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The IRS has announced cost of living adjustments affecting dollar limitations for pension plans and other retirement-related items for tax year 2019. For company retirement plans, the most recognized highlight is the 401(k) contribution limit increase to $19,500 for the new year.Review the full list of contribution limit changes below and share with your plan participants!  Download the 2020 Contribution Limits

For the majority of future retirees, medical expenses pose significant risk to any retirement plan, and they are only projected to rise. Medical cost estimates for couples throughout their full retirement, assuming both partners are 65, has increased $15,000 from 2016 to 2017, bringing total projections to $275,000, after Medicare coverage.[1]

As your business grows and evolves, it is important to stay in the know on how to offer better workplace benefits that help recruit, reward, and retain your top employee talent. All the while, nudge your employees to save towards a confident retirement! There are three trends that we feel can help strengthen your workforce.

Your retirement plan recordkeeper should be a valued partner that helps support your plan and participants. It’s important to be confident in your recordkeeper and fully understand the value they can deliver for your plan.One area where your recordkeeper can provide support is by helping your plan remain competitive.

In America, most people have debt and as an employer and plan sponsor, it’s helpful to provide resources that encourage your employees to pay down their debt.

As we approach the New Year, we look at the future trends of the retirement plan industry to better support plan design, plan administration, participant outcomes, and fiduciary plan governance.

Tests: the word alone is enough to make the most studious of us sweat.  When placed in the context of 401(k) plans, i.e. determining whether your plan passes nondiscrimination tests, anxiety levels can go through the roof! This article will take a brief look at ways to correct a failed ADP; test, the non-discrimination test mandated by the Internal Revenue Code to determine whether 401(k) elective deferrals unfairly favor highly-compensated employees and use

If you're not using data analytics to help you make progress toward improving participant outcomes, then you could be missing out on a key component of plan governance. Data analytics are becoming a meaningful part of defined contribution plan governance for retirement plan fiduciaries. Data analytics can provide detailed information on different participant segments and help sponsors recognize pain points in their plans. Defining Pain Points Think about using detailed analytics to break

If you want to predict the wants, needs and fears of participants when it comes to retirement planning, look into the potential of predictive analytics.  The use of “big data” (a bite-size term often used instead of the nerdier “predictive analytics”) is helping to steer plan sponsor actions towards enhancing 401(k) participant outcomes and providing insights into consumer behavior. But what’s the best way to jump on this moving train and, more import