Yes. You can generally contribute to a 403(b) and a 457(b) during the same calendar year. The plans have separate elective-deferral limits because 457(b) contributions are excluded from the aggregation rule that normally combines 403(b) deferrals with 401(k), SIMPLE IRA and similar plans.
For 2026, that structure can allow $24,500 of basic deferrals to each plan, but your actual amount depends on plan terms, compensation, other workplace-plan contributions and catch-up eligibility.
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How the two contribution limits interact
The important distinction is not simply that you have two accounts. It is how federal law groups the plans for elective-deferral purposes.
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| Plan | 2026 basic elective-deferral limit | How it interacts with the other plan |
|---|---|---|
| 403(b) | $24,500 | Generally combined with your deferrals to a 401(k), SIMPLE IRA and other covered arrangements, but not with a 457 plan. |
| 457(b) | $24,500 | Has its own basic limit; 457(b) deferrals are excluded from the 403(b) aggregation rule. |
That means a 457(b) contribution normally does not use up the $24,500 elective-deferral limit that applies to your 403(b) and other covered non-457 plans. The IRS describes the rule this way: employees combine 403(b) contributions with contributions to all other plans in which they participate, “other than 457 plans.”
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What counts toward the shared 403(b) limit
If you defer $10,000 into a 401(k) and $14,500 into a 403(b) during 2026, you have used the $24,500 basic non-457 limit. You generally could not defer another $5,000 to the 403(b) under that basic limit, even though you could still contribute up to the separate 457(b) limit if your 457 plan permits it.
The same coordination issue can arise with a SIMPLE IRA or another arrangement covered by the 403(b) aggregation rule. Your payroll records must include contributions made through every employer, not just the employer sponsoring the 403(b).
What the often-quoted $49,000 means
Adding the two 2026 basic limits produces $49,000: $24,500 in the 403(b) and $24,500 in the 457(b). That is a planning ceiling, not an automatic personal allowance.
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- Both employers or plans must permit the contribution elections you want to make.
- You need enough includible compensation to support the payroll deductions.
- You cannot have other 401(k), SIMPLE IRA or similar deferrals consuming part of the shared 403(b) limit.
- A plan may impose a lower limit or a payroll deadline even when federal law permits more.
- Catch-up rules, employer contributions and the 403(b) annual-additions limit can change the amount that is ultimately allowed.
For these reasons, do not treat $49,000 as a guaranteed contribution amount or as individualized tax advice. It is the sum of two basic 2026 limits before applying your facts.
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Catch-up contributions can increase the total
Catch-ups are separate features with different eligibility tests. A plan must offer the feature, and you must satisfy the applicable age, service or retirement-timing requirements.
Age-based catch-up for 2026
The general age-50 catch-up amount for eligible plans is $8,000 in 2026. For an eligible participant who is age 60 through 63, the higher catch-up amount is $11,250. The relevant age is determined under the plan and tax-year rules, so confirm how your administrator applies the threshold when you reach one of those ages.
A governmental 457(b) may allow an age-50 catch-up. Whether your particular 457(b) does so depends on its written terms and your eligibility. Do not assume that an age-based catch-up is available merely because the plan is labeled 457(b).
403(b) 15-year service catch-up
A 403(b) may provide a special catch-up for an employee with at least 15 years of service at a qualifying employer. The additional amount is determined by a statutory calculation that considers your service and prior deferrals, and the plan must permit the feature. Because the calculation is individualized, your administrator must determine the available amount rather than applying a flat number.
If you qualify for both the 15-year service catch-up and the age-based catch-up, IRS guidance applies deferrals above the standard limit first to the 15-year service catch-up and then to the age-based catch-up.
457(b) special catch-up before normal retirement age
A 457(b) may offer a special catch-up during the final three taxable years before the plan’s normal retirement age. Its availability depends on the normal retirement age written into the plan, your expected retirement timing and your history of unused deferral opportunities. The special catch-up is not an automatic addition to the age-50 catch-up; the plan must calculate which rule applies and how much remains available.
| Catch-up feature | Potential 2026 amount or rule | Key qualification |
|---|---|---|
| General age 50+ | $8,000 | Available only if the plan offers it and you meet the age requirement. |
| Age 60–63 | $11,250 | Higher age-based amount for eligible participants in this age range. |
| 403(b) 15-year service | Individual statutory calculation | Requires at least 15 years of qualifying service, plan permission and sufficient prior-deferral history. |
| 457(b) special catch-up | Individual calculation | Potentially available in the final three taxable years before the plan’s normal retirement age. |
The 403(b) annual-additions limit is a separate check
Elective deferrals are not the only restriction on a 403(b). For 2026, the annual-additions dollar cap is generally $72,000, subject also to a limit of 100% of includible compensation.
