Follow Us
© 2026 Arizent. All rights reserved.
The Hartford’s recent announcement to divest its retirement division has more to do about the economy and the parent’s corporate direction, perhaps instigated by an activist investor, than it does about the quality of its retirement business.
Hartford is and has been in 401(k) heaven based on a rather healthy 401(k), 457 and 403(b) business, top five market share based on number of plans, $52 billion in AUM as well as a series of successful strategic acquisitions.
For reprint and licensing requests for this article, click here.
A financial spreadsheet alone cannot capture the total value and performance of a benefits program, nor can numbers on a ledger guarantee long-term operational success.
At a time of never-ending health benefit cost increases and fiduciary lawsuits, it has never been more important to ensure that claims are paid correctly.
Flat-fee plan pricing makes it easier to treat retirement benefits as part of a long-term business strategy rather than a variable expense that might change unexpectedly.
A wide range of employers are expressing a greater desire to measure risk, achieve more predictable retirement benefit costs, and retain top talent.
Cash-balance plans lead the way in groundswell of support for offering a more meaningful approach to generating retirement income for cash-strapped workers.
