Retirement benefits

Although clients pay taxes on the contributions they make, they can still expect tax savings as their money grows tax-free and future distributions are exempt from taxes.

Employers need to be deliberate about what information they send, how they delivered it and provide a reasons why younger workers should care.

Plan providers must find ways to differentiate their services to be part of advisers’ go-to lists.

With an ever-changing benefits landscape, having an inside look from industry experts is crucial to best strategize how to tackle any oncoming challenges. Over the course of the year, these were some of the top blog contributions received at EBN.

When it comes to at least one type of investing, U.S. pension funds should take a (maple) leaf out of their Canadian counterparts' playbook, says Bloomberg Gadfly columnist Gillian Tan.

The changing concept of retirement in America is disrupting the parts of the financial services machine that are geared around it.

Employers need to be deliberate about what information they send, how they delivered it and provide a reasons why younger workers should care.

Investors are advised to reduce their risk capacity and get their portfolio ready for the distribution phase once they are within five years of their retirement.

Investors are advised to reduce their risk capacity and get their portfolio ready for the distribution phase once they are within five years of their retirement.

Plan sponsors should consider going beyond ERISA’s bare-bones requirements for plan document requests and make it a practice to also provide a cover letter, containing certain specific information.

Employers that sponsor retirement benefits may wonder if their non-eligible employees will be required to participate in these state-sponsored programs.

Clients in this situation will need to gather a lot of paperwork, including at least eight certified copies of the spouse's death certificate for life insurance, among other reasons.

The 2006 rule prompted private sector employers to cut or freeze pension plans, new research indicates.

Clients in this situation will need to gather a lot of paperwork, including at least eight certified copies of the spouse's death certificate for life insurance, among other reasons.

Thanks to legal battles and federal regulations, plan participants are expecting more of their advisers than ever before.

The 2006 rule prompted private sector employers to cut or freeze pension plans, new research indicates.

Employers that sponsor retirement benefits may wonder if their non-eligible employees will be required to participate in these state-sponsored programs.

: Regardless of policy outcome, employers must continue to apply innovative and creative strategies for employee benefits, says Hodges-Mace’s Eric Helman.

Fiduciary framework, increased financial wellness efforts and greater automation should be on benefits professionals’ radar.

If they file for Social Security, they should expect 26% less than they would get if they wait until their full retirement age.