Retirement plan sponsors are facing a pivotal moment in the evolution of workplace savings plans, as the SECURE Act 2.0 provisions reshape how sponsors design, administer, and communicate their 401(k) plans.

As 2025 winds down, plan sponsors are facing increasing legal and regulatory scrutiny surrounding their 401(k) plans, driven by shifting legal standards, increased participant awareness, and more aggressive enforcement by government agencies.

In the world of retirement planning, few tools stir as much strategic debate as the Roth conversion. Converting pre-tax retirement assets from a traditional IRA or employer-sponsored plan into a Roth IRA can offer incredible long-term tax advantages—but it’s not without its risks.

Starting in 2026, high earners 50+ must make 401(k), 403(b), and 457(b) catch-up contributions as Roth. Learn what’s changing and how to prepare.

Did you take a new job recently? If so, you may be wondering what to do with your old 401(k) account. Before you make any decisions, be sure to do your homework first.

On Aug. 7, Pres. Donald Trump signed an executive order titled Democratizing Access to Alternative Assets for 401(k) Investors, aimed at expanding the investment choices available to participants in defined contribution retirement plans under the Employee Retirement Income Security Act of 1974 (ERISA).

When you’re trying to save for both your children’s education and your own retirement, it’s easy to feel pulled in two directions.

A 401(k) plan is not a “set it and forget it” benefit. For plan participants, the middle of the year is a strategic checkpoint.

Maximize your retirement savings by starting your 401(k) early. See how time and compounding can help grow your wealth for the future.

For plan sponsors, staying informed about these developments is crucial, as their potential passage could require updates to plan documents, administrative practices, participant communications, and investment policies.

In today’s dynamic workplace, financial wellness has evolved from a perk to a strategic priority. Forward-thinking plan sponsors recognize its power to reduce employee stress, improve productivity, and strengthen retirement outcomes through personalized, accessible, and comprehensive financial well-being programs.

Employees in the sandwich generation face unique financial pressures as they support aging parents and dependent children while saving for retirement. How can 401(k) plan sponsors provide targeted resources, plan features, and benefits to help ease their financial burden?