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Teachers who have access to both a 403(b) and a 457(b) can generally contribute up to the 2026 basic limit of $24,500 to each plan, subject to plan rules and other limits. The practical way to maximize the opportunity is to check employer contributions, identify which catch-ups apply, set payroll elections carefully, and monitor contributions across the year.
Start with the plans your employer actually offers
A school’s benefits portal or plan administrator can confirm whether you have a 403(b), a 457(b), or both. If a 457(b) is offered, find out whether it is governmental or tax-exempt: some catch-up rules differ by plan type. Do not assume that every employer offers the same vendors, investments, Roth features, matching contributions, or catch-up options.
Before choosing a contribution amount, review the current summary plan description, investment menu, fee disclosures, and payroll-election instructions. These documents establish the choices and deadlines that apply to your plan.
Know the 2026 limits before setting payroll deductions
| Plan limit or catch-up | 2026 amount or rule | What it means |
|---|---|---|
| 403(b) elective deferrals | $24,500 basic limit | This is the standard employee salary-deferral limit. A qualifying catch-up may increase the amount. |
| 403(b) annual additions | Generally the lesser of $72,000 or 100% of includible compensation for the most recent year of service | This cap generally counts employee deferrals and employer contributions together. Catch-up deferrals are treated separately from this general cap. |
| 457(b) basic annual deferrals | $24,500 for governmental plans | Check the applicable plan and any compensation constraint with the administrator. |
| Age-based catch-up | $8,000 for eligible participants age 50 or older; $11,250 instead for eligible participants aged 60 through 63 | Plan terms must permit the catch-up. The higher amount applies to the specified age band, not as an addition to the $8,000 catch-up. |
| 403(b) 15-year service catch-up | Up to $3,000 in a year, subject to a three-part lesser-of formula | Requires at least 15 years with the same eligible employer and plan permission; available room depends on prior deferrals. |
| 457(b) special catch-up | In the final three taxable years before normal retirement age, up to the lesser of twice the annual limit or the annual limit plus eligible unused amounts from earlier years | Only available if the plan permits it and the participant meets the prior-deferral-history rules. A participant cannot also use the age-based 457 catch-up in the same year. |
The Internal Revenue Service announced the 2026 limits in 2025 and states in its 403(b) contribution-limit guidance that the elective salary-deferral limit is $24,500. The $72,000 403(b) annual-additions figure is a dollar ceiling, not a guarantee that every employee can contribute that much: the compensation limit and employer contributions can make the effective ceiling lower.
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Generally, yes, if you are eligible for both plans and their terms allow the contributions. IRS rules require 403(b) deferrals to be combined with deferrals to certain other arrangements, including 401(k) and SIMPLE plans, but exclude 457 plans from that aggregation. As a result, the basic 403(b) and governmental 457(b) limits are generally separate: $24,500 for each in 2026, rather than one shared $24,500 limit.
This does not remove the separate 403(b) annual-additions cap, compensation constraints, or plan-specific rules. If you also contribute to another plan that must be aggregated with your 403(b), track those deferrals when checking the applicable limit.
Check whether a catch-up increases your limit
Age-based catch-ups
For 2026, an eligible participant who is age 50 or older by year-end may generally make an additional $8,000 catch-up contribution if the plan permits it. Eligible participants aged 60 through 63 may qualify for an $11,250 catch-up instead. Confirm how your plan handles catch-up elections and payroll deductions.
The plan type matters for a 457(b): the age-50 catch-up is not available in a tax-exempt organization 457(b). Do not apply a governmental 457(b) rule to a tax-exempt plan without checking with the administrator.
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The 403(b) 15-year rule
Some 403(b) plans allow an additional elective deferral for employees with at least 15 years of service with the same eligible employer. Qualifying educational organizations can include public or private schools, but the plan must permit the feature and service must be counted under IRS rules.
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- $3,000;
- $15,000 minus prior additional deferrals under the 15-year rule; or
- $5,000 multiplied by years of service, minus earlier elective deferrals.
That formula means the rule is not an automatic extra $3,000 every year. Ask the plan administrator to verify service, prior contributions, and remaining eligibility, and keep records supporting the calculation.
If both the 15-year and age-based 403(b) catch-ups apply, IRS guidance says deferrals above the standard limit are applied first to the 15-year catch-up, to the extent permitted, and then to the age-based catch-up.
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The 457(b) special catch-up
A qualifying 457(b) plan may offer a special catch-up during the three taxable years before the plan’s stated normal retirement age. Its calculation depends on eligible unused deferral amounts from earlier years and the plan’s normal-retirement-age definition. The administrator should calculate eligibility from your deferral history. In a year when you use this special 457(b) catch-up, you cannot also use the age-based 457(b) catch-up; compare the eligible limits to determine which one is larger.
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- Confirm each plan and its type. Ask whether the 457(b) is governmental or tax-exempt, and whether each plan allows Roth deferrals, employer contributions, and the catch-ups you may qualify for.
- Check employer contributions first. Find out whether a match or other employer contribution is available and what employee deferral is needed to receive it. Include employer contributions when checking the 403(b) annual-additions limit.
- Calculate basic limits and catch-ups separately. Start with the applicable $24,500 basic limit, then verify any age-based or plan-specific catch-up. For the 403(b) 15-year rule and 457(b) special catch-up, use the required service or prior-deferral records rather than an estimate.
- Choose payroll deductions that fit your circumstances. Consider cash-flow needs, debt, pension benefits, tax bracket, investment choices, fees, and distribution rules. The contribution limits alone do not establish whether a 403(b) or 457(b) should come first for you.
- Track totals during the year. Check year-to-date deductions across plans subject to aggregation, and revisit your elections if your employment, compensation, or plan options change.
Compare plan features, not just contribution limits
When both plans are available, compare the features that affect what you receive and how the account may work for you:
- Employer contributions: whether a match or other contribution exists, and what deferral is required.
- Costs and investments: the available investment menu and all-in administrative and investment expenses shown in the plan disclosures.
- Tax treatment: whether traditional and Roth deferrals are offered and how each option fits your tax circumstances.
- Access to savings: plan-specific distribution and rollover rules, which should be confirmed in the plan documents.
- Catch-up eligibility: whether the 403(b) service-year feature or either 457(b) catch-up is available and whether you qualify.
Federal limits establish how much may generally be deferred; they do not identify a district’s vendors, fees, investment quality, or distribution terms. Those details must come from your employer and plan disclosures.
Keep the tax and plan rules in view
This article covers general federal 2026 limits, not individualized tax or investment advice. The amount you can contribute may depend on compensation, prior deferrals, employer contributions, age, service history, and plan terms. If your situation involves multiple employers or plans, uncertain service records, or a catch-up calculation, ask the administrator or a qualified tax professional to confirm the limit before changing payroll elections.
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