1. Employee vs. Employer Contributions
401(k) plans typically include both employee elective deferrals and employer matching or profit-sharing. In divorce cases, employee contributions are generally 100% marital property (at least for funds contributed during the marriage), but employer contributions may be subject to a vesting schedule. A good QDRO will specifically state whether only the vested portion is being divided or if the alternate payee is entitled to future vesting post-divorce—which could be a key bargaining point.

