Experts shared mixed forecasts of the speed of adoption of private market assets in defined contribution retirement plans.

The Department of Labor’s $178 billion-per-year estimate would mean private assets make up nearly 3.7% of target-date funds, the dominant investment in defined contribution plans.

While the Department of Labor estimated a $178 billion inflow to target-date funds based on its proposed safe harbor, plan sponsors seem lukewarm so far.

Fewer workers, older employees and widening skill gaps are forcing companies to fundamentally redefine what it means to support employees.

The era of one-size-fits-all benefits may be fading, but it is far from gone.

Experts share how plan data can help drive sustainable outcomes.

According to retirement experts, the employer-first mentality is a thing of the past.

Benefits are a front-line attraction and retention tool—and plan sponsors overseeing retirement and health plans should expect changes across the board.

A review by Purdue Global of the traits, beliefs, and life experiences that mark different generations, and how those differences influence how members of those cohorts work, communicate, and respond to change.

Federal courts have described the ERISA fiduciary standard as ‘the highest known to law.’

ERISA experts caution that while delegating duties to outside providers can add expertise and help with the workload, plan sponsors still have a duty to monitor.

As regulators prepare guidance, experts say ERISA’s prudence standard remains—but process, documentation and expertise matter more than ever.

Industry experts advise that plan sponsors still have significant responsibility, even with help from the Department of Labor.

Attorneys and others say regardless of the size of the company or its benefit plans, fiduciary coverage is not a luxury.

Who is a fiduciary to your retirement plan? What does it mean to be a fiduciary?
These questions and more were answered in the PLANSPONSOR livestream series aired last month. The content offers education about Employee Retirement Income Security Act fiduciary duties and covers the duties of loyalty and prudence; the selection of retirement plan providers; investment selection; fee benchmarking and more. 

A book of resources for plan sponsors is available for download. 

The videos of the three livestream sessions can be viewed here on demand. 

Designed to help close the retirement plan coverage gap, the pooled options are drawing interest even from midsize and large employers.

As pooled plans become less niche, recordkeepers, advisers and TPAs have started working together more than ever before.

Illinois-based Prero & Morgenstern found value in a pooled employer plan that it never saw in the state-facilitated option.

The Standard’s assistant vice president of retirement plan sales explains an employer’s responsibilities when joining a pooled employer plan.

Collective defined contribution plans, available in several other countries, offer a potential third option for American companies.

Data collected for PLANSPONSOR's 2025 Recordkeeping Survey shows that PEPs with at least $200 million in assets hold nearly double the assets as those in smaller plans; and which recordkeepers are capturing business from the maturing plan type.

Other SECURE 2.0 provisions and pending legislation on 403(b) investments are also expected to shape sponsors’ compliance priorities.

Final operational details for the savings accounts for children, with a pilot program set to launch on July 5, have yet to be published.

Industry observers encourage employers to focus on information systems and communications as new Roth requirement for high earners rolls out.

Witnesses from both industry and academia urged Congress to expand retirement income options in 401(k)s — while calling for clear guardrails and transparency.

The president said he was ‘not a huge fan’ of his own administration’s floated proposal to allow penalty-free withdrawals from 401(k)s for house down payments.

No new details were announced, but J.P. Morgan, Bank of America and others committed to match the U.S. government’s initial $1,000 contribution.

Plan sponsors are relying on advisers, especially at small companies, to improve the effectiveness of outreach to participants.

New tools add immediacy and specificity to communications with participants.

Experts explore education, communication, what works and what more is needed.

Retirement plan sponsors balance digital convenience with participant protections under SECURE 2.0. 

Protecting against scams is a ‘community sport,’ says Sastry Durvasula, TIAA’s chief operating, information and digital officer.

A sampling of information collected in the 2025 PLANSPONSOR Participant Survey.

Employers are increasingly looking for programs and offerings to support multiple financial goals.

Employers increasingly recognize the link between promoting financial wellness and their companies’ ability to retain and recruit employees.

