Defined Contribution

There’s been a shift in retirement planning, as plan sponsors are embracing proactive plan design strategies that cater to the diverse needs of a multi-generational workforce, including leveraging automatic features and investment defaults, according to JP Morgan's plan sponsor survey.

Employers can help with these financial concerns with more education and financial wellbeing programs, as Black Americans are more likely to look to their employers for help in their retirement planning, according to an Employee Benefit Research Institute survey.

The most effective ways plan sponsors can boost retirement readiness are by getting as many employees as possible investing in the plan and getting them to contribute as much as possible, according to the JP Morgan Asset Management survey.

While employers frequently believe vesting schedules support worker retention, “data does not support that,” according to a Penn State law professor, who is requesting that the IRS prioritize recommending to Congress that it eliminates vesting schedules, in its 2025-2026 Priority Guidance Plan.

When asked to highlight DC plan sponsors’ top investment menu priorities, retirement income was top-of-mind for all institutional consultants, according to PIMCO’s Annual Defined Contribution Consulting Study.

The retirement landscape is evolving so rapidly that many of the underlying assumptions and expectations about retirement planning differ across generations currently in the workforce, according to a new Transamerica survey.