The most common retirement income solutions defined contribution (DC) plan sponsors reported providing participants were access to a defined benefit (DB) plan and offering a managed account service.
The term “glide path” resonated with only 4% of participants surveyed by Invesco, despite being the most common term used by advisers, providers and plan sponsors when talking about target-date funds; survey data shows numerous other areas where industry jargon holds back participant understanding.
According to a study from the National Institute on Retirement Security, in 2016, each dollar paid out in pension benefits supported $2.13 in total economic output nationally.
Even as large employers embrace cutting edge features in their retirement plans, LIMRA data shows small businesses continue to struggle when it comes to offering even basic retirement benefits.
Even among 403(b) plans not governed by ERISA, PLANSPONSOR DC Survey results show that in 2016, 54.3% of plan sponsors reported they have an investment committee for their plans; this jumped to 67.3% in 2017 and 67% in 2018.
While 81% of employers say that managing the timing of their employees’ retirement is an important business issue, only 53% say they have a good understanding of when their employees will retire.
New EBRI data shows both defined contribution and defined benefit plan participants favor cashing out their accrued benefits over purchasing annuities, potentially jeopardizing retirement security.
However, they are worried about health care costs.
Industry pros know there are big differences between financial services providers in termsof business models and their willingness to embrace fiduciary best practices—but many non-investors see a monolithic industry sharing a set of common reputation problems.
For those 75 and older, out-of-pocket medical costs amount to 20% of their income.
The 2018 PLANSPONSOR Defined Contribution Survey finds that 403(b) plan sponsors offer more formal financial education/guidance on a variety of topics than the overall 4,000 defined contribution (DC) plan sponsors surveyed.
And the owners of traditional IRAs rarely withdraw from their accounts, according to ICI data.
In addition, two-thirds of those surveyed by the Transamerica Center for Retirement Studies say their most recent employers did “nothing” to help pre-retirees transition into retirement.
Prudential Financial looked at the financial health of Asians, Blacks, caregivers, Latinos, LGBTQ Americans and women.
For the 10th consecutive year, their top financial resolution for the New Year is to save more, Fidelity learned in a survey.
The majority of small business owners agreed that offering a retirement plan for employees is “the right thing to do."
The Plan Sponsor Council of America’s 61st Annual Survey of Profit Sharing and 401(k) Plans finds only 31.4% of 401(k) plan sponsors use participant income replacement ratios as a success measure.
More plan sponsors are making Roth contributions available, automatic enrollment default deferral percentages are increasing, and company match formulas are becoming more generous.
“The preliminary data from OregonSaves show that important assumptions about how workers would react to the availability of auto-IRAs appear to be holding up, at least in the context of their behavior within the program," the Center for Retirement Research (CRR) at Boston College says.
John Hancock researchers sought to quantify the cost of workers’ financial stress for employers, finding the average annual excess expense per employee is a lot more significant than may be assumed.