HR/benefits managers may not think of 2013 as the year of retirement. That is, in the face of costs to comply with the Patient Protection and Affordable Care Act, allocating resources to maintaining a retirement plan may slip down on practitioners' priority lists. Companies still do not know the entirety of PPACA's effect on business, and until it gets ironed out, the law will have what experts have called a "chilling" effect on 401(k) plans.
Despite the need to focus on health care reform compliance, though, retirement plans still need to be evaluated to ensure they are helping participants achieve a secure future. To that end, the marketplace is more crowded than ever with options for plan sponsors.
Register or login for access to this item and much more
All Employee Benefit News content is archived after seven days.
Community members receive:
- All recent and archived articles
- Conference offers and updates
- A full menu of enewsletter options
- Web seminars, white papers, ebooks
Already have an account? Log In
Don't have an account? Register for Free Unlimited Access