Data and Research

As employer retirement and health care benefits become less generous (and early retirement incentives become rarer), employers wield less direct influence over their employees’ retirement decisions.

Ongoing withdrawals from savings could jeopardize people’s future, LIMRA says.

While employees plan to work longer and gradually phase into not working at all, most employers do not have policies in place to facilitate those desires.

Target-date funds and other QDIAs are often thought of as set-it and forget-it investments, but new data from J.P. Morgan Asset Management highlights some troubling behaviors among participants...

The conventional thinking about generational differences is not as useful as considering retirement plan participants at their stage in the retirement planning timeline.

Fifteen percent of Americans polled say they find it hard to make ends meet every month.

The old concept of income replacement rate is simple, but may omit significant factors.

The largest spending differences between older singles and older couples occur in the case of home health care and nursing home stays, EBRI finds.

Money-related stress affects employee productivity, a survey finds.

Seventy percent of those working with an adviser are on track or even ahead.

Defined contribution plan stats show the effect the Pension Protection Act had on plans.

Retirement plan sponsors that work with an adviser are more engaged and are more likely to think their employees are saving enough for retirement, a survey finds.

Access to employer-based retirement plans differs widely across states, an analysis finds.

Not all retirement decisions are strictly financial.

A study finds budgeting, managing credit card debt, and paying off student loans were all higher financial priorities for 100,000 individuals profiled.

Nearly half of employees are expected to be able to meet essential retirement expenses, up from 38% two years ago, Fidelity says.

New data shows Social Security will actually replace more pre-retirement income than the average the Social Security Administration reports.

How realistic is it to expect all workers to retire later and spend the same fraction of their lives in retirement as past generations?

Under a range of market scenarios and plan designs, a public retirement program for private-sector employees would be viable in Connecticut, a report concludes.

Many plan sponsors say they want to learn more about retirement income solutions that can keep participant dollars in the plan for longer.