If your employer contributes to your plan, a vesting schedule for the employer’s contribution is part of the plan. This schedule ties in a non-forfeitable percentage to the employer’s contribution for each year of service until you are fully vested – 100% – in the employer contribution.

Vesting schedules vary with the employer. A sample schedule could include you being fully vested after three years of service. After year one the schedule may have you one third vested; after year two you could be two thirds invested; finally upon your third anniversary you would have full entitlement to your employer’s contributions, thus you would be 100% vested.

In all cases, upon leaving a company your contribution and any rollover funds are yours to keep. However, depending on your employer’s vesting schedule only a percentage of the funds contributed by your employer may actually be yours to keep. If you leave before you are fully vested, you stand to lose a significant amount of money. Thus, it behooves you to calculate whether the financial benefits of the new job outweigh any potential loss of employer contributions to your 401(k) account.