More Americans Say They Want to Stop Working and Retire

However, they may not be saving enough to reach this goal, according to Hearts & Wallets' analyses.

More households than ever (35%) in the past seven years “want to stop working/retire at a certain age,” analyses by Hearts & Wallets find.

After a several year trend of a majority wanting to work as long as health permits, that number dropped to less (45%) this past year. Hearts & Wallets speculates that the increase in the desire to stop work is a reflection of a greater control of their ability to work due to the “gig” economy.

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One in four U.S. households has at least one partner employed in the gig economy, rising to four in 10 for older workers. Seventy percent of workers, and even higher percentages of older workers, say alternative employment is by choice, the analyses find.

Participation in an employer-sponsored retirement plan (ESRP) is one way to prepare to stop work, Hearts & Wallets notes. Yet even as eligible household participation remains at above 80%, the portion of savings going into these plans continue to decline. The analyses find the average rate of savings was 39% in 2014 and has declined to 35% in 2016. The savings rate is not impacted as much by age, as average household participating in an ESRP devotes about one-third of savings to the plan, a figure steady across life stages. Participation is highest among those ages 40 to 52, the life stage with the highest percentage of savings devoted to ESRPs.

Looking more comprehensively at U.S. retirement readiness, about six in 10 households expect to use personal assets for retirement income. Most are underfunded using traditional wealth measures.

The portion of U.S. households saving 4% or more rose to nearly half (48%), driven by the less than $100,000 wealth group last year. Still one in four households saved nothing at all or spent more than income, and one in four mid-life and post-retirement households are not adding to savings. Only one in four households saved over 10% of income. 

The analyses find real estate plays a vital role in household wealth and has potential to be incorporated into financial advice and guidance experiences. For households with less than $500,000 in investable assets, real estate represents more than half of assets. Even for wealthier households, real estate still averages one-quarter to one-third of total assets.

“Households may be in better shape for retirement than anticipated using a broader view of household wealth, but much work needs to be done in partnership with financial services to prepare and support Americans going forward on their choices, from employment, saving, spending to investments,” says Laura Varas, CEO and founder of Hearts & Wallets.

The reports, “Income & Net Wealth” and “Retirement & Funding,” are drawn from the section of the Hearts & Wallets Investor Quantitative Database analyzing the behaviors and attitudes of more than 5,000 IQ Database households. More information is at www.heartsandwallets.com.

(b)lines Ask the Experts – Maximum Permissible Vesting Schedule for Employer Contributions

“What is the current maximum permissible vesting schedule for employer contributions to a retirement plan?

“And is it the same for base (discretionary) and matching contributions?  I seem to recall that the maximum changed in recent years, but I am not certain.” 

Stacey Bradford, David Levine and David Powell, with Groom Law Group, and Michael A. Webb, vice president, Retirement Plan Services, Cammack Retirement Group, answer: 

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The maximum permissible vesting schedules applicable to defined contribution retirement plans (like a 401(k)/profit sharing plan or 403(b) plan) have changed over the years. Generally, since January 1, 2002, the maximum vesting schedule applicable to matching contributions has been a three-year cliff vesting schedule (100% vesting after three years of service) or a two-to-six year graded vesting schedule (20% after two years plus 20% for each year of service thereafter). 

Discretionary employer contributions remained subject to a maximum five-year cliff vesting schedule or two-to-seven year graded vesting schedule until the Pension Protection Act of 2006 (PPA) amended the vesting rules to apply the same maximum schedules to both types of employer contributions. However, an employer may choose to apply one vesting schedule to the match and a different vesting schedule to the discretionary contributions. For example, matching contributions could be 100% vested immediately but the participant’s discretionary contributions account vests over five years (20% each year).  Of note, certain types of employer contributions (e.g., safe harbor matching contributions) must be 100% vested immediately when made to the plan. 

Defined benefit plans have typically been permitted to have longer, maximum vesting schedules, and for several years now, the maximum schedules have been the five-year cliff vesting schedule and the three-to-seven year graded vesting schedule. But, notably, a defined benefit plan that has a cash balance component is required to vest all accrued benefits (including both the cash balance account and the benefit accrued under a traditional defined benefit formula) after no more than three years of service.

 

NOTE: This feature is to provide general information only, does not constitute legal advice, and cannot be used or substituted for legal or tax advice.  

Do YOU have a question for the Experts? If so, we would love to hear from you! Simply forward your question to Rebecca.Moore@strategic-i.com with Subject: Ask the Experts, and the Experts will do their best to answer your question in a future Ask the Experts column.

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