Research + Insights
We are keeping score and staying ahead of the industry.
We don’t mean to scare you, but the government is making a push to protect American workers and their retirement savings. That means new rules and stricter enforcement. If you think you’re immune, insured, or otherwise protected, just remember: Many of the plan sponsors in the crosshairs had no idea they were breaking the rules.
Financial stress is rising. Can you feel it?
A Reuters report highlighted a growing reality inside the nation’s workforce: Financial stress is going up, and employees need relief. Employees are also increasingly seeking help with emergency savings, debt management, and financial wellness. We have to accept that financial strain is a workplace issue.
January job numbers aren’t creating much optimism
There were big job cuts in January and it creates uncertainly. The efforts to reduce costs are intensifying. That secure feeling employees need is getting harder to find. And it’s a similar story for employers.
ERISA litigation is telling us to pay attention to fiduciary governance in 2026
A recent roundup of 2025 ERISA cases highlights how courts are thinking about fiduciary responsibility today. The underlying message asks plans to pay attention to their process, document it, and prepare to present it when asked.
New ERISA lawsuits put voluntary benefits under the microscope
A new series of ERISA lawsuits is demonstrating a shift in how courts and plaintiffs’ attorneys are scrutinizing employer-sponsored benefits. In recent years, we’ve mostly witnessed fiduciary litigation spotlights on retirement plans. However, these latest cases target voluntary benefits.
How you handle employee health data matters as much as the benefits themselves.
There’s a piece of the giant healthcare pie that we also need to talk about. The use of AI-powered health benefit tools means employers need to look at how they protect employee health data. Because how employers handle this data matters just as much as the actual benefits they offer.
Retirement plan changes to watch in 2026.
More changes are on the way in 2026 as key 401(k) and other contribution limits are set to rise. These changes create new savings opportunities for employees, but they also add to the compliance responsibilities for plan sponsors.
Healthcare premiums are surging and employees know it.
Rising healthcare premiums are a budget program and employee retention problem. You’ve seen the headlines. So have your employees. Healthcare premiums are expected to rise sharply for both employer sponsored benefits and ACA plans.
Voluntary benefits: These employee ‘perks’ are having a moment.
Employers are expanding access to voluntary benefits to help employees who want more flexibility and options. Plan sponsors are looking at every angle to improve the business of benefits and nearly 1 in 3 employers plan to expand voluntary benefits by 2027 as a key driver.
Data is your best defense
Do you own your health plan data? It’s possible you aren’t sure. Many employers and plan sponsors aren’t aware of how to access their data. Let alone audit it. Yet every self-insured health plan relies on one critical asset to function responsibly: pricing and claims data.
New rules for catch-up contributions.
The IRS just finalized new rules under the SECURE 2.0 Act, and they’re going to matter for both employers and employees when it comes to retirement savings. Starting in 2027, catch-up contributions will be made as Roth.