A recent survey from American Century Investments reveals some surprising disconnects between retirement plan sponsors and the workers participating in their 401(k) plans. The findings uncovered some sizable gaps in how each group views participant preparedness, risk tolerance, and even the basic functionality of common retirement products.

To break down the results of the 12th Annual National Retirement Survey and shed light on what’s behind these disconnects, we welcome Glenn Dial, Senior Retirement Strategist at American Century Investments, who unpacks the data, challenges assumptions, and discusses what plan sponsors may be overlooking when it comes to participant needs and expectations.

Listen in as we explore employer-employee risk perceptions, barriers to retirement income adoption, misconceptions about TDFs, and what the survey says about income replacement, defaults, and protecting assets from market volatility.

Source: 12th Annual American Century Retirement Survey

Methodology: The participant survey was conducted between June 3, 2025, and June 23, 2025.  The survey included 1,500 full-time workers between the ages of 25 and 70 saving through their employer’s retirement plan. The data were weighted to reflect key demographics (gender, income, and education) among all American private sector participants between 25 and 70.

The sponsor survey was conducted between May 20, 2025, and June 16, 2025. Survey included 500 plan sponsor representatives holding a job title of Director or higher and having considerable influence when it comes to making decisions about their company’s retirement plan (either 401(k), 403(b), or 457 plans). The data were weighted to reflect the makeup of the total defined contribution population by plan asset size.

Percentages in the tables and charts may not total 100 due to rounding and/or missing categories.

Greenwald Research of Washington, D.C., completed data collection and analysis.

This material has been prepared for educational purposes only. It is not intended to provide, and should not be relied upon for, investment, accounting, legal or tax advice.

Investment return and principal value of security investments will fluctuate. The value at the time of redemption may be more or less than the original cost. Past performance is no guarantee of future results.

Retirement technology is rapidly transforming the way advisors and plan sponsors deliver planning advice. In this episode of the 401(k) Specialist Podcast, Editor-in-Chief Brian Anderson sits down with Michael Allen, Morningstar Retirement’s Global Head of Retirement Technology, to explore how innovation is making retirement advice more personalized, scalable, and impactful.

Allen shares insights on how Morningstar turns ideas into digital solutions, the technologies most likely to redefine the participant experience—like AI, predictive analytics, and behavioral nudges—and how innovation stays grounded in what participants really need.

Key Insights:

AI boosts personalization in retirement planning
Michael Allen shares how AI lets Morningstar offer dynamic, personalized advice. Instead of long forms, participants now engage in simple, human-like conversations.

Innovation solves real user pain points
Morningstar's tools, like “AI Insights,” were built to fix specific issues—such as time-consuming reporting—by highlighting key data instantly.

Advice at scale with human oversight
Morningstar combines AI with trusted forecasting tools. The goal: deliver tailored advice while letting advisors focus on what humans do best.

Technology is transforming the small-plan retirement market—and fast. In this episode of the 401(k) Specialist Podcast, we sit down with Sue Hardy, Head of Plan Operations at Sandy, Utah-based 401GO, and Cheryl Morrison Deutsch, the company’s Chief Experience Officer, to explore how modern automation, integration, and design thinking are helping small businesses launch and manage 401(k) plans more efficiently than ever before.

Key Insights

Driving Financial Equity Through Innovation
By integrating advanced features like real-time plan customization and scalable support tools, 401GO aims to make retirement planning more accessible and equitable for participants across demographics and income levels.

Technology Is Closing the 401(k) Coverage Gap
401GO is leveraging automation and intuitive design to bring affordable 401(k) solutions to underserved small businesses, addressing the persistent retirement plan coverage gap across the U.S.

Advisor-Centric Platform Enhancements
New tech updates from 401GO are designed to empower advisors with flexible tools, differentiated experiences based on skill level, and communication features that strengthen client relationships—automating the process but not the human connection.

See Also:

Unlocking SMB Market Success with 401GO’s Stan Smith

401GO Unveils Program Matching 401(k) Sponsors with Advisors

401GO Taps Chief Experience Officer

Private markets are trying to make a move from the margins to the mainstream in workplace retirement plans—and the implications could be enormous. In this episode, we sit down with Greg Jenkins, CFA, Managing Director of Defined Contribution Solutions at Invesco to explore what this potential shift could mean for advisors, plan sponsors, and participants alike.

