83% of plan sponsors feel a strong responsibility for employees’ financial well-being
J.P. Morgan Asset Management released its sixth U.S. defined contribution (DC) plan sponsor survey findings, highlighting a growing commitment among plan sponsors to enhancing retirement outcomes and equipping participants with essential financial tools. This year’s research, Scaling what works, shaping what’s next, captures insights from 750 U.S. plan sponsors, providing a comprehensive snapshot of their perspectives and actions in refining retirement offerings. Plan sponsors are increasingly expanding financial wellness initiatives and developing innovative retirement income decumulation strategies, demonstrating increased engagement in supporting employees.
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The survey highlights how generational differences within workforces influence plan sponsors in addressing the unique needs of Gen X, Millennials, and Gen Z, each offering distinct perspectives on retirement planning. Notably, only 22% of plan sponsors with a significant Gen X employee base express strong confidence that their employees are saving adequately for retirement. This underscores the need for targeted strategies to support Gen X, especially as they near retirement.
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“Our 2025 Plan Sponsor Survey highlights a shift in retirement planning with plan sponsors recognizing the need for proactive strategies to enhance participant outcomes,” said Alyson Frost, Head of Retirement Insights at J.P. Morgan Asset Management. “The findings emphasize the important role of financial wellness programs in boosting employee productivity and engagement. Plan sponsors are committed to providing the necessary tools and education for long-term financial security, and we anticipate further adoption of innovative strategies to meet the diverse needs of today’s workforce.”
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Key Findings
- Commitment to Financial Wellness: Over 80% of plan sponsors acknowledge their role in supporting employee financial wellness, with many expanding benefits accordingly. However, critical programs, such as emergency savings, student loan debt assistance and debt management benefits, remain under-implemented, particularly among smaller employers.
- Proactive Plan Design: Nearly half (49%) of respondents now favor a proactive approach to plan design reporting higher satisfaction across key measures, including participation and contribution rates, investment performance and participation education quality. Despite this progress, there is still opportunity to continue to increase contribution percentages and participant engagement.
- Expanding Responsibilities: Plan sponsors face growing responsibilities, highlighting a need for more education. Over half are unaware of their fiduciary roles, and one-third lacking understanding of their target date funds (TDFs), despite their widespread use. Nearly 80% believe their plans should generate retirement income, with 61% considering adding in-plan income options this year.
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Source: PR newswire