Paula Aven Gladych

Educational programs around retirement have become more robust over the years but retirement plan participants are still not sure what to do with their accumulated wealth once they can access it.

Many assume that a wealthy upbringing is essential for an early retirement, but recent studies show those who plan to retire early were no more likely to describe their family growing up as wealthy/affluent, or financially comfortable, than people who planned to stay in the workforce longer.

In Tibble v. Edison, the Supreme Court did not expound on what a retirement plan fiduciary's duty to monitor entails, which is a bone of contention for ERISA attorneys and 401(k) plan sponsors.

Although 401(k) plan participation is increasing, employees are not actively managing their accounts.

In the past two years, the corporate pension buy-out market has surged with more than $49 billion in transactions, and that trend should continue unabated as large employers try to shift pension debt off their books.

May 29 is 529 Day, a national observance that acknowledges the importance of the college savings tool, but 66% of Americans still don’t understand what 529 plans are.

If your retirement plan provider hasn’t yet entered the mobile app market, you could be missing out on an important opportunity to educate your 401(k) plan members.

To avoid breach of fiduciary duty claims in the future, retirement plan sponsors need to reexamine the investment policy statement for their 401(k) plans to make sure they are doing enough to make sure workers’ retirement funds are invested in the lowest fee and best investments possible.

The U.S. Supreme Court issued a decision Monday that could have far-reaching implications for how long a retirement plan participant has to sue an employer for breach of fiduciary duty in a 401(k) plan.

A bipartisan bill recently introduced in the House and Senate would require employer-sponsored retirement plans to provide participants with an estimate of how much lifetime income they could expect from their current savings.

If employees are not well prepared for retirement it should be a major concern for both employees and their employers, experts say.

The state of Nevada Public Employees’ Deferred Compensation Program chose Voya Financial, Inc.’s retirement business to serve as its single service provider.

When people speak about retirement and security, women often get overlooked, but they are one of the most vulnerable segments of society.

Employer-sponsored defined contribution plans have become the go-to retirement vehicle for the majority of workers in the U.S. but more needs to be done to get employees to not only save but to save more.

April was a better month for the 100 largest U.S. corporate pension plans, with their funded status rising to 82.6% from 80.9%.

When saving for the future, many people opt focus on their children’s opportunities rather than their own. The College Savings Plan Network encourages employers to offer benefits options, such as a 529 college investment plan, to help their employees save for their children’s college educations.

As U.S. employers move away from defined benefit pension plans in favor of self-directed retirement accounts, workers have become responsible for their own investment and longevity risk in retirement – something they’ve never had to deal with before and don’t understand very well.

Younger workers have begun to recognize that working well into their traditional retirement age will likely be the new normal, as Social Security and even workplace savings plans may not support their lifestyles.

More employers are moving to a holistic benefits education approach that addresses health care and retirement savings at the same time.

Retirement account balances reached a record high $91,800 in the first quarter of 2015, and more than 1 million people increased the rate at which they are putting money aside for the future.