Jenkins, who works with plan sponsors, consultants and advisors on DC-related products and custom applications, shares his thoughts on the shifting regulatory environment, interest levels among plan sponsors, different types of private market investments being considered, how they could help with potential diversification and limiting sequence-of-return risk, and more.

See Also:

Large-Cap Value Investing in 401(k) Plans with Invesco’s Devin Armstrong

How to Better Reach 401(k) Participants with Invesco’s Greg Jenkins

Automated plan features in 401(k)s such as auto-enrollment and auto-escalation have become essential tools for boosting employee participation and contribution levels.

Marc Howell and Felix Okwaning, who are both Managing Directors—Enhanced Plan Design at Principal Financial GroupⓇ, share some compelling new research showing employees not only stay in auto features but increasingly expect them, explore budget-friendly strategies to implement them, and discuss how failing to act can create costly delayed retirements. We’ll also cover how SECURE 2.0 is accelerating adoption of automation, and why advisors and sponsors should prepare for auto features to become standard in every retirement plan.

Key Insights

Auto Features in 401(k) Plans Drive Better Retirement Outcomes
Marc Howell and Felix Okwaning emphasize that automatic enrollment and automatic escalation remain the most effective tools for improving participant savings behavior. These features increase plan participation and deferral rates, leading to higher retirement readiness—especially when combined with target date funds.

Cost Concerns Are Often Overstated
Many plan sponsors hesitate to implement auto features due to perceived cost concerns. However, the speakers argue that these assumptions are often exaggerated. When designed strategically, auto features can be cost-neutral—or even reduce costs—by increasing plan scale and efficiency over time.

Behavioral Nudges Require Strategic Plan Design
The speakers highlight the importance of behavioral finance in retirement plan design. Default options, re-enrollment, and ongoing communication can gently steer participants toward smarter decisions. Plan sponsors are encouraged to revisit plan design annually to ensure features align with evolving participant needs and business goals.

Insurance products and plan administrative services provided through Principal Life Insurance Company®, a member of the Principal Financial Group®, Des Moines, IA 50392. 

Principal®, Principal Financial Group®, and Principal and the logomark design are registered trademarks of Principal Financial Services, Inc., a Principal Financial Group company, in the United States and are trademarks and services marks of Principal Financial Services, Inc., in various countries around the world.

© 2025 Principal Financial Services, Inc. 

In this episode of the 401(k) Specialist Podcast, we dive into the complex world of Market Value Adjustments (MVAs)—what they are, when they’re triggered, how they’re calculated, and why they matter.

Bill McLaren, Stable Value Business Leader for the Retirement Plan Services Business at Lincoln Financial, joins us to explain why MVAs can catch plan sponsors off guard—especially during a recordkeeper change—and what advisors can do to protect participants.

Find out more about stable value investment only solutions.

Key Insights

MVAs Can Surprise Plan Sponsors
Market Value Adjustments (MVAs) in stable value funds are often overlooked by plan sponsors, particularly during recordkeeper transitions. Many focus on crediting rates and fail to understand termination conditions, only discovering the financial implications when a move results in receiving less than the book value of their investments.

Mitigating MVA Risks Requires Preparation
Plan sponsors can mitigate MVAs through proper due diligence and understanding the specific stable value contract provisions. Options such as the “12-month put” guarantee full book value payout with proper notice. Sponsors should know whether their fund is portable and consult advisors early to avoid costly surprises.

Three Strategies to Address Negative MVAs
When faced with a negative MVA, sponsors have three main options:

• Partner with a stable value provider who can absorb the MVA and preserve participant account balances—ensuring a seamless transition between providers without financial harm.
• Pay the difference themselves (rare).
• Pass the loss to participants (unpopular and risky).

SEE ALSO:

• Stable Value Funds: Balancing Safety and Opportunity with Lincoln Financial’s Matt Condos

The views expressed are those of the speaker/writer and not necessarily those of any Lincoln Financial® affiliate. Neither the information, nor any opinion expressed herein shall be construed as investment advice. All investments involve risk, including possible loss of principal.  

