Benefits

Principal, T. Rowe Price, Vanguard and Ascensus note ongoing system issues due to a cybersecurity problem at a US-based division of Infosys.

IBM’s move away from the 401(k) match leads industry experts to evaluate the shortcomings of defined contribution plans in providing guaranteed lifetime income.

While there is no silver bullet to end racial wealth disparity, employers can use financial wellness programs to narrow the gap, according to research published by Wharton's Pension...

Some pension funding models reached their highest points in decades.

As student loan debt is a key driver in many employees’ financial stress, Freedom 2 Save—first implemented in 2018—could be a model for how to implement student loan...

The American multinational technology company is pulling its traditional 401(k) company match in favor of a company retirement account contribution for all employees.

The financial insurance provider will roll out in early 2024 the option to transfer a percentage of their savings into an annuity, with another offering to follow in...

The new limits come with guidance on all the cost-of-living adjustments affecting limitations for pension plans and other retirement-related items for tax year 2024.

For plan sponsors looking to implement in-plan retirement income but are scared to take the leap, RTX’s Lifetime Income Strategy can serve as an example.

For plan sponsors who want to add decumulation options to defined contribution plans, taking a considered approach and fulfilling simple steps first are key.  

The American Academy of Actuaries recommended that tax increases and benefits reductions should be phased in gradually to address Social Security’s shortfall.

Research from the MissionSquare Research Institute shows that with defined benefit pensions not providing enough for full retirement, plan design could help participants save additional funds in defined...

Most participants procrastinate in reviewing their benefits, and many do it quickly. Plan sponsors need to communicate effectively and leverage educational tools, according to Voya.  

Employers offering high-deductible health plans can use open enrollment as a time to educate participants and correct misconceptions about health savings accounts.

The plan sponsor will add flexibility to a program that allows workers to use paid time off to repay student loans.

Some industry experts suggest another inflation measure could better reflect costs for older Americans. 

Many industry experts believe there is a need for an ‘ERISA 2.0’ that includes a stronger framework for universal coverage, lifetime income, defaults and more.

The company announced this week it will offer emergency savings accounts in 2024.

Fidelity Investments has revealed several best practices for employers to incorporate, bolstering access to emergency savings options and to limit early retirement-fund withdrawals.