With employers facing tighter budgets and a tighter talent market, many are applying innovative strategies to their workplace retirement and savings plans – in particular, their employer-matching contributions – to remain competitive.
In a world where convenience is king, the inability to automatically enroll plan members has put Canadian sponsors behind the eight ball.
It may be a function of the growing number of baby boomers headed to retirement, but target date funds are quickly becoming the default fund for a growing number of plan memberships across a graying Canada, according to industry players.
Waves of retiring baby boomers have begun to crash onshore, challenging HR to explain the ways DC packages provide safe harbour.
In the struggle to grow member engagement for retirement plans, the game will increasingly be fought on a playing field of the employee’s choosing.
What benefit technology do your employees wish they had – and what’s next for the industry? HRM looks at current and future top trends.
What are the biggest health risks to your employees and how can you address them?
Are 9/10 of your under 25 workers experiencing stress levels off the chart? Employment related stress has topped the list of stress causes.
Think Gen Y don’t care about benefits? Think again
If you’re not calculating ROI for your wellness program, you should be.