Experts recommend retirement plans conduct fiduciary education and training sessions at least annually and any time a new member joins the plan committee.

While outsourcing advisers or consultants can help relieve plan sponsors’ administrative tasks, it does not absolve them of fiduciary responsibility.

Who are retirement plan fiduciaries and what does ERISA require them to do?

How can plan sponsors avoid prohibited actions, mitigate fiduciary exposures and correct errors?

Advisers and managers share the tools and messages that best allow plan sponsors to communicate the need for rebalancing and drive the process.

Many defined contribution plan sponsors have concerns about offering alternative investments in their 401(k) menu, but a supportive regulatory environment may shift the tide.

ERISA attorneys review what the law and a decade or more of case law require of plan sponsors.

Defined contribution plans are seen as the ‘final frontier’ for exchange-traded funds, but certain structural issues pose barriers for including these investments in the 401(k) menu.

A review of key influences on menu design, offering a framework for plan sponsors and industry professionals to consider as they build menus that are effective, responsive, and participant-centered, by executives from DCIIA.

While implementing SECURE 2.0 provisions effective 2025, plan sponsors prepare for a big change next year.

While catch-up contributions and cash-out thresholds have been adopted widely, take-up is more ponderous for student loan matching and emergency withdrawal flexibility.

Speakers at the livestream discussed the administrative challenges of implementing the new Roth and age 60 to 63 catch-up provisions under SECURE 2.0.

President Donald Trump’s nominee for secretary of labor expressed support for the Biden-era Butch Lewis Act, but also walked back her support for pro-union legislation.

Employers have options to offer student loan benefits to employees and do not need to wait for further IRS guidance to start.

Frequent plan benchmarking is a useful way to measure participants’ retirement readiness, but a deeper analysis of demographics and financial wellness is key to developing the full picture.

A review of some of the methods and mechanisms retirement plan sponsors can use to determine how their plan’s costs measure up.

A collection of data plan sponsors can use to compare their plan features and governance with peers’, for self-assessment and self-improvement.

Implementing an effective employer contribution strategy requires plan sponsors to consider timing, costs and the workforce’s specific financial needs.

Several options could aid in recruitment, retention and financial wellness.

Employers are reconsidering the most important factors in setting their workers up for savings success.

Explaining the basics of the infrastructure underpinning 401(k) retirement accounts.

Implementation is still gaining steam for 2024 provisions such as offering additional emergency savings options and a match for student loan repayments.

When evaluating the array of benefits in the marketplace, plan sponsors must balance cost with the need to attract and retain talent.  

Limiting access, creating protocols aimed at keeping data safe can mitigate sabotage.

Now more than ever, plan sponsors need to understand what types of coverage are available and what will fit them best.

According to a Deloitte-NASCIO survey, these executives are leading state and local governments’ responses to the constant threat of cyberattack.

Requesting service organization control reports from service providers is an important part of the vetting process when looking to ensure safe cybersecurity practices.

While 401(k) plan fees are a bigger ask for small plans, the savings benefits to participants still tend to be worth the price.

For some employers, offering a state-facilitated retirement plan is the best and easiest option, but for others, sponsoring their own plan or joining a PEP are more attractive.

For the smallest of employers, offering a state auto-IRA program provides minimal administrative and fiduciary burdens.

Sponsors have both legal and practical ramifications to weigh.

With their ability to provide personalized advice, managed accounts have become a more attractive retirement income solution, but the high fees attached to them continue to be a major criticism.

Plan sponsors have a number of factors to consider when comparing investment, insurance and drawdown options for their participants.

As we mark the 50th anniversary of the law, it is an opportune moment to reflect on its profound impact on the American retirement landscape and consider the opportunities ahead.

The director of benefits at Wayne-Sanderson Farms shares how offering an in-plan managed account service helped its employees older than 50.

As defined benefit plan sponsors look to de-risk and offload pension liabilities, the selection of annuity providers has come under increased scrutiny in recent lawsuits.

Plan sponsors can consider plan conversions, similar to what IBM has done, hibernation or different investment strategies to reduce risk without transferring it.

The rise in yields in recent years have not boosted the size of the contracts.

Lowering premiums might spur some organizations to consider offering a defined benefit plan, which could be an additional form of income in retirement.

The long-awaited report makes no recommendations for changes.

Business-related degrees are important, but so are data management and soft skills.

Staffers have varying degrees of experience with retirement plans, so providing training and education is vital when managing a benefits team.

With fatigue and exhaustion on the rise among HR leaders, plan sponsors are tasked with managing the stresses that their benefits teams face while also prioritizing the needs of their participants.

Tax-exempt, church and governmental employers have a wide range of considerations when picking what retirement plan, or plans, to offer.

As higher education plan sponsors often work with small benefits staffs and oversee diverse pools of employees, administering a retirement plan tailored to all employees’ needs is a difficult task.

Optional SECURE 2.0 provisions and IRS determination letters can help plan sponsors position their plans to meet participant needs.

Government plans need more guidance from the IRS to address payroll-related complications that affect compliance with parts of SECURE 2.0.