It's been 10 years since we saw a rare convergence of the industry, regulations, and academics with the signing of the Pension Protection Act (PPA) in 2016. Among the gems included in this legislation is the encouragement of the use of auto-enrollment. This “nudge” concept, advocated in part by strong academic studies, shifts the default from opting-in to opting-out. This takes advantage of the native decision-making inertia all too often exhibited by humans — that is, not making a decision.
The fruits of this reframing have been borne out by increased participation rates. According to the U.S. Bureau of Labor Statistics, significantly more employees participate in 401(k) plans with auto-enrollment versus those that participate in 401(k) plans without auto-enrollment. This outcome matches the intention of the 2016 PPA.
Perhaps “matches” wasn't the best word to use. Theorists feared auto-enrollment would remove the need for companies to offer a matching incentive to employees. Indeed, based on the mean data, this appears to be the case. The mean maximum match of 3.5 percent for plans without auto-enrollment is nearly 10 percent higher than the mean maximum match for plans without auto-enrollment.
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