June 2025
In today’s fast-moving job market, offering a competitive salary is just the beginning. More than ever, employees are looking beyond the paycheck for long-term financial stability. And one factor stands out: retirement benefits.
According to recent data, 93% of employees say retirement benefits influence whether they accept a job offer. In other words, these benefits are not just perks; they’re deal-breakers.
With growing financial anxiety, student debt burdens, and increasing media focus on the looming retirement crisis, employees are prioritizing long-term planning. For employers, this presents both a challenge and an opportunity.
Why Retirement Benefits Matter Now More Than Ever
Several trends are converging to make retirement planning a front-and-center issue:
- The rising cost of living is straining workers’ ability to save.
- Student loan debt is delaying traditional milestones like homeownership and retirement planning.
- Legislation like SECURE 2.0 is making it easier (and more rewarding) for employers to offer retirement plans.
- Younger generations, especially Millennials and Gen Z, increasingly value financial wellness as part of total compensation.
If you’re not prioritizing retirement benefits, your employees and those looking for a job may opt for an employer that does.
5 Ways to Design a Competitive Retirement Plan
Here are five actionable strategies to create a retirement plan that attracts and retains great employees:
- Offer a 401(k) with Matching Contributions: A generous employer match is one of the most valued features of any retirement plan. A common benchmark is 100% match on the first 4% of salary. This not only encourages participation but also shows your commitment to employee well-being.
- Keep Fees Low and Transparent: Plan fees can erode savings over time. Work with low-cost providers and clearly communicate fees to build trust and improve plan engagement.
- Use Auto-Enrollment and Auto-Escalation: Many employees don’t take action unless prompted. Automatically enrolling new hires and gradually increasing their contributions helps boost participation and long-term savings.
- Provide Financial Education: Knowledge is power. Offering tools, webinars, and one-on-one counseling helps employees make confident, informed decisions about their retirement planning.
- Add Roth Options: Offering both traditional and Roth 401(k) accounts gives employees flexibility in how they save, based on their current and future tax outlook.
Why Investing in Your People’s Future Is a Competitive Advantage
Offering a retirement plan isn’t just a formality; it’s a thoughtfully designed plan that shows your employees that you’re not just thinking about today’s performance, but their future well-being. That kind of commitment builds trust, loyalty, and long-term engagement.
As workforce expectations evolve and new legislation like SECURE 2.0 expands opportunities for employers, staying proactive with your retirement benefits isn’t just the right thing to do; it can be a smart and strategic business decision.
When you invest in your people’s future, they’re more likely to invest in yours.