American Tower (AMT) Retirement & Benefit Planning

You’ve worked hard. Now it’s time to turn your American Tower benefits into a confident retirement strategy

Here is a central resource for American Tower employees and our advisory team to understand, evaluate, and plan around the full spectrum of retirement and benefit options

Table of Contents

Employer Retirement Plan (401k, 403b, etc)

American Tower Retirement Savings Plan 401(k)

This section outlines the structure and strategic considerations of the American Tower Retirement Savings Plan 401(k), including matching contributions & Roth opportunities.

  • 🏆 Eligibility

    • All employees are eligible immediately, no waiting period.

    💰 Employee Contributions

    • Contribute between 0% and 40% of your base salary.

    • Maximum employee contributions (2025):

      • Under 50: $23,500

      • Catch-up if 50+ by yearend: $31,000

      • Super Catch-up (in place of catch-up) if 60-63 by yearend: $34,750

    🏦 Plan Provider

    • Managed by Fidelity.

    🧑‍💼 Employer Matching

    • Receive 100% match on the first 5% of your base salary contributed.

    📅 Vesting Schedule

    Company match vests gradually over four years:

    • 25% after 1 year

    • 50% after 2 years

    • 75% after 3 years

    • 100% after 4 years

    🔓 Full Vesting After Four Years

    After 4 years of service, all future matching contributions are immediately 100% vested.

    🌟 Additional Features

    • Roth 401(k): Available to all employees

    • Brokerage Link: Not available

    • Mega Backdoor Roth: Not available

    • In-Service Rollover: Not available

  • ✅ Maximize Your Employer Match
    Contribute at least 5% to get the full 100% match from the company. Not contributing enough means leaving free money on the table.

    ✅ Consider Vesting Before Changing Jobs
    The company match vests over 4 years. Leaving early could result in forfeiting part of the match.

Tax-Advantaged Accounts

American Tower HSA& FSA (Healthcare & Dependent)

American Tower offers a suite of health-related accounts designed to reduce taxable income and improve financial flexibility. These include the Health Savings Account (HSA), Healthcare and Dependent Flexible Spending Accounts (FSAs). Each account type plays a distinct role in health and retirement planning, with varying rules for contributions, rollovers, and taxation.

  • 🟢 Health Savings Account (HSA)

    • Eligibility: Only available if enrolled in a high-deductible health plan

    • Funding: Employee-funded via pre-tax payroll deduction

    • Rollover: Unused funds roll over indefinitely

    • Portability: Fully portable — account remains yours after separation

    • Contribution Limits (2025): Individual $4,150, Family $8,300, +$1,000 catch-up (age 55+)

    🟠 Healthcare FSA:

    • Eligibility: Any employee not enrolled in the High-Deductible Health Plan (HDHP).

    • Funding: Employee-funded via pre-tax payroll deductions

    • Carryover: Some unused funds can roll over (subject to IRS limit, e.g., $640 for 2025)

    • Contribution Limit (2025): ~$3,200

    🔴 Dependent Day Care FSA

    • Eligibility: Available regardless of medical plan

    • Funding: Employee-funded, $100–$5,000 annually (single or married filing jointly)

    • Rollover: None — “use it or lose it”

    • Taxation: Contributions reduce taxable income; must be used for eligible dependent care

  • ✅ Max out your HSA contributions annually — this triple tax-advantaged account can act as a long-term healthcare nest egg and retirement supplement

    ✅ Stop HSA Contributions at Least 6 Months Before Medicare: To avoid IRS penalties for excess HSA contributions, you should stop contributing at least 6 months before you apply for Medicare.

    ✅ Avoid overfunding FSAs near retirement or job changes — unused balances can be forfeited if not rolled over or if you leave AMT

    ✅ Spend your Dependent Day Care FSA by year-end — this account follows a strict “use it or lose it” rule with no rollover

    ✅ Use HSA funds to pay Medicare premiums after age 65 — including Part B, D, and Medicare Advantage (but not Medigap)

    ✅ Coordinate HSA contributions with spouse coverage — especially if they’re enrolled in an FSA or different health plan, which can limit HSA eligibility

    ✅ Prioritize HSA for long-term savings, not just annual spending — it’s one of the only tax-free vehicles for healthcare in retirement

    ✅ Understand tax reporting — FSAs reduce your W-2 income; HSA contributions appear on Form 8889; and HRA reimbursements are tax-free but require recordkeeping

Equity Compensation

AMT Equity Compensation

American Tower offers performance-based compensation to reward and retain top talent. These include Restricted Stock Units (RSUs) and annual cash bonuses. While these can significantly increase total compensation, they also create complex tax implications and should be coordinated with broader retirement, tax, and estate planning strategies.

  • 📊 Restricted Stock Units (RSUs)

    • Eligibility: Broadly offered to employees who exceed 20 hours per week.

