Bristol-Myers Squibb Company Employee Incentive Thrift Plan
Bristol-Myers Squibb Company · Princeton, NJ · EIN 220790350 · Plan 007 · Form 5500 for plan year 2024
What Bristol-Myers Squibb put into the plan, per active participant
$5,582
Bristol-Myers Squibb Company put $5,582 into this plan for each of its 167 active participants in plan year 2024. That is the whole employer side, matching money, profit sharing, non-elective and safe-harbor contributions and reallocated forfeitures together, because the Form 5500 reports them on one line, so it is not the match rate.
Bristol-Myers Squibb put in more per active participant than 73% of plans with 100–499 participants in pharmaceuticals and chemicals. The middle plan in that group of 492 reported $3,534. Pharmaceuticals and chemicals comes from business code 325410, which Bristol-Myers Squibb Company entered on its own Form 5500. Sponsors pick that code themselves, so a code that does not describe what the employer does ranks the plan against the wrong companies.
What this figure cannot separate: how much Bristol-Myers Squibb pays, and how much it puts in
This is dollars, not a rate. A Form 5500 carries no payroll, so the figure reflects both how much the employer puts in and how much the employer pays: two plans running the same formula report different amounts when one pays better. Crossing the peer group with industry holds most of that difference still, and none of it disappears.
This is one plan year, not an average. A true-up, a plan merger or a one-off contribution moves a single year on its own.
Source: Form 5500 filing for the plan year ended December 31, 2024, received by the DOL June 30, 2025 · DOL EFAST2 ↗
The $5,582 above is the Form 5500 figure for plan year 2024, and it counts every employer dollar on one line. Bristol-Myers Squibb Company also files a Form 11-K, which states the match formula on its own for plan year 2025: the section below reads $2,970 a year at a $49,500 salary, and the same filing states employer contributions made outside the match. That second figure is what the formula pays one worker on that salary, and not an amount either filing reports. The two figures cover different plan years and measure different things, so neither one is the other one corrected.
What the plan cost, per participant
Not ranked
The Form 5500 filing does not report the plan-paid administrative expenses this figure needs.
401(k) Monitor Score
Not scored
This filing reports one of the two amounts the score is built from, so it takes none. The Form 5500 filing does not report the plan-paid administrative expenses this figure needs.
It keeps whichever of the two it does report, above. Nothing is filled in from an average, from another year or from another plan, because a two-part score computed on one part is a different measure wearing the same name.
What the score would read, on a filing that carries both: Where this plan stands against plans of its size and industry on two amounts its Form 5500 reports: employer money in per active person, and plan-paid cost per person. It reads no match formula, no vesting schedule and no fund lineup, because a Form 5500 states none of them.
On this page: the match and vesting terms · what to check next · every figure on the filing · fees itemised · the plans this one is ranked against · service providers
The match and vesting terms, from a Form 11-K
The match formula and the vesting schedule are stated in a Form 11-K, which is filed only by employers whose plan holds company stock. A Form 5500 reports neither.
What Bristol-Myers Squibb puts in
$2,970
a year, at a $49,500 salary.
The match paragraph, word for word
“The Plan allows for catch-up contributions for participants who are 50 years of age or older. Catch-up contributions are intended to give eligible participants the opportunity to make additional pre-tax and/or Roth 401(k) contributions over the applicable Internal Revenue Service (IRS) and Plan limits. Catch-up contributions can be from 1% to 75% of the participant’s annual benefit salary or wages, subject to applicable Code limits and guidelines. There is no Company match on catch-up contributions. Effective January 1, 2026, if a participant's FICA wages paid by BMS in the prior calendar year exceeded $150,000, any catch up contributions to the Plan must be made as Roth 401(k) contributions. The Plan allows for Roth 401(k) in-plan conversion to provide participants the ability to diversify retirement assets between Roth and non-Roth 401(k) accounts in accordance with applicable Roth 401(k) requirements. Employer Contributions – The Company makes a matching contribution equal to one dollar for each dollar of participant contributions not to exceed 6% of the participant’s eligible compensation.”
What you contribute to collect all of it
Contribute at least 6% of your pay to collect the full match.
That is $2,970 a year at a $49,500 salary, and it scales with your own.
Vesting score
71.43 out of 100
How fast the employer’s money becomes yours. Higher than 32% of the 253 schedules we have scored.
It measures vesting speed and nothing else. It says nothing about the size of the match, what the plan charges, or the funds inside it.
