Employee retirement planning is an important component of overall Financial Well-being. While many employers invest in retirement benefits, employees often face competing financial priorities that can make long-term planning difficult.
When employees understand their retirement benefits and feel confident making long-term financial decisions, the impact can extend far beyond retirement savings. Financial confidence can influence engagement, productivity, and how employees perceive the value of their benefits package.
For employers, EAP providers, and PEOs, supporting employee retirement planning can be an important part of a broader Financial Well-being strategy.
Retirement planning isn't just a personal finance topic. It can also be an employee experience and benefits engagement opportunity.
Employees who understand their retirement benefits are often better positioned to make informed decisions about their financial future. At the same time, employers can help maximize the value of benefits they already provide by increasing awareness, education, and engagement.
Underutilized retirement benefits can represent missed opportunities for both employees and employers. When employees don't contribute enough to receive an employer match or don't understand available resources, they may not be fully benefiting from their compensation package.
Supporting retirement education isn't simply about encouraging employees to save more. It's about helping employees understand their options and feel more confident navigating financial decisions.
MSA member-reported data reinforces this gap: while 66% of employees said they contribute at least 5% of income toward retirement, nearly half, 47%, said they’re unsure if they’re on track to retire, and another 21% said they know they are not on track.1
Retirement planning rarely exists in isolation.
Employees may be balancing competing priorities such as budgeting, debt management, emergency savings, childcare expenses, or housing costs. For many employees, these more immediate concerns take priority over long-term retirement goals.
Among mid-career participants in a recent MSA event, 35% cited their most pressing challenge as balancing retirement saving with other financial priorities. Additional concerns included understanding investments and risk tolerance (17%), managing debt (16%), and estate planning (13%).2
That's why many organizations are incorporating retirement education into broader Financial Well-being initiatives. When employees feel more confident managing their day-to-day finances, they may be better positioned to engage with retirement planning and other long-term financial goals.
Internal Link Opportunity:
Employee Retirement Planning: Why Saving Alone May Not Be Enough
Many employees don't realize they're missing out on employer matching contributions. Clear communication can help employees better understand the value of this benefit.
How you can help:
Employees often want to save more but feel unsure how to start or how much to contribute.
How you can help:
Employee retirement planning is closely connected to financial, mental, and emotional well-being.
How you can help:
Generic retirement information can feel overwhelming. Personalized support can help employees connect educational concepts to their individual circumstances.
“I love working with [my Money Coach]. He has a wealth of knowledge and a warm manner [...] He equips me with the skills and tools I need to succeed in my retirement future and with money management overall.”
– MSA Member
How you can help:
Employees sometimes believe they should have started saving earlier, which can lead to avoidance or discouragement.
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Employers are not the only organizations helping employees navigate financial decisions.
EAPs and PEOs are increasingly looking for ways to support employee Financial Well-being through education, coaching, and access to trusted resources. Retirement planning can be an important part of that support strategy.
By incorporating financial education and coaching into broader employee support programs, EAPs and PEOs can help employers deliver a more comprehensive employee experience.
Internal Link Opportunities: (Article suggestions to write in the near future, or find current ones to link here)
Employers that invest in retirement education and employee Financial Well-being initiatives may experience benefits such as:
Personalized support can also help employees make measurable progress. MSA members working with a Money Coach reported an average retirement contribution increase of 4.2% from annual salary.3
Supporting employees' financial lives is about more than just retirement planning. It can help create a workplace culture that prioritizes education, empowerment, and long-term well-being.
Employees may not fully understand available benefits, may face competing financial priorities, or may feel uncertain about how to get started.
Employers can improve participation through ongoing communication, financial education, personalized coaching opportunities, and clear explanations of available benefits.
Financial education can help employees better understand retirement plans, employer matching contributions, and long-term planning concepts, allowing them to make more informed decisions.
Personalized coaching can help employees understand available benefits, address financial concerns, and make more informed decisions about their financial future.
Interested in supporting employee Financial Well-being through educational guidance and personalized coaching?
Schedule a conversation with our team to learn how MSA helps employers, EAPs, and PEOs support employees at each stage of their financial journey.
1 My Secure Advantage, Inc. March 2025. Based on MSA member self-reported live event data. 4,066 responses.
2 My Secure Advantage, Inc. June 2025. Based on MSA member self-reported live event data. 2,358 responses.
3 My Secure Advantage, Inc., January 2025. Based on self-reported data from MSA members working with a coach on this specific issue, from 1/1/23 - 12/31/24.