Lincoln Financial is the marketing name for Lincoln National Corporation and its affiliates.

Affiliates are separately responsible for their own financial and contractual obligations.

Lincoln Financial Distributors, Inc., a broker-dealer, is the wholesale distribution organization of Lincoln Financial and may act in a wholesale capacity for this product. Unaffiliated broker-dealers also may provide services to customers.

Lincoln Financial affiliates, their affiliated distributors, and their respective employees, representatives, and/or insurance agents do not provide tax, accounting, or legal advice. Clients should consult their own independent financial professionals as to any tax, accounting, or legal statements made herein.

The Lincoln Stable Value Account and the Lincoln Stable Value Separate Account are group fixed annuities issued by The Lincoln National Life Insurance Company, Fort Wayne, IN. The Lincoln National Life Insurance company does not solicit business in the state of New York, nor is it authorized to do so.

This material is provided by The Lincoln National Life Insurance Company, Fort Wayne, IN, and, in New York, Lincoln Life & Annuity Company of New York, Syracuse, NY, and their applicable affiliates (collectively referred to as “Lincoln”). Lincoln does not provide investment advice, and this material is not intended to provide investment advice. Lincoln has financial interests that are served by the sale of Lincoln programs, products, and services.

Even with regulatory barriers to including alternative assets such as private equity in defined contribution plans being removed by the Trump administration, many advisors, plan sponsors and fiduciaries are understandably hesitant to jump in.

To get a better idea of what private equity investments can bring to the table, we speak with Maura Reilly Kennedy and Michelle Rappa of investment manager Neuberger Berman, a pair of highly accomplished subject matter experts when it comes to private equity and its defined contribution investment capabilities.

Reilly Kennedy and Rappa talk through some innovative structures seeking to make these investments more accessible and practical for retirement savers.

Key Insights

Regulatory Shift Opens Door to Alternatives
A new executive order and the rollback of prior DOL guidance mark a major policy shift, signaling broader access to private equity in 401(k) plans. This regulatory momentum is encouraging plan sponsors to seriously consider alternative investments.

Private Equity in 401(k)s Boosts Outcomes
Neuberger Berman’s research shows that adding just a 10% private equity allocation to a target-date fund can improve returns, reduce risk, and increase monthly retirement income by as much as 19%, offering meaningful impact on participant outcomes.

Industry Innovation Addresses Past Hurdles
Innovative structures like evergreen funds and DC-friendly wrappers (e.g., CITs) are solving challenges like illiquidity, fees, and complexity—making private markets more accessible and practical for defined contribution plans.

Stable value funds are a staple in many 401(k) plans, offering principal protection and steady returns by investing in high-quality bonds. They’re particularly popular with participants nearing retirement who want to reduce market risk while still earning a competitive yield. But recent market conditions and interest rate changes have raised new considerations for these low-risk options.

In this episode of the 401(k) Specialist Podcast, Matt Condos, Senior Vice President of Retirement Plan Services Product Solutions at Lincoln Financial, provides insights on stable value’s role in today’s retirement landscape, how it compares to money market funds during periods of rising interest rates, and the contract features—like put provisions—that plan sponsors and advisors need to understand. He also examines evolving product designs aimed at improving liquidity and transparency while still offering the stability participants expect.

Three Key Insights

• Understanding Put Provisions and Liquidity Needs
  Advisors and plan sponsors must understand put provisions, which delay withdrawals during plan-level changes. With increased scrutiny on liquidity, new short-duration stable value products with transparent crediting rates are emerging to offer flexibility without sacrificing security.
• Stable Value Funds Offer Long-Term Stability
  Stable value funds continue to play a critical role in retirement portfolios by providing principal protection and steady returns—especially during times of market volatility. Participants nearing retirement particularly value the stability and predictable growth these products offer.
• Misconceptions vs. Money Market Funds
  Although money market funds can temporarily outperform stable value funds when short-term rates spike, stable value typically outpaces money markets over the long term. Their ability to amortize rate changes and invest further along the yield curve offers strategic advantages.

The views expressed are those of the speaker/writer and not necessarily those of any Lincoln Financial® affiliate. Neither the information, nor any opinion expressed herein shall be construed as investment advice. All investments involve risk, including possible loss of principal.  

