Replacements, Ltd.

Aiming to raise employees’ deferral rates, Replacements, Ltd., which sells discontinued tableware, last year added a tier to its match formula; participants now can save 14.25%—almost at the top of the 10% through 15% range in which employees are advised to save; vesting is immediate. Automatic escalation now caps at 12%, up from 9%. With its recordkeeper, the sponsor provides annual all-employee educational sessions, quarterly continuing education relating to retirement readiness, and on-site sessions targeting near-retirees. Its 88.9% participation and 7.4% average deferrals are “outstanding” for a retailer, with mainly lower-paid staff, the nominator wrote.

Garrett Jackson, chief financial officer, Replacements, Ltd.

To get to know them better, PLANSPONSOR sent the 2026 Plan Sponsor of the Year winners a list of questions from which to choose four to answer. Below are responses from Ayah Church, human resources director, on behalf of Replacements, Ltd.

PLANSPONSOR: What do you foresee as the most significant opportunity—or challenge—for plan sponsors in helping employees achieve long-term financial security?

Replacements: The greatest opportunity is in recognizing that financial well-being is deeply connected to overall well-being. Financial stress can affect mental and physical health, relationships and engagement at work, while confidence about money helps employees feel more secure and focused. That’s why we intentionally connect our retirement plan to a broader wellness strategy that supports the whole person, not just that worker’s future retirement date.

We approach financial, physical, mental and social well-being as interconnected and design our offerings accordingly through practical education, consistent communication and plan features that encourage steady progress over time. When employees feel financially confident, they are better able to perform at their best and pursue growth in their career. Our goal is to create an environment that supports employees not only in preparing for the future, but in navigating today with clarity and confidence.

PLANSPONSOR: What does winning Plan Sponsor of the Year mean to you and your employer? Will you publicize the win outside of the human resources/benefits team?

Replacements: Winning Plan Sponsor of the Year is a meaningful recognition of how intentionally we have built our retirement program to support employees at every stage of their journey. From automatic enrollment and gradual increases in savings to a strong employer match and immediate vesting, our plan is designed to help employees take action early and build momentum over time.

Equally important is supporting those features with clear, practical communications and flexible options that allow employees to engage in ways that align with their needs. This recognition represents more than strong plan design; it reflects a culture that values accessibility, care and shared responsibility for employee success.

We proudly shared this achievement across the organization because it is the result of a collective commitment to helping employees feel confident about their financial future.

PLANSPONSOR: What is one piece of advice you would offer to other plan sponsors aiming to improve employee financial well-being or retirement readiness?

Replacements: Focus on making it easy for employees to take the next step. The most effective retirement programs are designed around real behavior. Using features such as auto-enrollment and automatic escalations helps employees build savings without feeling overwhelmed. A meaningful employer match reinforces those habits, but simplicity is just as critical.

Clear choices, straightforward communication and early access to the plan can make a significant difference in whether employees engage at all. In our experience, improving financial well-being is less about adding complexity and more about removing barriers. When saving is easy to start, easy to understand and easy to maintain, employees are far more likely to develop lasting habits that support long-term security.

PLANSPONSOR: How are changing workforce needs—such as demographics, financial stressors or career paths—shaping your approach to plan design or communication?

Replacements: Changing workforce needs continue to influence how we design and communicate our retirement program. Our employees represent a wide range of career stages, financial experience and levels of familiarity with benefits, and our approach is built to reflect that. We prioritize accessibility from the start, with early eligibility, simple enrollment and onboarding support that encourages immediate participation. Plan features that promote steady progress, paired with ongoing education, help employees build confidence as their needs evolve.

We also focus on communication that is clear, relevant and actionable, so employees understand not just what is available, but how it applies to their own situation. Our goal is to create a program that adapts alongside our workforce—one that remains easy to use, easy to understand and consistently supportive throughout an employee’s career.