We talked with Mindy Yu, Director of Investing, Betterment at Work about why rollovers should be a formal part of employee onboarding and offboarding, and how to integrate them into the HR tech stack, as well as best practices for helping employees find, assess, and consolidate old 401(k)s.

Q. Why should rollovers be a formal part of employee onboarding and offboarding?

Yu: Forgotten 401(k)s are one of the biggest risks to long-term retirement savings. With the average American changing jobs a dozen times in their career, it's important to treat rollovers not as an afterthought but as a built-in process during onboarding and offboarding. Employers can integrate rollover support into HR tech and financial wellness programs, making it as seamless as enrolling in a new plan or updating benefits. This reduces friction and helps employees keep their savings working for them in the long term, not sitting idle or, worse, getting cashed out prematurely.

Q. What are some best practices for helping employees find, assess, and consolidate old 401(k)s?

A: Start by proactively building education into benefits communications—many employees don’t know what steps to take when they leave a job. For some, they may not even realize they have a lingering account from a prior employer. Employers can offer guided tools, digital checklists, or concierge services that walk employees through tracking down old plans. Direct them to resources like the Retirement Savings Lost and Found Database or the National Registry of Unclaimed Retirement Benefits. Help employees weigh whether to consolidate based on fees, investment quality, and alignment with their overall retirement goals. Scattered savings can lose steam over time—consolidation can bring it back into focus.

Instant Insights /

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