Lincoln Financial is the marketing name of Lincoln National Corporation and its affiliates including The Lincoln National Life Insurance Company, Fort Wayne, IN, Lincoln Life & Annuity Company of New York, Syracuse, NY and broker dealer Lincoln Financial Distributors, Inc., Radnor, PA. The Lincoln National Life Insurance Company does not solicit business in the state of New York, nor is it authorized to do so. Securities and investment advisory services offered through other affiliates. Affiliates are separately responsible for their own financial and contractual obligations. 

LCN-8252510-080525

As retirement plan participants transition from the accumulation phase to decumulation, the focus moves from building wealth to ensuring sustainable income—what’s also known as "value creation."

Danielle Kelso, Senior Institutional Solutions Consultant at Allianz Life Insurance Company of North America, joins the 401(k) Specialist Pod(k)ast to shed light on the changes and innovations shaping the future of retirement security. In her role, Kelso provides research, analytics and product expertise to the Allianz sales team, and shares her expertise on what retirement plan advisors and plan sponsors need to be thinking about when it comes to supporting a retiree’s lifestyle by ensuring stable income and managing risks effectively.

Key Insights:

Personalized Income Planning Replaces One-Size-Fits-All
The future of retirement planning lies in personalized strategies. Custom plans that integrate all income sources and reflect individual goals and spending habits offer better outcomes than generic investment approaches.

Redefining Value Creation in Retirement
Value creation is evolving beyond accumulating the highest portfolio balance. In retirement, it now centers on generating reliable, sustainable income that supports lifestyle and essential needs. This shift emphasizes peace of mind and financial security over raw returns.

Annuities Play a Key Role in Managing Retirement Risks
Modern annuities help mitigate key retirement risks such as longevity, market volatility, inflation, and personal life changes. Allianz research shows that portfolios including annuities significantly improve the probability of meeting income goals—by up to 25–40% in adverse markets.

See Also:

Exploring Guaranteed Income in DC Plan Trends with Allianz Life’s Matt Stubblefield

Solving the Portability Puzzle with Allianz Life’s Ben Thomason

Exploring Retirement Income Strategies with Joshua Grass and Todd Levy

The third edition of the retirement industry’s least traditional conference is coming up Aug. 3–5 in Milwaukee, Wis. To get the low-down, we spoke with organizer Sheri Fitts, a well-known expert in personal branding for financial advisors and 401(k) marketing. Audio here 

Sheri explains what sets the conference apart. It focuses on helping attendees strengthen their personal brand through storytelling and human connection. Additionally, she highlights key agenda items and explains why the event welcomes a broad mix of professionals.

For more information about SWAY | LIVE, check out the event website here: https://swaylive.sherifitts.com/SWAYLIVE2

Recently the Department of Labor’s (DOL) Employee Benefits Security Administration announced that it has rescinded its 2022 guidance that discouraged retirement plan fiduciaries from including cryptocurrency investments in 401(k) plans.

The move is seen as a removal of a big regulatory roadblock that forced plan fiduciaries to exercise “extreme care” before adding crypto to 401(k) investment menus, in line with the Trump administration’s expressed desire to eliminate what it sees as regulatory overreach and that investment decisions should be made by fiduciaries, and not D.C. bureaucrats.

Knut A. Rostad, Co-Founder and President of the Institute for the Fiduciary Standard, one of the most outspoken advocates of the need for a fiduciary standard to protect investors, is no fan of the decision, and explains why in colorful terms on this episode of the 401(k) Specialist Podcast.

Key Insights:

DOL Crypto Guidance Reversal Sparks Fiduciary Concerns
Knut Rostad sharply criticized the Department of Labor's decision to rescind its 2022 guidance discouraging crypto in 401(k)s, calling it a “sucker punch” to retirement investors and a dangerous shift away from fiduciary duty.

Fiduciary Oversight Diminishing Across Agencies
Rostad argues that the DOL’s move undermines its fundamental role and signals a broader decline in regulatory accountability—raising alarms about fiduciary standards at both the DOL and SEC.

