That is subject to the plan definition of how many hours are needed to qualify for plan contributions. The plan should also have a definition for how many hours are needed to be considered “still working” and therefore not subject to RMDs. I don’t know whether plans generally use the same requirement for both situations, but that would certainly cause less confusion. In addition it is generally believed that once the part time time hours fall short and the required beginning date for RMDs applies, that increasing the hours after that will NOT stop the RMDs. In summary, both questions are very plan specific and not subject to IRS rules.

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