Data and Research

LIMRA claims its research challenges the idea that retirement saving is “crowded out” by other financial goals.

A research brief looks at efforts states are taking to fill the retirement plan coverage gap for private-sector employers and argues a national auto-IRA program would be more...

Companies underestimate how much help their employees want or need with retirement planning, according to a survey released by BlackRock.

A survey from the International Foundation of Employee Benefit Plans shows that nearly half of plan participants do not understand benefits materials, and most do not even open...

According to academic researchers in personal financial planning, retirement planning tools may lack crucial inputs or subtly push individuals to buy investment products.

Research finds many retirement plan participants use the match as a guide for how much to save in their plans.

From 1998 to 2015, the percentage of Fortune 500 employers offering a traditional, final salary DB plan to most newly hired employees fell from roughly half to 5%.

Only about half of non-retired persons say they are saving enough for a suitable standard of living in retirement.

Fidelity studied the benefit of increasing savings by 1% every five years.

Low equity assets near retirement mean a small number of individuals experience large, unexpected losses, research suggests.

A study sheds light on the effect of employer wellness program incentive designs.

Access to employer-sponsored retirement plans helps them with this commitment.

Employee engagement and workplace happiness can be even more important than finances when predicting an individual’s retirement age.

More than half of plan sponsors agree that the original purpose and current use of DC plans do not match up.

Retirement savings levels needed for those with cancer, cardiovascular disease, Type 2 diabetes and other health issues vary considerably from the general population—and from patient to patient.

Institutions that partner with retirement plan advisers or consultants have more effective retirement benefit programs.

The firm says multiemployer DC plan trustees can benchmark their plans against Segal’s client database.

Eighty-one percent of employees would be less likely to leave a company that was helping them improve their financial standing.

Millennials and those with balances lower than $20,000 are at the greatest risk for cashing out.

California teachers do better with a defined benefit plan than a 401(k), research shows.