Employer-sponsored retirement plans and individual accounts hold some $35 trillion in total assets at a time when the broader economy—and many of its most vulnerable constituents—continues to struggle.
Data and Research
Offering HSAs is only one way to help employees prepare for rising health care costs throughout retirement.
Equity allocations gave some plans a boost, and experts anticipate new legislation will offer relief from expected higher contributions.
Research finds that moving the age for required minimum distributions has little effect on accumulated savings, but participant behavior may change if the goal is to leave assets...
Nearly 70% are most interested in supporting their employees’ immediate financial needs.
Plan sponsors can use benefit offerings to decrease their staff’s constant struggle with work/life balance and offer transition help to those who insist on retiring.
Providers saw an increase in the use of digital tools, prompting some plan participants to save more.
Offering employees flexible work schedules and access to financial advice are among actions plan sponsors can take to help.
A new study finds participants who blended funds were on track to replace more of their pre-retirement income than those who did not.
Some Americans report having difficulty saving for retirement during the pandemic, but researchers found 401(k) contributions remained steady and mass withdrawals did not occur.
The racial wealth gap underscores a need for financial education and access to advice—something retirement plan sponsors can provide.
Industry sources have recommended that participants adopt a savings hierarchy for retirement plan and health savings account contributions.
However, few say they have a way to interact with them.
Very few are interested in joining a PEP, and obstacles remain before sponsors will add annuities to their DC plans.