Retirement planning

While an increasing number of these employers say retirement plans help them attract and retain talent, the majority says they don’t have the capabilities to set one up.

The regulation enacted in June spurred plan sponsors to update their plan design and investment menus and some are even shopping for new plan advisers.

Employees should consider postponing their retirement, especially if they work for the federal government.

Understanding who oversees key principals helps focus management, says Manning & Napier's Shelby George.

The Internal Revenue Service granted relief to those hit by the storm by making it easier for retirement plans to give loans and hardship distributions.

Older employees should consider postponing leaving the workforce, especially if they work for the federal government.

Retirees are likely to have fewer choices when they start shopping around for Medicare Advantage plans during the open-enrollment period that begins Oct. 15.

Employees gently prodded on retirement contributions can come out ahead.

Employers need to help their workers understand and prepare for additional medical charges when they stop working.

Employees gently prodded on retirement contributions can come out ahead.

Employees should consider a dependable second-hand car instead of a new one, and then redirect the money saved into a retirement account.

Employees often don’t save enough, and few utilize auto-escalation.

Employers need to help their workers understand and prepare for additional medical charges when they stop working.

In a perfect world, the largest expenses in retirement would be for fun things like travel and entertainment. In the real world, retiree healthcare costs can take an unconscionably big bite out of savings.

Women are spending fewer years being married, new research finds, a change that “has significant implications for financial planning.”

With the goal of improved participant outcomes, a simplified approach using straightforward language could be more attractive to employees.

Participants don’t need a million choices to save successfully for retirement.

The sheer number of modest, inactive 401(k)s — along with the friction in the industry that makes it difficult to seamlessly transfer the balances from plan to plan as participants change jobs — is causing a lot of undue stress.

Plan sponsors must continue to offer automatic plan features and do a better job of vetting target-date funds.