Retirement Trends

Retirement plan design is moving away from a one-size-fits-all environment to emphasize individuals' unique needs and improve participant access, however, employers must be sure not to confuse participants with too many options.

Employers are not "responsible for providing for my retirement," say employees, and only 1 in 4 is comfortable leaving money in former employer plans, however, they are more open to employer involvement, says a new report.

If small businesses are going to win the talent retention battle in 2024, they may want to offer a retirement benefit that streamlines two of the most significant barriers to offering a plan: cost and ease of administration.

Under a SECURE 2.0 provision that just went into effect in January, qualified student loan repayments may now count as elective deferrals for 401(k) matching contributions from employers.

No question the new Pension-Linked Emergency Savings Account is a much-needed option for employees, however, employers and plan sponsors must be vigilant in protecting themselves as they navigate potential pitfalls.

The pending legislation will have little effect on employers' processes, but it's a good reminder about the importance of educating employees about the impacts that life changes, like divorce, may have on their benefits.

Sen. Bernie Sanders released a report on the problems facing the retirement system, as advocates of DB plans and proponents of DC plans squared off in search of solutions for employees without a retirement plan at work.

The new law bolsters small businesses' ability to provide retirement benefits to their employees by offering tax credits to offset costs, however, for advisors, it's an unprecedented opportunity to tap into a new revenue stream.