Share of the employer's money that is the worker's at hire and at each of the first 6 anniversaries: 0%, 33%, 67%, 100%, 100%, 100%, 100%. The score is the average of those 7 readings.
Vesting, word for word
“Vesting – Matching contributions vest over a three year period at a rate of 33% after 1 year of service a participant completes, 67% after two years of service, and 100% after three years of service and additional annual contributions vest at the rate of 20% for each year of qualifying service. In addition, a participant will become 100% vested in Company contributions regardless of his or her years of service upon death while employed by the Company. A participant is always 100% vested in his or her pre-tax, Roth 401(k), traditional after-tax, rollover contributions from other plans and catch-up contributions, as well as any earnings thereon.”
The wait before the match starts and the year-end true-up appear above when the filing states them. Neither is part of the score, and a filing that is silent on one of them is not a plan without it.
What the plan costs, against plans of its size
Not reported
The Form 5500 filing does not report the plan-paid administrative expenses this figure needs.
The match, vesting and eligibility terms above are read from the Form 11-K filed by Bristol-Myers Squibb Company, whose page states the full formula, the vesting schedule and the sentence behind each one.
What to check next
Collecting the whole match
Bristol-Myers Squibb’s Form 11-K pays the whole match at 6% of pay, which is $2,970 a year at a $49,500 salary and scales with your own. Your payslip and your recordkeeper account both show the rate you set. A rate below 6% collects less than the whole match.
That Form 11-K covers plan year 2025. The plan’s Summary Plan Description states the terms in force, and the plan administrator must provide it to participants on request.
Your own numbers are not on this page
Every figure here is the whole plan for plan year 2024, taken from one filing and divided by headcounts. Your own contribution rate, your balance and the fees taken from your account are on your recordkeeper’s site. What you may put in during a year is set by the IRS and not by the plan: this year’s limits ↗.
Key figures
| Total plan assets, end of year | $67,337,413 |
|---|---|
| Net assets | $67,337,413 |
| Participants, beginning of year | 283 |
| Of which active | 167 |
| Plan type | Single employer |
| Size cohortThe peer group we rank fees against. | 100–499 participants |
| Employer share of the money that went in, plan year 2024The rest came from employees, who put in $1,668,889. The share falls when employees save more, so a plan whose staff contribute heavily reads lower here through no act of the employer. It is printed as a fact and it is not part of the score. | 36% |
Plan-paid administrative expenses
This filing does not itemize provider fees; many plans pay them from fund assets instead. Absence here is a reporting artifact, not a $0 cost.
The plans this one is ranked against
Fees on this page are ranked against the 100–499 participant cohort, where the median plan pays $156.87 per participant. The sponsor files from New Jersey, one of 1,799 plans on file there, at a median of $116.34 per participant. Its business code places the plan in pharmaceuticals and chemicals, one of 942 on file, which run to a median of $128.47.
Plans of a similar size in New Jersey
| Plan | Participants | Cost per participant |
|---|---|---|
| Tahari Ltd. Employee Savings Plan And TrustTahari LLC | 284 | $171.56 |
| Millennium Systems International, LLC 401(k) PlanMillennium Systems International LLC | 284 | $23.39 |
| Rks Associates 401(k) PlanRks Associates | 283 | $245.24 |
| Spectrum Laboratory Products, Inc. 401(k) PlanSpectrum Laboratory Products, Inc. | 283 | $295.08 |
Service providers (Schedule C)
Not reported in filing. Plans with bundled or revenue-sharing arrangements often report no Schedule C provider compensation. Absence here is a reporting artifact, not a $0 cost.
Useful links
- Find a 401(k) you left at an old job ↗
The DOL's Retirement Savings Lost & Found. Free and official.
- Look up this plan's full Form 5500 ↗
The DOL's own filing search. Search by plan or sponsor name.
- Download this plan's data (CSV) ↗
Every field on this page, one row, ready for a spreadsheet.
Source
| Dataset | DOL EFAST2 Form 5500 bulk data (FOIA) |
|---|---|
| Form year | 2024 |
| Filing ACK_ID | 20250630122505NAL0016371424001 |
| Dataset last refreshed | July 28, 2026 |
Bulk dataset at askebsa.dol.gov ↗ · Look up the filing on EFAST2 ↗
Filings lag by design: a plan can file up to 9½ months after its year ends, so this is the newest data on file. Why filings lag
Cite this page
401(k) Monitor, "Bristol-Myers Squibb Company Employee Incentive Thrift Plan: Form 5500 facts", from DOL EFAST2 filing 20250630122505NAL0016371424001, plan year ended December 31, 2024.