The solution allows plan sponsors to rethink their default option by choosing an investment model for each employee, rather than a single target-date series.
Employers will be allowed to make tax-free contributions of up to $5,250 per employee annually toward eligible education expenses, including tuition or student loan assistance.
Whether they take part in implementing the programs or not, advisers can help clients establish metrics for measuring the success of financial wellness programs.
The feature comes at a time when administering multiple plans at once can be a confusing process for employers with little knowledge of the retirement industry.
Advisers should watch out for unwitting partial plan terminations tied to layoffs and lasting damage to employees’ retirement readiness caused by hardship withdrawals.