Crypto and Private Equity Pose Participant Risks
Despite fewer restrictions, fiduciaries are urged to avoid adding crypto and private equity to plan menus due to volatility, lack of transparency, and custody issues—likening such moves to gambling.

SEE ALSO:

• EBSA Rescinds Guidance Warning Against Cryptocurrency in 401(k)s
• Better Markets Rips DOL Decision to Rescind 2022 Crypto Guidance

One of the most promising—and rapidly evolving—segments of the retirement plan industry is the small- to medium-sized business (SMB) market. With a wave of government incentives and employee expectations for workplace benefits on the rise, the time is ripe for innovation and growth.

To help unpack the challenges and opportunities in serving this critical market, we’re joined by Stan Smith, Chief of Growth at 401GO, a digital-first recordkeeper focused on making 401(k) plans more accessible and scalable for smaller employers.

Smith shares his front-line insights on what’s driving critical change in the retirement plan market, what advisors need to know to serve the SMB market, why automation and simplicity are keys to unlocking long-term success, and where he sees the retirement plan market heading.

Key Insights:

Recordkeeper evolution and AI integration: The discussion highlighted growing pressures on legacy recordkeepers and forecasted industry shifts toward AI-driven solutions, with an emphasis on internal automation and participant-centric innovation.

The SMB market is a massive growth opportunity: Stan Smith emphasized that with 1 million new plans expected by 2029, driven by mandates and Secure 2.0, the SMB (small-to-medium-sized business) market is ripe for advisor engagement and innovation.

Technology and simplicity are game-changers: 401GO’s strength lies in its “road to simplicity” approach—offering advisors and sponsors streamlined onboarding, real-time functionality, and intuitive UX/UI to remove traditional recordkeeping hurdles.

SEE ALSO:

A Smart Retirement Strategy for Business Owners Using Cash Balance Plans

401GO Expands Service Offerings with Apex Fintech Solutions Collaboration

401GO Grows Retirement Investment Offerings with Mesirow

The integration of guaranteed lifetime income solutions into workplace retirement plans remains a hot topic among plan advisors, sponsors and participants. To get an idea of the current state of these efforts, we talk with Matt Stubblefield, Aggregator Channel Director at Allianz, who highlights some key findings from a new report by the Allianz Center for the Future of Retirement, part of Allianz Life Insurance Company of North America.

The report that examines participant attitudes, preferences and demand for annuities in defined contribution retirement plans, and Stubblefield will share ideas on how plan advisors can put these learnings into practice to enhance their client offerings.

Key Insights:

Rising Demand for Lifetime Income Solutions
Allianz's research reveals that participants strongly favor guaranteed lifetime income options like annuities, with 86% preferring predictable income over managing a lump sum. This trend reflects growing concerns around market volatility, inflation, and longevity risk.

Millennials and Diverse Groups Lead Interest in Annuities
Millennials show the highest interest in adding annuities to their retirement plans, followed by Gen X and Baby Boomers. Black, Hispanic, and Asian-American participants express more interest than white participants, showing a shift toward securing stable retirement income across demographics.

In-Plan Annuities and Personalized Advice Are Preferred
Participants prefer contributing to annuities gradually via payroll deductions. They prioritize features like market protection, flexibility, and portability. Many view personalized advice and managed accounts as critical tools for effectively incorporating these products into retirement strategies.

See Also:

Solving the Portability Puzzle with Allianz Life’s Ben Thomason

Exploring Retirement Income Strategies with Joshua Grass and Todd Levy

Research Cited: The State of Lifetime Income: Participant Survey, conducted by the Allianz Center for the Future of Retirement in November 2024 with a nationally representative sample of 2,488 respondents aged 18+ who are currently contributing to an employer-sponsored retirement plan.

Fixed index annuities are designed to meet long-term needs for retirement income. They provide guarantees against the loss of principal and credited interest, tax-deferred accumulation potential, and the reassurance of a death benefit for beneficiaries.

This content is for general educational purposes only. It is not intended to provide fiduciary, tax, or legal advice and cannot be used to avoid tax penalties or to promote, market, or recommend any tax plan or arrangement. Please note that Allianz Life Insurance Company of North America, its affiliated companies, and their representatives and employees do not give fiduciary, tax, or legal advice. Allianz does not provide financial planning services.

