A simple way for your employees to plan for retirement income.
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A simple way for your employees to plan for retirement income.
Average Account Balances Reach an All-Time High
How Optimizing a Retirement Plan Can Be a More “Taxing” Proposition
More than 129 million Americans own smartphones1, fundamentally changing how we consume and use information. As mobile technology has become increasingly sophisticated, the idea of using a phone to manage personal finances is no longer the stuff of science fiction.
Recent Fidelity analysis illustrates how retirement savings goals can be pushed off track when taking loans and hardship withdrawals. Review the graphic for suggestions that may help your employees avoid these taxing behaviors.
Our newest informational graphic shows the latest trends for employer contributions and the news is better than you may think. View the latest insights on the topic.
Women's natural instinct to plan may serve them well when it comes to preparing for retirement and may even help them to save more than their male counterparts.
Nearly one million defined contribution plan participants are also saving in an IRA, and recent analysis1 shows that a combined average balance in those accounts reached $225,600 as of December 31, 2012.
Our newest graphic shows how 1 percent can make a big difference in a retirement paycheck, especially for your younger employees. It's time to start thinking about how retirement savings can translate to income later in life and this simple concept can help.
Recent industry figures show that the number of plan sponsors offering managed accounts grew by more than 30% from 2008 to 2012.1 Fidelity Investments has seen equally dramatic growth in managed accounts for the defined contribution (DC) plans we recordkeep.
Thousands of employees turn 50 every day* and are faced with complex decisions about their wealth and health. Are you prepared to address this evolution and the implications it will have on your employees as they plan for retirement?
To better serve the higher education market, Fidelity Investments recently conducted research* on the investment
For many participants, deciding how to invest their retirement assets can be a major undertaking. Admittedly, investing in a way that allows for appropriate risk and growth can be a balancing act that requires skill, will, and time.
Fidelity's recent Retirement Savings Assessment shows that more than half of America's workforce is not on track to cover even essential expenses in retirement, such as healthcare, housing, and food.
More than 22,000 employers with over 15 million benefit plan participants count on Fidelity to provide the guidance, service, and value crucial to achieving their desired outcomes. Here’s why you will, too.
Running a superior equity compensation program can be easier when you are working with a company that has been rated # 1 for stock plan services by stock plan professionals for two years in a row.1 Our consistent and ongoing investments are the reasons our client retention rate is 98%
Ongoing industry mergers and recent healthcare reform have set the stage for plan sponsors to rethink their benefits strategies. Many healthcare organizations are faced with having to merge retirement programs, integrate physician practices, and cope with pension plan funding.
For smaller firms, selecting the right plan is especially important. Your benefits are a valuable tool for attracting and retaining top talent. By offering a strong plan, you send a message to your employees and to your competitors.
Nearly 15,000 workplace plan sponsors and their 21 million participants1 continue to be protected through Fidelity’s information security technologies and recently earned ISO 27001 certification.
To help you take full advantage of Fidelity Stock Plan Services' Reporting platform, we offer a variety of support services including: an enhanced support model, expanded training curriculum, access to our reporting experts via onsite training and report modification services.
A larger percentage of today's successful corporations are increasingly conducting business overseas in search of growth opportunities — and their human resources and employee benefits practices are adapting to this expanding dynamic.
In Fidelity’s analysis of workplace savings plan data,1 contributions to health savings accounts (HSAs) have been shown to correlate with higher defined contribution (DC) retirement plan savings rates.
In early 2013, Fidelity commissioned a research study among employees eligible to participate in high deductible health plans (HDHPs) with health savings accounts (HSAs) to explore their awareness and understanding of this investment and savings vehicle.
The Affordable Care Act (ACA) will open up health care access to millions of previously uninsured Americans. What effect will this have on your employees and your health care program?
A 65-year-old couple retiring in 2013 is estimated to need $220,0001 to cover medical expenses throughout retirement according to Fidelity's latest retiree health care costs estimate. This year's figure represents an 8% decrease from last year's estimate of $240,000.
Although many organizations now offer high-deductible health plans (HDHPs) paired with health savings accounts (HSAs), many Americans are still unfamiliar with them.
Fidelity Investments and the National Business Group on Health (NBGH) recently conducted a joint survey to identify key trends and issues in health improvement.
As employers continue implementing provisions of the Affordable Care Act (ACA), their attention has turned to the excise tax being imposed on some portion of high-cost employer-sponsored health care coverage beginning in 2018.
Many organizations now offer HSA-eligible health plans—such as high-deductible health plans (HDHPs)—paired with health savings accounts (HSAs). However, many Americans are still reluctant to enroll.
Although many organizations offer high-deductible health plans (HDHPs) paired with health savings accounts (HSAs), many Americans are still unfamiliar with them.
As employers contemplate any new health exchange, they need to consider the costs and benefits of each approach—and fully understand the potential impact on related strategies for managing their health plan expenses.
As more organizations look for ways to save on health care expenses, high-deductible health plans (HDHPs), coupled with Health Savings Accounts (HSAs), have emerged as a unifying vehicle that can help employers and employees alike.