    • Vesting: Typically vests over 3–4 years

    • Taxation:

      • Taxed as ordinary income at vesting

      • Value reported on W-2

      • Subject to income tax and payroll tax (FICA)

    • Settlement: Delivered in AMT stock; can be sold or held

    • Withholding: AMT often withholds ~22–37% in shares for taxes

  • ✅ Review RSU withholding — additional tax payments may be required to avoid underpayment penalties
    ✅ Coordinate equity income with other large events (bonuses, pension payouts, Roth conversions) to manage brackets
    ✅ Use charitable strategies (donor-advised funds or gifting appreciated stock) to offset high-income years
    ✅ Diversify if AMT stock represents a large portion of net worth or retirement assets
    ✅ Work with a tax advisor before selling post-vesting RSUs to avoid surprise tax bills

Employee Stock Purchase Plan (ESPP)

AMT Employee Stock Purchase Plan

An Employee Stock Purchase Plan (ESPP) is a benefit offered by American Tower that allows eligible employees to buy American Tower's stock (AMT) at a discounted price, through payroll deductions. This plan offers a convenient way for employees to become shareholders and benefit from American Tower's potential growth.

  • 💸 Discount

    Get 15% off ATC stock.

    📊 Contribution Limit

    Contribute up to 15% of after-tax earnings (max $21,250 annually). This is lower than the 2025 IRS limit of $25,000.

    📅 Offering Periods

    • December 1 – May 31

    • June 1 – November 30

    ✅ Eligibility

    Must be employed by the 15th of the month before enrollment.

    💵 Purchase Price

    Buy at a 15% discount on the lower of the stock price at the start or end of the offering period.

    💻 Platform

    E*TRADE

  • ✅ Maximize Your Discount: Contributing up to the plan limit gives you a 15% guaranteed discount on AMT stock.


    ✅ Budget Smartly: Contribute up to 15% of after-tax earnings, within your comfort level and cash flow.

    ✅ Avoid Overconcentration: Keep your portfolio balanced to manage risk—don’t rely too heavily on company stock.


    ✅ Sell or Hold Strategically
    If you plan to hold the stock, aim to qualify for favorable tax treatment.

    • Qualifying Disposition: Hold the shares for at least 2 years from the offering date and1 year from the purchase date to benefit from long-term capital gains tax rates.

    • Disqualifying Disposition: Selling earlier triggers ordinary income tax on part of the gain.

Life Insurance

AMT Basic & Supplemental Life Insurance

American Tower provides a multi-tiered life insurance program for employees, including Basic Life and Supplemental insurance. These benefits help protect your family’s financial security during your working years and, in some cases, into retirement. Understanding what you’re covered for, what’s optional, and what happens at retirement is key to maximizing the value of this benefit.

    • 🟠 Basic Life Insurance

      • Coverage: 2× base salary

      • Cost: Paid by AMT.

      • Eligibility: All benefits-eligible employees

      • Taxation: Premiums above $50K are reported as taxable income (per IRS rules)

      🔵 Supplemental Group Life Insurance

      • Coverage Amount: 1× to 10× base salary (employee-paid)

      • Enrollment Window: Must elect within 30 days of hire, or during a life event or open enrollment

      • Spouse Coverage: Available only if you have supplemental coverage. Maximum coverage is 50% of your own elected coverage

      • Child Coverage: Can only be elected if you have supplemental coverage yourself; max coverage limited to $10,000

      • Conversion Options: Available at separation or retirement, subject to plan rules

      • Underwriting: May be required for late elections or higher amounts

  • ✅ Keep beneficiary designations updated: especially after marriage, divorce, or family changes


    ✅ Monitor imputed income from Basic Life if you’re over $50K in coverage — it’s often overlooked in tax planning

    ✅ For Supplemental Life, review portability and conversion options well before retirement to avoid gaps in coverage

    ✅ Consider trusts for high-net-worth individuals — transferring life insurance to a trust can help with estate tax mitigation

Parental Leave

American Tower Parental Leave

American Tower supports growing families with a paid parental leave program that applies to all eligible parents — including birth, adoptive, and surrogate parents. The policy is designed to offer both financial protection and the flexibility to bond with a new child during the critical early weeks. Parental leave is distinct from disability leave and is available to all parents regardless of gender or caregiver role.

  • 🟠 Paid Parental Leave

    • Support for growing families is a key part of AMT’s benefits package. Eligible employees can take paid time off following the birth or adoption of a child.

    ✅ Eligibility

    • Available to employees with at least 90 days of AMT service

    ⏳ Leave Duration

    • Up to 8 weeks of paid leave

    • Must be taken within one year of the child’s birth or adoption

    👨‍👩‍👧 Who Qualifies

    • Birth mothers (in addition to medical/disability leave)

    • Non-birth parents

    • Adoptive parents

    💵 Compensation

    • Receive 100% of base pay during the leave period

    🔁 How It Works

    • Leave can be taken as:

      • One continuous block (up to 8 weeks)

      • Smaller increments (minimum 2-week periods)

    • May be used alone or alongside other leave types:

      • Short-Term Disability (STD)

      • Vacation

      • Flextime

      • FMLA

    👶 Special Notes for Birth Mothers

    • For those using Short-Term Disability (STD):

      • The first 5-day elimination period is covered by flextime, floating holidays, or unpaid time

      • Parental Leave begins after STD ends

  • ✅ Plan timing around your work calendar — especially for bonus cycles, annual reviews, or high-demand project periods

