Among other risk areas shared in a new report by Aon are expansion of data into mobile devices and sharing of data with third-party vendors and service providers.
Data and Research
Employer contributions to public pensions fell below certain benchmarks for improving plan funded status, and the Society of Actuaries suggests a couple of reasons this may be so.
While the 2018 PLANSPONSOR DC Survey shows that, in many ways, not-for-profit health care DC plan sponsors have adopted more “best practices” for their plans than those in the for-profit segment, the for-profit plan sponsors have more confidence in participants achieving retirement income goals.
CRR researchers find health shocks play the largest role in causing early retirements, both because people in bad initial health overestimate how long they can work and because health often worsens before the age at which they planned to retire.
A new EBRI research report compares the outcomes of participants in automatic enrollment 401(k) plans versus defined benefit (DB) plans; when reducing the rate of return assumptions and utilizing current annuity purchase prices, results show that in many cases the automatic enrollment 401(k) plans lose their comparative advantage to the stylized, final-average DB plans.
BlackRock says easy-to-use investment solutions could help alleviate both financial and emotional barriers to saving and investing for the long term that were revealed in its Global Investor Pulse survey.
In addition, a majority of those polled by the Investment Company Institute (ICI) oppose changing key features of DC plans.
A survey found retirees have better financial habits than those who are employed.
Questions about tax rules, 401(k) basics and financial terminology account for about 63% of the questions Dream Forward’s AI chatbox receives.
Not only are three-fourths of Millennial college graduates carrying student loan debt, but a Guardian report notes that, “Baby Boomer parents, in trying to fulfill their children’s dreams of a college education, have too often tapped their retirement savings.”
Long-term 401(k) participation, savings and investing trends have also been positive, due in no small part to automatic plan features, according to a report from Fidelity Investments.
Defined contribution (DC) plan sponsors’ No. 1 goal for their participants has moved from increasing savings rates to addressing workers’ broad financial wellbeing and helping them achieve retirement readiness, Alight Solutions found.
More than 60% of employers want to keep retirees in their plan, and 33% prefer that terminated employees keep their balances in the plan, Alight Solutions found.
Sixty-seven percent of defined benefit (DB) plan sponsors polled say they will conduct an annuity buyout to de-risk, and the majority of them have already taken actions to prepare.
Among those that do offer financial literacy programs, 51% say workers increase their contributions to supplemental savings plans, 43% say workers become more engaged with compensation issues, and 41% say they see cost savings for the jurisdiction that at least partially offset the expense of offering the program.
Defined contribution (DC) retirement plan eligibility and auto portability can have a large impact on reducing retirement savings shortfalls, the Employee Benefit Research Institute (EBRI) found.
Both groups have saved or are on track to save $700,000 or less; however, Boomers think that is adequate savings, while Gen Xers do not.
Legislative proposals could pave the way for increased access to workplace retirement savings plans in 2019, LIMRA says.
The top reason cited for not offering an annuity-type product in defined contribution plans is being uncomfortable or unclear about the fiduciary implications.
For example, the increasingly popular industry terminology around “the retirement tier” scored very low among respondents to an Invesco participant survey in terms of effectively communicating necessary information.