2025年退休与财务健康热门话题

Hot Topics inRetirementand FinancialWellbeing A B O U TT H I S R E P O R T About Alight TheHot Topics in Retirementreport presents the findings of Alight Solutions’ annual survey, capturingthe changes employers plan to make to their retirement and financial wellbeing plans in the upcomingyear. Now in its 21st edition, the report features responses from 121 organizations employing nearly fourmillion workers. The survey was conducted in the fall of 2024. Alight is a leading cloud-based human capital technology and servicesprovider for many of the world’s largest organizations and over 35 millionpeople and dependents. Through the administration of employee benefits,Alight helps clients gain a benefits advantage while building a healthy andfinancially secure workforce by unifying the benefits ecosystem acrosshealth, wealth, wellbeing, absence management and navigation. Our AlightWorklife®platform empowers employers to gain a deeper understanding oftheir workforce and engage them throughout life’s most importantmoments with personalized benefits management and data-driven insights,leading to increased employee wellbeing, engagement and productivity.Learn more about the Alight Benefits Advantage™atalight.com. This year’s report offers insights on several key topics, including: — The growing interest in lifetime income options within DC plans— The latest adoption of the optional provisions under SECURE 2.0— Employer efforts in cybersecurity communication Thank you for your interest in these key findings. We hope you find value in our data and insights. Alightsincerely appreciates the many plan sponsors who participated in this survey and commends them fortheir dedication to enhancing financial wellbeing during these dynamic times. C O N T A C TI N F O R M A T I O N Executive summaryFinancial wellbeingDC plansDB plansAppendix23101819 Rob Austin Head of Thought Leadershiprob.austin@alight.com Mariana Fischbach Senior Manager of Public Relationsmariana.fischbach@alight.com Executive summary Employer-provided retirement plans are at a critical juncture.With only about 25% of employers offering ongoing DB pensionplans, most workers depend on defined contribution plans like401(k)s for retirement savings. However, SECURE 2.0 has madepre-retirement withdrawals more accessible, delaying retirementfor some. Others are grappling with how to convert their balancesinto retirement income. 2Employers have been selectively adopting optionalprovisions of SECURE 2.0. Many plan sponsors have already adopted hardship self-certification and raised the IRA force-out limit to $7,000.There is also significant interest from others in incorporatingthese changes in 2025. Conversely, there is minimal interestamong employers in the $2,500 sidecar emergencysavings option. Considering this, Alight surveyed over 120 employers tounderstand current trends in retirement and financial wellbeing.The Hot Topics in Retirement report highlights three mainthemes for employers in 2025: 3Interest in lifetime income is slowly increasing. Employers are showing a growing interest in lifetime income,particularly preferring annuities over non-guaranteedalternatives. However, the present adoption rate remainslow. The primary obstacles include fiduciary worries andoperational difficulties. Financial wellness programs keep growing. Nearly all (92%) employers plan to broaden theirfinancial wellbeing programs beyond retirementplans. They mainly emphasize budgeting and debtmanagement, with some extending to estate planningand Social Security optimization. Despite high employeeinterest, student loan assistance does not seem to be aprimary focus for employers. In this report, we contrast the latest data withnumbers from our previous Hot Topics reportsto highlight the extent of change over anextended period. Employers continue to focuson expanding their financialwellbeing programs. Employers have been consistently developing comprehensivefinancial wellbeing programs, and this trend is set to continue.Nearly 60% of employers said they are planning to enhancefinancial wellbeing beyond retirement plans in 2025. Moreover,63% of employers said the importance of financial wellbeing hasreceived more importance at their organization vs. only 3% thatsaid the importance has decreased. 57%of plan sponsors say the threat of lawsuitshampers their ability to be more innovative Financial wellbeing is broadand growing. In the last decade, financial wellbeing has shifted from optionalto essential, with tools and services now widespread. Ten yearsago, only about 25% of employers offered resources for budgetingor financial planning. Today, such offerings are the norm, notthe exception. Most employers believe theyshould offer tools or trainingto employees on a broadrange of financial topics. Employers believe they should offer tools or education on manyfinancial topics but are less inclined to assist with advancedissues like estate planning. Notably, 59% of em