Investment Instruments

Plan sponsors offer strategies for helping participants who have fallen behind on saving for retirement but warn there is a fine line between helping and intruding.

In light of the toll the pandemic has had on physical, mental and financial health of employees, employers are considering offering more wellbeing initiatives, as well as funding HRA and HSA accounts, says a new survey.

Thanks to a new SECURE 2.0 provision that allows employers to offer financial incentives to start saving for retirement, participants can now earn up to $250 if they contribute to a plan for one year under a new program.

While 83% of employers offer online tools on how to meet retirement readiness goals and 69% offer financial wellness services, only 27% set retirement readiness objectives for participants, according to PGIM DC Solutions.

With a thoughtful approach and focused plan design, such as a default option, plan sponsors can make the difference in empowering more women to get on track to reach retirement goals.

That score plunged to 72% for millennials, who have decreasing savings rates and a more cautious and conservative approach to investing, according to Fidelity.

Even so, savers increasingly crave more choice when it comes to their investments - and plan sponsors and advisors should raise awareness about SDBAs for a more personalized, hands-on investing experience, says a new report.

Employees say the top causes of their financial stress are saving enough for retirement, having emergency savings and paying their monthly bills, according to a new report.