Baby Boomers

Employees are prioritizing benefits that help them achieve work-life balance, over performative perks like free lunch or ping pong tables.

From baby boomers to Generation Z, employees have different approaches when it comes to their long-term savings.

Baby boomers may be wealthier, but millennials have benefited from a number of retirement reforms, new research shows — and they still have more time to save.

Baby boomers tend to be viewed as one group. But thanks to the Great Recession, younger boomers have had a much harder time saving for retirement.

According to a new study, boomers are likely to deplete their savings much faster than previous generations — but advisers can still help.

The oldest of the boomers are turning 75 this year and the youngest 57, so their entrance into the 65-and-older ranks has been depressing the growth of the 20-64 population for a decade now.

Benefits brokers and their employer clients need a versatile approach to engaging this multi-generational workforce with their healthcare benefits.

About 2.7 million Americans age 55 or older are contemplating retirement years earlier than they’d imagined because of the pandemic.

Employers are recognizing that a hybrid work model will keep employees happy and productive during the pandemic and beyond.

With a more age diverse workforce, employers are finding ways to cater to different priorities and communication styles by generation.

Benefits advisers need to look beyond healthcare and traditional benefits to account for financial stress, mental health and other factors, experts say.

An effective benefits strategy should use tech to communicate and offer options for all employees.

More than a quarter of women in a recent survey say they are confident they will comfortably retire, while almost a third of men voiced the same confidence.

Those 55 and older were more likely than younger workers to die of lingering injuries days, weeks, months or even years after a workplace incident.

After developing a plan to cover their bills and emergency expenses, clients in a new marriage are advised to start working on their long-term goals.

Workers from both generations share similarities — and financial pressures — when planning for retirement, writes an expert.

A benefit adviser says one-size-fits-all packages won’t attract and retain talent when so many generations are in the workforce.

“Millennials are the largest generation in the workplace ... but all of the rest of us are here too,” says author Lindsey Pollak.

While this benefit does not have wide-spread adoption, across generations workers have various reasons to consult with an attorney.

To truly progress, employers must eliminate labels and embrace how technology can close the generational gap it created.