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.

Tax benefits and new credits aim to offset the cost of setting up new retirement plans and can be a ‘big win’ for plan sponsors.

Carl Gagnon, assistant vice president of global financial well-being and retirement programs at Unum Group, reflects on his tenure and provides insight into the future of plan design.

Experts discuss the trends of streamlining the investment menu and adding lifetime income options

A review of topics plan sponsors should consider as they review their plans before the 2024 enrollment season.

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.