"Employers have begun enrollment in Minnesota's Secure Choice Retirement Program according to a phased schedule with the first deadline on June 30, 2026. All Minnesota employers with five or more employees that do not offer a retirement plan will be required to facilitate this state program for employees via payroll contributions. Employees are automatically enrolled in the 5 percent contribution unless they affirmatively opt out. Minnesota employers that already have a retirement plan must file for an exemption."  MORE >>

"For some plans, alternatives may offer meaningful diversification and long-term benefits when implemented carefully. For others, the added complexity, liquidity considerations, or cost may outweigh those potential advantages. Much depends on the plan's participant base, investment objectives, and governance structure.... ERISA continues to serve as the guardrail that ensures participant interests remain paramount."  MORE >>

"[P]rivate equity products differ fundamentally from traditional mutual funds and public securities. They involve limited transparency, subjective valuation, conditional liquidity, complex fee structures, leverage, and performance reporting methodologies that are often not comparable to public-market investments.... This checklist is designed to help ERISA fiduciaries identify hidden risks, conflicts, prohibited transaction concerns, and misleading performance claims before adding private-market exposure to participant-directed retirement plans."  MORE >>

"[ICI] found that though rollovers are driving IRA growth, participants prefer to seek rollover advice from professional advisors rather than their employer.... 64% said they consulted an advisor, 45% a financial service firm, and 35% consulted their employer which included written materials produced or made available by their employer. 35% also consulted their spouse or partner."  MORE >>

"The 401(k) record-keeping business is at a major crossroad. On the one hand, plan fees continue to decline, which, coupled with rising demand for service and costs, seems untenable. On the other hand, the opportunity to offer wealth services to the over 100 million active participants, either alone or in partnership with advisors, is immense."  MORE >>

"[As] TrumpIRA.gov involves neither actual delivery of a retirement savings platform nor any sort of integration with payroll providers, and participation will be voluntary, whether the program will act to increase savings or long-term wealth for individuals is yet to be determined."  MORE >>

"The Retirement Probability Simulator provides insight into the volatility and uncertainty inherent in investment returns. The Actuarial Financial Planner provides a disciplined, liability‑driven foundation for determining sustainable spending. Used together, they offer a more complete picture of retirement readiness than either tool can provide alone."  MORE >>

"While good health may buy you more time and a higher quality of life in your later years, it can also bring greater health care costs in retirement. That's because living longer not only extends the amount of time you'll need to pay for routine health care but also increases your risk of chronic disease.... Here's what health care could cost you -- and how to plan for it."  MORE >>

"The proposed rules would split public companies into large accelerated filers and non-accelerated filers. Non-accelerated filers would be subject to scaled executive compensation disclosure rules, similar to those presently applicable to emerging growth companies (EGCs), and they would not be required to conduct Say-on-Pay and related advisory votes. The SEC estimates that approximately 81% of public companies would be non-accelerated filers subject to these scaled disclosure rules."  MORE >>

"The expansion of Section 4960 to all employees represents a fundamental shift in the excise tax landscape for ATEOs and their related organizations. Organizations that previously needed to monitor compensation only for their five highest-paid employees must now consider the tax implications of compensation above $1 million paid to any employee.... [Notice 2026-36] limits the retroactive reach of the OBBBA expansion. In addition, preserving the limited hours and nonexempt funds exceptions is welcome news for organizations with complex multi-entity structures, as it provides continued relief for employees of related organizations who perform limited services for the ATEO."  MORE >>