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One free scan finds every outdated or missing driver and matches the right update for your exact hardware.Free scan · exact hardware matchAnnual additions generally include your 403(b) salary deferrals and employer contributions. Thus, an employer contribution can reduce the remaining room under this limit even when you have not reached the $24,500 elective-deferral ceiling. For example, a participant with $24,500 of salary deferrals and $50,000 of employer contributions would need to examine the $72,000 cap and the compensation test, not just the elective-deferral limit.
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The 457(b) rule that allows a separate elective-deferral limit does not eliminate the need to review the 403(b)’s own annual-additions restrictions. Ask the plan administrator how employer money, matching contributions and nonelective contributions are counted for your account.
Examples of coordinating both plans
Example 1: Under age 50 with no other workplace plan
Assume you are eligible for both plans, have enough compensation and make no 401(k), SIMPLE IRA or other covered deferrals. You could elect $24,500 to the 403(b) and $24,500 to the 457(b), for $49,000 of basic employee deferrals. Employer contributions still require a separate 403(b) annual-additions review.
Example 2: A 401(k) uses part of the shared limit
You contribute $10,000 to a 401(k). That leaves $14,500 of the 2026 basic shared limit for your 403(b), assuming no other covered deferrals. Your 457(b) can still receive up to its separate $24,500 basic limit if its terms and your compensation allow it. Your combined employee deferrals across all three plans would be $49,000, but the allocation is $10,000, $14,500 and $24,500 rather than $24,500 in each non-457 plan.
Example 3: Participant age 62
If you are age 62 and each plan permits the applicable age-based catch-up, the $11,250 higher catch-up could be added to the $24,500 basic limit for each plan, producing a potential $35,750 per plan. That would be $71,500 in basic deferrals and age-based catch-ups before considering other plan contributions, compensation, plan limits or a 403(b) service catch-up. A governmental 457(b) must permit the catch-up, and your 403(b) must separately permit its catch-up.
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Example 4: 403(b) service catch-up
Suppose you have 15 years of qualifying service and your 403(b) includes the service catch-up. The administrator must review your historical deferrals and apply the statutory formula. You cannot determine the extra amount simply by adding another $8,000; the service calculation may produce a different result, and the age-based catch-up is applied afterward when both are available.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.How to set up contributions without exceeding a limit
- List every workplace plan. Record 403(b), 457(b), 401(k), SIMPLE IRA and similar arrangements in which you contributed or could contribute during 2026.
- Separate non-457 deferrals. Add expected 401(k), SIMPLE IRA and other covered deferrals to your planned 403(b) amount. Keep that total within the applicable shared limit, including any catch-up rules.
- Confirm both plan types and terms. Ask whether the 457(b) is governmental or tax-exempt, whether age-based and special catch-ups are offered, and whether the 403(b) offers the 15-year service catch-up.
- Check compensation and employer money. Verify that your salary supports the elections and calculate projected employer contributions against the 403(b) annual-additions limit.
- Set payroll percentages using remaining pay periods. Divide the desired annual amount by the number of remaining paychecks, allowing for payroll rounding and any contribution cutoff dates.
- Reconcile after each payroll change. Review year-to-date deferrals whenever you change jobs, receive a bonus, alter your percentage or begin a second plan.
- Correct an excess quickly. If payroll shows that you exceeded a limit, contact the plan administrator promptly. The correction method and deadline depend on the plan and the type of excess.
Common mistakes to avoid
- Assuming two plans always mean two full limits. A 401(k), SIMPLE IRA or similar plan can consume the shared 403(b) limit.
- Counting the 457(b) against the 403(b) limit. Federal rules generally exclude 457 plans from that particular aggregation, which is why the basic limits can be used independently.
- Treating catch-ups as automatic. Age, service, normal retirement age, prior deferrals and written plan terms all matter.
- Ignoring employer contributions. Employer money can create an annual-additions problem in the 403(b) even when salary deferrals are below $24,500.
- Using an old dollar amount. Contribution limits change by tax year. The figures here are for 2026, based on IRS guidance issued for that year.
- Relying on a payroll estimate alone. Payroll systems may not know about contributions made through a former employer or another plan, so you must provide complete information.
Questions to ask your plan administrator
- Does this 403(b) permit the 15-year service catch-up, and what service and prior-deferral records are required?
- Does this 457(b) permit an age-50 catch-up, a special catch-up before normal retirement age, or both?
- What is the plan’s normal retirement age for purposes of the 457(b) special catch-up?
- How are employer contributions counted under the 403(b) annual-additions limit?
- What payroll deadline applies if I want to change my contribution percentage?
- How will the plan handle an excess deferral discovered after year-end?
A tax professional can help when you participate in several employer plans, have changed jobs during the year, or may qualify for more than one catch-up provision. Keep written confirmation of each plan’s limits and your year-to-date totals.
Bottom line
You can generally contribute to both a 403(b) and a 457(b) in the same year, and the basic 2026 limits are separate. The practical calculation is more detailed: combine your 403(b) with other covered non-457 deferrals, keep the 457(b) within its own limit, apply only the catch-ups your plans and circumstances support, and check the 403(b) annual-additions cap alongside your compensation and employer contributions.
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