Defined-contribution plans ‘primary retirement savings’ tool for young workers
Workers under the age of 35, the generation most likely to depend almost solely on defined-contribution plans rather than the typical Social Security-savings-pension three-legged model, need to be diligent if they expect to save enough for retirement, a report by Northern Trust found.
By Staff Writer|February 07, 2012 at 08:04 AM
Thank you for sharing!
Your article was successfully shared with the contacts you provided.
Workers under the age of 35, the generation most likely to depend almost solely on defined-contribution plans rather than the typical Social Security-savings-pension three-legged model, need to be diligent if they expect to save enough for retirement, a report released in October by Northern Trust found.
“Sponsors have to engage younger workers to save, save a lot, and to continue saving,” Lee Freitag, product manager of defined contribution solutions for Northern Trust, told AdvisorOne on Monday. To that end, sponsors need to limit loans to prevent leakage. Educating workers to avoid taking loans from their retirement plans is a “smart thing to do.”
Complete your profile to continue reading and get FREE access to BenefitsPRO.com, part of your ALM digital membership.
Your access to unlimited BenefitsPRO.com content isn’t changing. Once you are an ALM digital member, you’ll receive:
Critical BenefitsPRO.com information including cutting edge post-reform success strategies, access to educational webcasts and videos, resources from industry leaders, and informative Newsletters.
Exclusive discounts on ALM, BenefitsPRO magazine and BenefitsPRO.com events.
Access to other award-winning ALM websites including ThinkAdvisor.com and Law.com
There are five different approaches and consulting types when it comes to working with employers on benefits. Identify which type you fall into and learn fresh ideas from the other approaches in this guide.
It’s no secret that health benefits have struggled to keep up with workforce expectations during the Great Resignation. Remaining competitive means employers must streamline their health benefits, put employees first and deliver on brand values. Download this guide to help your clients gain an edge in 2022 with their health benefits.
Amid mass resignations and record-high job openings, employees are now firmly in the driver’s seat when it comes to where and how they work. So, how are you going to stand out in this highly competitive market? This guide outlines a forward-thinking health benefits strategy that will ensure your company remains competitive in 2022 and beyond.