Guarantees are backed solely by the financial strength and claims-paying ability of the issuing insurance company.

Allianz Life Insurance Company of North America is not Affiliated with 401(k) Specialist

Allianz Life Insurance Company of North America (Allianz), 5701 Golden Hills Drive, Minneapolis, MN 55416-1297. 800.542.5724 www.allianzlife.com

For institutional use only - not intended for use with the public.

The inaugural "Next-Gen 401(k) Report" from KWP Growth Partners is being released on April 8, unveiling a dozen transformative trends that are shaping the future of retirement plans, putting the spotlight on 60 leading digital-forward companies that are driving innovation in the workplace retirement plan space.

Will Prest, Managing Partner for KWP Growth Partners and Lisa Kottler, KWP’s Partner of Strategic Growth and Innovation, join this episode of the 401(k) Specialist Podcast to discuss the new report and what makes it a valuable new resource for firms throughout the workplace retirement plan ecosystem.

Key Insights

Next Gen 401(k) Report Launches with 12 Key Trends
KWP Growth Partners released the inaugural Next Gen 401(k) Report spotlighting 60 innovative companies and 12 transformative trends shaping the retirement industry. Designed for advisors, recordkeepers, asset managers, and fintechs, the report helps stakeholders identify emerging opportunities and collaborate for better retirement outcomes​.

Collaboration Over Competition in RetireTech
A major takeaway is the growing collaboration between legacy firms and challenger retiretech brands. Instead of competing, firms are forming strategic partnerships—like John Hancock with Swell—to broaden market access, accelerate innovation, and close the retirement coverage gap​.

Top Trends: AI, Embedded Solutions & Human-Centered Design
Among the top trends are AI-driven personalization, embedded solutions like guideline and Gusto's payroll integration, and user-friendly, jargon-free design. These trends are enhancing engagement, efficiency, and inclusivity across retirement platforms​.

See Also:

‘RetireTech Map 1.0’ Highlights Retirement Plan Industry Innovators

In this episode, we explore how large-cap value investing fits into a well-structured 401(k) plan investment menu with the help of Devin Armstrong, co-lead manager of the Invesco Comstock Fund, who is Senior Portfolio Manager and Director of U.S. Value Research at Invesco.

With market uncertainty and shifting economic conditions, value investing remains a compelling strategy for long-term retirement savers. Armstrong breaks down why large-cap value stocks help to diversify 401(k) plan holdings, and walks us through the team’s unique contrarian approach and classic value investing techniques that distinguish the Invesco Comstock Fund.

Key Insights

Importance of Large-Cap Value in 401(k) Plans
Large-cap value investing plays a crucial role in 401(k) investment menus by providing diversification and long-term stability. As market cycles shift between growth and value investing, maintaining exposure to both styles ensures a balanced portfolio and mitigates risk​.

Market Shifts and Investment Strategy
The economic environment is changing, with inflation and rising interest rates creating a more favorable backdrop for value stocks. Historical data shows that during inflationary periods, value stocks tend to outperform growth stocks, making them a strong consideration for retirement portfolios​.

Invesco’s Contrarian Approach
The Invesco Comstock Fund follows a disciplined, valuation-driven approach. The team seeks undervalued companies facing temporary challenges, aiming to capitalize on market dislocations while maintaining a long-term investment perspective​.

It was announced at the start of the recent Viking Cove Institute 2025 Industry Leaders Summit that well-known retirement industry veteran Amy Glynn would be taking the reins as President at the unique independent organization that boasts a membership of over 600 advisors across roughly 200 firms.

Glynn joins the 401(k) Specialist Pod(k)ast to talk about the transition, the recent summit, why advisors need independent guidance, and some key new initiatives set to roll out this year at Viking Cove.

Key Insights:

Industry Leadership Shift at Viking Cove Institute
Amy Glynn has taken over as President of Viking Cove Institute, bringing a fresh vision to support independent retirement advisors with resources and networking​.

Expansion of Financial Services & Initiatives
Viking Cove is launching new initiatives, including the VCI 100 annual insights, enhanced technology for community circles, and expanded fiduciary certification programs​.

