A retirement plan fiduciary is an important, yet complicated, role that many plan sponsors are increasingly seeking assistance with managing. Plan sponsors may find it helpful to hire an external fiduciary to free time and resources, add valuable expertise, and manage fiduciary risk.
The Department of Labor’s fiduciary rule will have a significant impact on the retirement marketplace. The regulation expands the definition of fiduciary investment advice under the Employee Retirement Income Security Act of 1974 (ERISA) and is intended to eliminate conflicts of interest and apply a “best interest” standard to investment advice related to retirement plans, IRAs, and rollovers.
Plan sponsors and financial advisors are increasingly focused on taking the steps necessary to help retirement plan participants have good retirement outcomes. Research finds participants are not confident about their retirement planning abilities or the decisions they have made with regard to their retirement plan.
Since the Department of Labor introduced its fiduciary rule in 2015, retirement plan providers and financial advisors have been making changes to their business approach to adapt to the new regulation.
Many workers are worried that they won’t be financially ready to retire at their target retirement age. According to a 2016 Brightworks Partners survey, almost four in 10 working adults plan to delay retirement beyond their original planned age due to deficient savings.
Helping workers succeed at planning and saving for a secure retirement is good for them. Workplace retirement plans can help them build savings, reduce financial stress, and be prepared to retire when they are ready. It’s also good for employers – many find financial benefits help attract talent, improve productivity, boost loyalty, and foster healthy turnover.
While most workers are relying on their employer-sponsored retirement plan as their main source of retirement income, some aren’t taking advantage of this valuable employer benefit. What’s preventing them from saving? Competing financial priorities, debt, and retirement plans that don’t engage workers in planning their future.
Workers are not confident about their odds of meeting their retirement goals, and research indicates many fear a future that includes a declining standard of living, a delayed retirement date, working during retirement, and outliving their savings, according to a 2016 Brightworks Partners survey.