    ✅ Coordinate parental leave with disability coverage — birth mothers may receive disability (SCP) first, then parental leave

    ✅ Confirm eligibility and job protection status early — especially if you are within your first year of employment

    ✅ Review your benefits during leave — ensure continued health insurance, life insurance, and retirement contributions remain active

    ✅ Consider splitting leave time — if allowed, breaking leave into blocks may support smoother transitions or shared caregiving responsibilities

    ✅ Update beneficiary designations and guardianship documents — new family members often trigger estate planning updates

    ✅ Leverage tax credits — costs related to adoption or dependent care may qualify for tax credits or FSA reimbursement

Disability Insurance

AMT Salary Continuation Program (SCP)

AMT provides income protection for employees who are unable to work due to illness, injury, or medical conditions. This includes Short-Term Disability through the Salary Continuation Program (SCP) and Long-Term Disability Insurance (LTDI). These benefits are designed to replace a portion of your income during both temporary and extended periods of disability, ensuring financial stability while you recover or transition.

  • 🟠 Short-Term Disability (Salary Continuation Program – SCP)

    • Eligibility: All benefits-eligible AMT employees

    • Coverage: Replaces 100% of base salary

    • Duration: Up to 26 weeks of full pay

    • Start Date: Begins immediately upon approved disability claim

    • Cost: AMT-paid benefit — no employee contribution

    • Medical Certification: Required for claim approval

    🔵 Long-Term Disability Insurance (LTDI)

    • Eligibility: Automatically provided for eligible employees

    • Coverage: Replaces 50% or 60% of base salary (based on plan election)

    • Waiting Period: Begins after SCP ends (typically after 26 weeks)

    • Duration: Continues as long as you remain disabled and meet eligibility

    • Taxation:

      • If premiums are AMT-paid, benefits are taxable

      • If employee-paid (after-tax), benefits may be tax-free

    • Offsets: May be reduced by Social Security Disability, Workers Comp, or other income

  • ✅ Understand income replacement limits — even with 60% LTDI, there may be a gap if you rely on bonuses, stock, or commission

    ✅ Build an emergency fund equal to 3–6 months of living expenses — to cover any approval delays or out-of-pocket needs during SCP

    ✅ Coordinate disability income with Social Security Disability — if you anticipate a long-term claim, apply early to avoid benefit delays

    ✅ Understand how disability affects other benefits — vesting of RSUs and 401(k) matching may be paused or discontinued during extended leave.

    ✅ Review taxability of benefits — if AMT pays the premiums, LTDI benefits are taxable, which reduces net income

    ✅ Prepare for transitions — If you move from SCP to LTDI, reevaluate your budget and benefit elections, especially life and health insurance continuity

Pension Income

American Tower does not offer a pension plan to its employees.

Retirement Transition

Retiring From American Tower

Whether you're actively planning or just starting to explore your options, understanding the timing and rules is key to a smooth and confident transition.

  • 💼 401(k) Plan

    • Review your current investments and assess whether your strategy still aligns with your needs now that you’ll potentially be relying on this money for living expenses.

    • Understand withdrawal options (rollover to an IRA, stay, or cash out)

    • Plan for Required Minimum Distributions (RMDs) starting at age 73–75

    📊 RSU Vesting

    • Vesting: Unvested shares are usually forfeited at retirement.

    • Retirement Provisions: Accelerated vesting may be available upon retirement, depending on your company's policy. Check your grant agreement for details.

    🧾 Tax Planning

    Be prepared for:

    • Income taxes on 401(k) withdrawals

    • Capital gains taxes on RSU sales

    🏥 Healthcare Coverage

    • Review post-retirement options: COBRA, Medicare, or marketplace plans

  • 🧩 Understand Your Retirement Benefits

    • Review your 401(k) and RSU vesting schedules.

    • Know what you’ll take with you—and what you might leave behind.

    • Confirm eligibility for retiree benefits, such as healthcare or accelerated stock vesting.

    📈 Coordinate Income & Taxes

    • Map out a withdrawal strategy to minimize taxes.

    • Take advantage of low-income years to sell RSUs more tax-efficiently, you may be able to reduce or even avoid capital gains taxes.

    • Prepare for Required Minimum Distributions (RMDs), which must begin between age 73 and 75, depending on your birth year.

    💸 Diversify & Protect Your Wealth

    • Avoid over-concentration in company stock.

    • Rebalance your portfolio to match retirement goals and risk tolerance.

    🧠 Seek Expert Guidance

    • A financial advisor can help:

      • Maximize your retirement income

      • Manage taxes

      • Navigate company-specific retirement policies

About Stonehearth Capital

Stonehearth Capital is an independent, fiduciary, wealth management firm helping families manage risk and identify opportunities for over 40 years.

Have A Question?

Send your question to: info@stonehearthcapital.com

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Disclosure: We’re not affiliated with American Tower. The info here is based on what we’ve seen and understand today—it’s for general education, not personal advice. American Tower’s benefits can change, and we’ll do our best to keep this page updated as we learn more. Always check with AMT or your HR team for the latest details.