Advocacy for Diversity & Women’s Leadership
Glynn is leading efforts to support women in the retirement industry through the Women in Pension Network, Women on Boards 50/50, and Viking Cove’s leadership summi

The “flavor of the month” in retirement plan ERISA lawsuits seems to be 401(k) forfeiture reallocation cases, where employers are accused of using forfeited funds to benefit the company instead of plan participants.

Richard Clarke, Chief Insurance Officer at Colonial Surety Company, a leading direct seller and writer of surety bonds, joins the 401(k) Specialist Podcast to address why plan sponsors need to remain vigilant and have the proper guardrails in place to mitigate the risk of a costly lawsuit.

He’ll also talk about some of the new SECURE 2.0 provisions and how plan sponsors can safeguard against fiduciary breaches resulting from the new provisions.

Key Insights

Rise in 401(k) Forfeiture Lawsuits: ERISA lawsuits targeting 401(k) forfeiture reallocations are increasing, with plan sponsors accused of misusing forfeited funds instead of reinvesting them for participants​.

Fiduciary Liability Risks: Plan fiduciaries face personal liability if forfeitures are not handled in accordance with ERISA guidelines, emphasizing the need for proper safeguards​.

Secure 2.0 Compliance Challenges: New Secure 2.0 provisions create compliance hurdles for plan sponsors, including higher RMD ages, emergency withdrawals, and expanded eligibility rules​

High-profile retirement plan advisor Holly Knight joins the 401(k) Specialist Podcast in this episode to discuss her recent move from NFP to Alera Group, where she is in the newly created role of “Director of Retirement Advisor Services.”

Knight explains the rationale behind the move and why she believes the young and growing company is uniquely positioned to deliver true financial integration for its clients, and how she plans to tackle the task of building scalable infrastructure.

Key Insights:

1. Financial Wellness Integration: Holly Knight emphasizes embedding financial wellness into benefits, retirement, and wealth services rather than treating it as a standalone offering.
2. Scalability & Innovation: Alera Group’s approach focuses on building scalable, high-impact financial services by leveraging technology, data, and strategic partnerships.
3. Retirement Industry Evolution: The shift towards holistic financial services aims to simplify participant engagement while enhancing decision-making and long-term outcomes.

SEE ALSO:

• Alera Group Names Retirement Advisor Services Director

A second Trump Administration, coupled with new leadership at the SEC and Department of Labor, brings the potential for significant changes in the regulatory environment in Washington, including discussions that could impact retirement tax incentives and their role in encouraging long-term savings.

For insight on what this could mean when it comes to the retirement industry, we check in with Eric J. Pan, President and CEO of the Washington, D.C.-based Investment Company Institute. ICI is the leading association representing the interests of regulated funds and the more than 120 million Americans who depend on them to achieve long-term financial goals including retirement.

He chimes in on ICI’s new “Help U.S. Retire” advocacy campaign, changes at the SEC, the need to protect the tax treatment of retirement savings, and why the 401(k) is envied by countries around the world.

Key insights:

1. Preserving Retirement Tax Benefits: The ICI’s “Help U.S. Retire” campaign emphasizes safeguarding retirement tax incentives for retirement savings amid potential policy changes.
2. Leveling the Retirement Playing Field: Efforts to include collective investment trusts (CITs) in 403(b) plans aim to provide broader investment options and reduce costs for participants.
3. Global Recognition of the U.S. 401(k) System: The U.S. 401(k) system is globally admired for its success in fostering retirement savings, serving as a model for other nations.

The Social Security Fairness Act was signed into law by President Joe Biden on Jan. 6 thanks to strong bipartisan support. The intent was to provide greater retirement security and “fairness” to people who have dedicated their careers to public service, with bill supporters saying the old law unfairly stripped many low-income government and public workers of the benefits they deserve.

But did they get it wrong? Andrew G. Biggs, senior fellow at the American Enterprise Institute and a nationally recognized expert on retirement issues and Social Security policy, makes a compelling argument for why the Social Security Fairness Act essentially amounts to a $200 billion giveaway to people who neither need the benefits nor paid into the system to receive them.

