Retirement planning

Despite the efforts of the retirement industry, many baby boomers haven't taken to the variety of savings products available, according to the latest research.

A majority of this generation expects most of their post-work income to come from Social Security, finds new research, placing added responsibilities on employers to consider implementing auto-enrollment and auto-escalation.

Understanding the pension and benefit plans of seller organizations is an important part of any acquisition, yet many companies report having less time to complete this due diligence.

Employers and advisers are urged to increase financial education so employees understand the pros and cons of tapping into their 401(k) plans for purposes such as paying off credit card or student loan debt.

Volatility fears are one reason many members of this generation haven’t taken to the variety of retirement savings products available.

Under the DOL’s new standard, all retirement plan advisers — and not just some — will have to put their clients’ interests ahead of their own.

In light of the DOL’s new rule, some advisers will have to define a new relationship with employers and may ask for additional fees.

Plan sponsors and advisers are still able to provide generic facts about retirement savings and 401(k) plans without being subject to the DOL’s new rule.

Employees are uneasy about their finances and employer clients that prioritize benefits education are at a competitive advantage, new MetLife research finds.

Retirement plan industry experts are greeting the Department of Labor’s plans, which will force employers to be more cautious when hiring advisers, with a mix of caution and optimism.

Employees are uneasy about their finances and organizations that prioritize year-round benefits education are at a competitive advantage, finds MetLife’s Annual Employee Benefit Trends Study.

Plan sponsors can improve the health of their plans and participants’ retirement outcomes by embracing roll-ins, yet the process remains difficult and costly for workers.

While benchmarking 401(k) plan investments and fees is important, new research suggests employers and their advisers aren’t doing enough to measure workers’ retirement readiness.

Plan sponsors are urged to increase financial education so employees understand the pros and cons of tapping into their 401(k) plans for purposes such as paying off credit card debt.

New research from the Insured Retirement Institute reveals that many workers in this age group aren’t feeling very confident about their financial prospects.

BlackRock Inc. plans to cut about 400 jobs in what may be the biggest round of layoffs to date at the world’s largest money manager, according to people with knowledge of the matter.

New ways advisers can help clients make sound savings and investment decisions.

The DOL’s impending fiduciary rule will accelerate employers’ move toward vetting for experienced brokers, one expert says, adding that a formal process would help plan sponsors better spot suitable firms.

Many lack confidence they’ll ever be able to stop working, but benefit advisers working with employers can help them realize their post-work life goals.

Lack of consistency in 401(k) matches is one reason Teresa Ghilarducci says it’s time for a change.