guideThe right move depends on the stage
The same benefit calls for different decisions depending on where you are in your career. A rough map of what tends to matter when.
You can begin salary deferrals immediately after your employment start date. Matching contributions are a separate question and require one year of qualifying service. Knowing both dates prevents the common mistake of assuming the match started when your contributions did.
The match is 50 percent of the first 6 percent of compensation. Contributing less than 6 percent leaves part of the available match unclaimed. Once the match is captured, look at vesting. Your own deferrals are yours immediately, but employer contributions vest on a graded schedule over six years: nothing through year one, then 20 percent at two years and 20 more each year until 100 percent at six. That schedule is a real input into any decision around timing a job change.
The plan provides for after-tax deferrals and in-plan Roth rollovers. Together those allow some participants who are already maxing standard contributions to save well beyond the usual limits and land the money in Roth. It is the most commonly missed opportunity here. It is worth confirming the current mechanics with the plan administrator before relying on it.
Restricted share units vest on schedules that create taxable income in particular years, and performance-based awards only convert to shares if the underlying targets are met. Withholding often falls short at higher incomes, and the shares you keep start a new holding period. Planning the sale before vesting beats reacting to it after.
Departure raises rollover questions and questions about unvested equity, as well as triggers the deferred compensation payout schedule you elected years earlier. Vesting matters most here, since leaving before six years of vesting service forfeits the unvested portion of the employer contributions. Retirement, permanent disability, and death all trigger full vesting regardless of the schedule.
J.B. Hunt benefits FAQ
How does the J.B. Hunt 401(k) match work?
The company matches 50 percent of the first 6 percent of compensation you contribute, once you meet the match eligibility requirements in the plan document. Because it is a half match rather than a dollar for dollar match, contributing 6 percent is what produces the full 3 percent. Confirm current terms in your plan materials.
When can I start, and when does the match start?
Those are two different dates. Employees other than those covered by a collective bargaining agreement, non-resident aliens, leased employees, and independent contractors can make salary reduction contributions immediately following their employment start date. Matching contributions require one year of qualifying service.
What is the Mega Backdoor Roth and do I have access?
It refers to making after-tax contributions to a 401(k) beyond the standard deferral limit and moving them into Roth, which can allow substantially more tax-advantaged saving. The plan provides for after-tax deferrals and in-plan Roth rollovers, which are the two features the strategy depends on. Whether it works for you depends on your remaining room under the annual additions limit and the current plan mechanics, so confirm both with the plan administrator before relying on it.
Why does the vesting schedule matter so much here?
Because your own contributions and the employer contributions are not treated the same way. Your deferrals are yours from day one. Employer contributions vest 0 percent through year one, then 20 percent at two years, 40 at three, 60 at four, 80 at five, and 100 percent at six years of vesting service, where a year requires 1,000 hours of service in a plan year. Leaving before you are fully vested forfeits the unvested portion, which makes the schedule a real input into decisions about timing a job change.
What form does J.B. Hunt equity take?
Restricted share units granted under the Management Incentive Plan, in both time-vested and performance-based form. Performance-based units are tied to measures including operating income, EBITDA, and return on invested capital, and convert to shares only if those targets are met. Recent filings show no outstanding stock options held by named executive officers.
Which plans am I eligible for?
The 401(k) is broadly available. Equity awards generally begin at management levels, and the Deferred Compensation Plan is a non-qualified plan of the type typically limited to a select group of management and highly compensated employees. Your plan documents and HR are the authoritative source on where you fall.
Are these official J.B. Hunt materials?
No. Crystal Oak Wealth Management is not affiliated with, endorsed by, or sponsored by J.B. Hunt Transport Services, Inc. These are independent educational guides. Your official plan documents and HR department are authoritative, and plans can change at any time.
Do you work with J.B. Hunt employees?
Yes. We are based in Rogers, a few minutes from the Lowell headquarters, and these questions come up often, particularly around the Mega Backdoor Roth and deferred compensation. We will tell you honestly whether working together makes sense.
Sources: SEC: Employee Retirement Plan, Form 11-K for the fiscal year ended December 31, 2025, on the match, eligibility, and the graded vesting schedule · SEC: 2026 Proxy Statement, on equity awards under the Management Incentive Plan · IRS: Designated Roth accounts FAQ.
How these fit a financial plan
Employer benefits are one input into a broader plan. These guides cover the decisions they connect to.
Want a second set of eyes on your benefits?
We help employees work through the vesting schedule, the Mega Backdoor Roth question, and how equity and deferred compensation fit the rest of the plan. Education first, and always the right fit before anything else.
This page is educational and is not investment, tax, or legal advice, a projection of performance, or an indication of future results. Any scenario shown is hypothetical and is not a recommendation. All investing involves risk, including possible loss of principal, and diversification does not guarantee a profit or protect against loss. Crystal Oak does not draft legal documents, prepare valuations, or file tax returns. Fees shown are current and subject to change, ranges reflect scope, and the applicable fee is set in writing before an engagement begins. Any process or timing described is illustrative. Always consult a qualified professional about your situation before taking action.
Crystal Oak Wealth Management is not affiliated with, endorsed by, sponsored by, or approved by J.B. Hunt Transport Services, Inc.. Plan names are used for identification only and remain the property of their owners. Benefit plans can change at any time. Your official plan documents and your plan administrator are the authoritative source, and you should confirm details there before acting on anything described here.
Opinions are those of Crystal Oak Wealth Management, LLC. Information comes from sources believed reliable but is not guaranteed for accuracy or completeness. Discuss any idea with your adviser before acting on it.
Advisory services are offered through Crystal Oak Wealth Management, LLC, an Investment Advisor in the State of Arkansas. Registration does not imply a certain level of skill or training. Crystal Oak is a fee-based fiduciary. Insurance is offered separately through Paul E. Schuder, Jr., Sole Proprietor, an affiliated company that may earn commissions, a conflict disclosed in Form ADV Part 2A, available on request or at adviserinfo.sec.gov. This is not an offer to sell advisory services outside the States of Arkansas and Texas, or where not legally permitted.