Key Insights

• Impact of Social Security Fairness Act: The repeal of WEP and GPO provisions increases Social Security benefits for public sector employees but raises concerns about fairness and financial sustainability​.
• Public Sector Pension Dynamics: Many public employees benefit from generous pensions and may now receive additional Social Security benefits, leading to "double-dipping" concerns​.
• Fiscal Consequences: The $200 billion cost of the legislation accelerates the depletion of Social Security trust funds, threatening long-term sustainability​.

With the new year quickly approaching, it’s a good time to think about some of the key trends to watch out for in 2025. Vanguard Head of Defined Contribution Research Jeff Clark—who is the author of the company’s popular “How America Saves” research—joins the 401(k) Specialist Podcast to talk about four 2025 retirement trends he anticipates will impact the workplace retirement plan market next year. podcast here 

Clark covers growing Roth contribution options, increases in auto enrollment, why to expect a broader focus on financial wellness, and continued momentum for in-plan lifetime income options.

t’s always important for retirement plan advisors to know the primary concerns and interests of 401(k) participants in order to be able to communicate with them effectively.

Invesco recently conducted some new research on the mindset of participants, and in this episode of the 401(k) Specialist Pod(k)ast, we talk with Greg Jenkins, Managing Director and Head of Institutional Defined Contribution at Invesco, who shares some surprising findings uncovered by the new research, and what advisors can learn from it.

Key Insights:

1. Participants’ Financial Concerns: Inflation, rising costs, and healthcare expenses are top concerns for 401(k) participants, significantly outweighing worries like job security.
2. Miscommunication on Retirement Income: Only 30% of participants recall receiving information about turning 401(k) balances into retirement income, highlighting a communication gap.
3. Target Date Fund Misunderstandings: A significant percentage of participants misuse target date funds, holding multiple TDFs or combining them with other investments for "diversification".

Invesco partnered with Ipsos to conduct an online survey of 583 defined contribution plan participants (May-July 2024). Participant respondents had following characteristics: Age 25-65 years old; Personal income $30,000+; Employed full-time for an organization for 1+ years; Employer has 1,000+ employees; Actively contributing to a defined contribution plan; Does not work in education, financial services, the federal government, or involved in the management of or decisions regarding employer’s retirement plans.

Source for all data: May 2024 online survey by Invesco and Ipsos. Invesco is not affiliated with Ipsos.

Invesco Distributors, Inc. is the US distributor for Invesco’s retail products.

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In this episode, we sit down with Pete Welsh, Managing Director of Retirement and Wealth at Inspira Financial, to explore the complexities of company mergers and their impact on retirement plans. 

Welsh sheds light on what happens when businesses with different retirement plans merge, outlining key outcomes and compliance concerns. He also provides expert guidance on plan terminations and offers insights into how companies can navigate these intricate processes while staying compliant with federal regulations.

The small to mid-size business retirement plan market is a key growth opportunity for advisors who are looking to expand their client base and provide much-needed benefit solutions to a traditionally underserved segment.

With all the new tax incentives for startup plans and state mandates to either offer a plan or have employees opted-in to a state-run auto-IRA program, the time has never been better to get smaller businesses on board with starting a plan—which can lead to additional opportunities on the wealth management side.

To learn more about the SMB market, we’re joined by Sean Jordan, Vice President of Small and Mid-Market Segments at Principal Financial Group, to discuss why advisors need be paying close attention to this segment. 

In this episode of the 401(k) Specialist Podcast, we’ll travel down the road to better participant outcomes with MFS Investment Management’s Jeri Savage, who will direct us through the key insights from the newly released 2024 MFS Global Retirement Survey. Podcast Episode Player 

Savage, Lead Retirement Strategist at Boston-based MFS, elaborates on some of the most impactful findings and explores how advisors and plan sponsors can help participants prioritize savings, improve retirement readiness, and navigate the complexities of target date funds.

Key Insights:

Target Date Fund Misunderstandings: Addressing misconceptions, especially the belief that target date funds guarantee income, will drive better participant outcomes.

Retirement Concerns: The 2024 MFS Global Retirement Survey shows that three-quarters of participants feel they need to save more to achieve better participant outcomes in retirement.

Competing Financial Priorities: Younger generations face significant financial challenges, like student loans, making it harder