Despite widespread access to employer-sponsored retirement plans, only one-third of workers are confident about achieving a comfortable retirement. Economic pressures, rising costs and a lack of clarity around retirement needs are eroding employee trust and engagement.

"The issue isn't a lack of effort," said Jessica Espinoza, national practice leader, retirement advisory, at NFP. "Two in five workers are either deprioritizing retirement or unable to save at all. Even among those trying to save, most aren't sure what 'on track' actually looks like."

Although 9 in 10 employees trust financial advisors who are made available by their employer, only 41% actually engage with them, according to the 2025 U.S. Retirement Trend Report from the property and casualty broker and benefits consultant. Although only 36% of surveyed employees have access to one-on-one meetings with financial advisors through their employer, nearly two-thirds of them find this retirement planning resource helpful.

More than half of employees have negative mindsets associated with retirement planning, such as feeling overwhelmed, unprepared and scared. This financial stress is affecting workers' mental health (48%), family relationships (43%) and physical wellbeing (32%).

"In today's uncertain economy, people are increasingly focused on maintaining day-to-day financial security," said Stephen Jans, national practice leader, wealth management, at NFP. "This creates a key opportunity for employers to provide retirement planning support through education, digital tools and advisor access that empower employees to take control of their financial future."

Although 86% of employers offer at least one investment vehicle and 73% provide 401(k) plans, a critical awareness gap persists:

  • Nearly half of surveyed employees aren't aware of their employer's retirement planning resources.
  • Just one-quarter fully understand their available investment options.
  • Among those who do, three-quarters are actively engaged in their plans, demonstrating the power of education and clarity.

"Access alone isn't enough," Espinoza said. "When employees understand their benefits, they're far more likely to use them. Awareness and education are just as important as the benefits themselves."

Despite high trust in financial professionals, many employees hesitate to engage, reporting concerns about affordability (32%), fear of sales pressure (28%) and data privacy (21%).

"Employees have concerns that keep them from meeting with financial advisors," Jans said. "If financial guidance feels intimidating or transactional, employees opt out, leaving the valuable support untouched. But when financial professionals are introduced as genuine partners focused solely on helping employees succeed, they become far more approachable."

Plan sponsors have an opportunity to enhance financial wellness by integrating financial advisors into their benefits strategy.

"Employers can make a meaningful difference by reframing the financial wellness experience to reflect what employees truly value," Jans said. "When financial professionals guide employees in personalized savings strategies, clarify fiduciary responsibilities and uphold confidentiality, they help reinforce trust between employer and employee."

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