An analysis of 401(k) data by Fidelity Investments has identified behaviors hindering savings for workers at different life stages.
Tag: Enrollment participation
A new analysis from Fidelity Investments indicated that automatic enrollment in 401(k) plans is proving to have the biggest impact on younger and lower-compensated employees.
A new study found African-American and Hispanic workers have lower participation rates and contribute less to their 401(k) plans than their white and Asian counterparts.
Research by the Center for Retirement Research at Boston College (CRR) suggests employers with a relatively large share of employees wanting to stay past the traditional retirement age are less likely to adopt an individualized retirement planning program.
The number of employers offering nonqualified deferred compensation plans (NQDCPs) in 2008 was flat compared to a survey taken a year before.
MetLife launched a Web site with tools and informational resources aimed at helping employers and benefits brokers most effectively communicate with employees during benefits enrollment season.
A study by the Employee Benefit Research Institute (EBRI) found plan demographics affect individual participant contribution rates and target-date fund investment choices by participants.
Boost Participation in 401(k) Plans To Avoid The Dreaded "Rebate" Check For Highly Compensated Employees
Even in the face of a major economic downturn, 401(k) participants still kept on keeping on in 2008, according to a Hewitt Associates study.
With the economy still uncertain and continued market volatility, Fidelity Investments said it is seeing higher levels of worker engagement in retirement plans.
Principal Financial Group said its has updated its enrollment workbook.
Workers who expect to work during retirement and those who do not expect to are equally likely to save for retirement, according to data from the Employee Benefit Research Institute (EBRI).
Automatic enrollment has helped some 403(b) plans see participation boosts, but many plans still need to overcome the challenge of getting employees to save.
Despite the tumultuous environment, most plan sponsors seem to be committed to staying the course, at least for now.
A Hewitt Associates study found plan sponsors could save as much as $25 million by cutting the 401(k) match, but it could also hurt participants' savings.
Plan sponsors and employees see some retirement concerns differently—including access to financial advice, a new study by MetLife suggested.
Newkirk unveiled enrollment communication called AutoBook, which is designed for qualified automatic contribution arrangement (QACA) and eligible automatic contribution arrangement (EACA) plans.
Ernst & Young said its Financial Planner Line saw a dramatic increase in employee inquiries about penalties and tax implications associated with early withdrawals from 401(k) plans.
Those in target-date funds are younger, make less money, and have smaller account balances than those not choosing the options.
A new study casts doubt on reports that the softening economy and tumultuous markets are having a significant impact on participant savings rates.