Employers should shift from ‘broadcasting their benefits’ to ‘creating more curated experiences,’ says Alight’s Rob Austin.

Women typically outlive men, but their financial literacy remains lower into their golden years, according to research from the Pension Research Council.

Aon’s 2025 Benefits Survey of Hospitals found health systems wants their employees to understand both the benefits available and how valuable they are.

Due to a ‘normalized’ yield curve and strong investment performance, plan sponsors can consider de-risking or using surpluses for other benefits.

Recruitment and retention benefits are often cited as the reason a company or government continues to provide a pension.

Consultants share what they see driving their clients’ defined benefit plan decisionmaking.

An effective way to turn savings into lifetime income is enabling retiring participants to roll DC assets into an existing DB plan, writes a Goldman Sachs Asset Management managing director.

2025 has been a ‘tailwind of a year for pension finances,’ says Brian Donohue of October Three.

Despite a flurry of lawsuits challenging pension risk transfers, plan sponsors remain committed to shedding defined benefit liabilities — viewing litigation risk as another manageable cost in an otherwise hot market. 

Strategies emerge to bridge the gap between savings and sustainable income.

Employers are warming up to artificial intelligence in retirement planning, but its use remains in the early stages.

Researchers are considering what kinds of changes to savings and default rates are most effective in improving retirement outcomes.

The statutory deadline has not been extended, but the rules will only be applied in 'good faith' in 2026.

The advisory opinion could lead to greater adoption of annuity products.

Many trends in the DC plan market are related to, and can sometimes be attributed to, plan sponsor size and type.

New and enhanced tax credits are driving up small plan adoption, but time is ticking.

Federal tax incentives and other state policy efforts have led to more retirement plans available for employees of small businesses.

Automation allows for price relief for modest-sized companies that have been paying more to provide retirement benefits.

According to the authors of a recently published paper, a lack of awareness—among both firms and their tax preparers—continues to limit take-up of SECURE Act tax credits.

Increasingly, smaller retirement plans are adding collective investment trusts to their investment menus.

A look at how 401(k) plans rank by participants, plans and assets to put the scope of the small plan universe in some perspective. 

Industry proponents expect the legislation would lower costs and broaden investment menus for sponsors and participants.

More than two years after passage of the SECURE 2.0 Act of 2022, advisers are beginning to see the effects of key provisions on their 403(b) clients.

The products are complex for various reasons, but recent regulatory changes and potential demand are expected to continue driving plan sponsor adoption.

Bringing collective investment trusts to 403(b) participants could generate another $500 million annually in retirement wealth, a Vanguard research executive writes.

Assets in 403(b) plans total more than $1.5 trillion, representing nearly 160,000 plans and nearly 20 million participants, according to the 2025 PLANSPONSOR 403(b) Market Survey.

Uncertainty and confusion about products, plan design and longevity all present obstacles to turning retirement savings into regular income.

‘Guaranteed income’ offerings are popular with retirees because they reduce the need for a do-it-yourself approach to retirement finance.

With more recordkeepers embedding artificial intelligence capabilities into their platforms, many hope it will help participants select retirement income solutions.

Exploring factors plan sponsors can review when evaluating lifetime income options.

Two NEPC executives provide perspective and practical tips on the retirement income landscape.

With dementia cases on the rise, plan sponsors have a duty to protect assets and shelter participants from financial fraud.

Plan sponsors and recordkeepers aim to prevent both participant mistakes and fraud schemes that can decimate retirement savings.

Plan providers are using technology to authenticate participants, secure accounts, flag suspicious activity and help protect participants’ assets.

Experts from the MIT AgeLab explore the financial costs of dementia and how they manifest.

Education and tools plan sponsors can reference to help protect retirement plan assets and ensure the financial security of plan participants and beneficiaries. 

Data from the Federal Trade Commission quantifies the amount of financial fraud reported in the country, what kind of scams are prevalent and where it is occurring.