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The Plan Sponsor Council of America recently released its 60th Annual Survey of Profit-Sharing and 401(k) Plans, documenting increases in participation, deferral rates, target-date funds, automatic enrollment and advisor hiring, among other key trends.

Here are five key trends highlighted in the survey that you may have missed.

One year down, with a whole new one on the horizon. That means it’s time to dust off the ol’ crystal ball and share some predictions for wellness in the year to come.

As with other NAPA Net industry lists (Top DC Wholesalers, Top Retirement Plan Advisors Under 40), we began by asking NAPA Firm Partners to nominate candidates for this recognition.

As 2018 edges closer to the new year, Amanda Umpierrez from PLANSPONSOR identifies what the retirement plan industry can expect.

More financial wellness efforts

Questis is excited to announce that HB Retirement (an affiliate of Henderson Brothers, Inc), a firm specializing in institutional retirement consulting and wealth management, has selected Questis to power its newest service offering: personalized financial wellness.

In a recent article published by the National Association of Plan Advisors, the IRS has provided for comment some much-anticipated new proposed regulations on hardship distributions.

In a recent article released by the National Association of Plan Advisors, the IRS has announced cost-of-living adjustments affecting dollar limitations for pension plans and other retirement-related items for tax year 2019. The 2019 limits are contained in Notice 2018-83, released Nov. 1.

As reported by NAPA, the limits for 2019 are as follows:

Participants do lodge complaints against their retirement plans from time to time, and all these complaints should be addressed, experts say.

Organizations that sponsor 403(b) plans are adopting automatic features to improve plan design and participant outcomes, according to the 2018 403(b) Survey from the Plan Sponsor Council of America (PSCA), sponsored by Principal Financial Group.

In a recently released private letter ruling, the IRS addressed an employer seeking to offer a “student loan benefit program” as part of its 401(k) plan. In short, under this option, the employer would make non-elective contributions if the employee made student loan repayments.