Plan Sponsors Reaffirm Commitment to Workforce Retirement Benefits, According to New MetLife Study
MetLife's 2025 Enduring Retirement Model Study reveals strong commitment from plan sponsors to workforce retirement benefits, with 82% unable to envision discontinuing these offerings. The study highlights that 58% of sponsors believe economic conditions and market volatility, along with demographic shifts toward an aging workforce (57%), will shape the market's evolution.
Key findings show that companies maintain retirement benefits primarily to:
- Gain competitive advantage in talent retention (69%)
- Show commitment to employee welfare (57%)
- Enable workforce retirement readiness (52%)
The study identifies significant challenges, with 90% of sponsors reporting workers delaying retirement due to financial constraints. Additionally, 93% acknowledge retirees need guaranteed lifetime income, while 92% recognize increased reliance on DC plans following DB pension decline. Notably, 80% consider guaranteed lifetime income solutions important for DC plans, with 35% currently offering conversion options for guaranteed retirement income.
Lo Studio sul Modello di Pensionamento Duraturo 2025 di MetLife rivela un forte impegno da parte degli sponsor dei piani verso i benefici pensionistici per la forza lavoro, con l'82% che non riesce a immaginare di interrompere queste offerte. Lo studio evidenzia che il 58% degli sponsor crede che le condizioni economiche e la volatilità del mercato, insieme ai cambiamenti demografici verso una forza lavoro in invecchiamento (57%), plasmeranno l'evoluzione del mercato.
I risultati chiave mostrano che le aziende mantengono i benefici pensionistici principalmente per:
- Ottenere un vantaggio competitivo nella retention dei talenti (69%)
- Dimostrare impegno per il benessere dei dipendenti (57%)
- Consentire la preparazione alla pensione della forza lavoro (52%)
Lo studio identifica sfide significative, con il 90% degli sponsor che riporta che i lavoratori ritardano il pensionamento a causa di vincoli finanziari. Inoltre, il 93% riconosce che i pensionati hanno bisogno di un reddito garantito a vita, mentre il 92% riconosce la crescente dipendenza dai piani DC dopo il declino delle pensioni DB. È notevole che l'80% consideri importanti le soluzioni di reddito garantito a vita per i piani DC, con il 35% che attualmente offre opzioni di conversione per un reddito pensionistico garantito.
El Estudio del Modelo de Jubilación Duradera 2025 de MetLife revela un fuerte compromiso por parte de los patrocinadores de planes hacia los beneficios de jubilación de la fuerza laboral, con un 82% que no puede imaginar la interrupción de estas ofertas. El estudio destaca que el 58% de los patrocinadores cree que las condiciones económicas y la volatilidad del mercado, junto con los cambios demográficos hacia una fuerza laboral envejecida (57%), darán forma a la evolución del mercado.
Los hallazgos clave muestran que las empresas mantienen los beneficios de jubilación principalmente para:
- Obtener una ventaja competitiva en la retención de talento (69%)
- Demostrar compromiso con el bienestar de los empleados (57%)
- Permitir la preparación de la fuerza laboral para la jubilación (52%)
El estudio identifica desafíos significativos, con un 90% de los patrocinadores informando que los trabajadores retrasan su jubilación debido a restricciones financieras. Además, el 93% reconoce que los jubilados necesitan un ingreso garantizado de por vida, mientras que el 92% reconoce la creciente dependencia de los planes DC tras la disminución de las pensiones DB. Notablemente, el 80% considera importantes las soluciones de ingreso garantizado de por vida para los planes DC, con un 35% que actualmente ofrece opciones de conversión para un ingreso de jubilación garantizado.
메트라이프의 2025 지속 가능한 은퇴 모델 연구는 계획 후원자들이 직원 은퇴 혜택에 대한 강한 의지를 보이고 있으며, 82%가 이러한 혜택을 중단하는 것을 상상할 수 없다고 밝혔습니다. 이 연구는 58%의 후원자가 경제 상황과 시장 변동성, 그리고 고령화하는 인력에 대한 인구 통계학적 변화(57%)가 시장의 진화를 형성할 것이라고 믿고 있다고 강조합니다.
주요 발견 사항은 기업들이 주로 다음과 같은 이유로 은퇴 혜택을 유지하고 있다는 것입니다:
- 인재 유지에서 경쟁 우위를 확보하기 위해 (69%)
- 직원 복지에 대한 헌신을 보여주기 위해 (57%)
- 직원들의 은퇴 준비를 가능하게 하기 위해 (52%)
이 연구는 중요한 도전 과제를 식별하며, 90%의 후원자가 재정적 제약으로 인해 근로자들이 은퇴를 미루고 있다고 보고합니다. 또한, 93%는 은퇴자들이 평생 보장된 소득이 필요하다는 것을 인식하고 있으며, 92%는 DB 연금 감소 이후 DC 계획에 대한 의존도가 증가하고 있음을 인식하고 있습니다. 특히, 80%는 DC 계획에 대해 보장된 평생 소득 솔루션이 중요하다고 생각하며, 35%는 현재 보장된 은퇴 소득을 위한 전환 옵션을 제공하고 있습니다.
Le Modèle de Retraite Durable 2025 de MetLife révèle un fort engagement des sponsors de plans envers les prestations de retraite de la main-d'œuvre, avec 82% d'entre eux incapables d'envisager l'interruption de ces offres. L'étude souligne que 58% des sponsors estiment que les conditions économiques et la volatilité du marché, ainsi que les changements démographiques vers une main-d'œuvre vieillissante (57%), façonneront l'évolution du marché.
Les principales conclusions montrent que les entreprises maintiennent les prestations de retraite principalement pour :
- Obtenir un avantage concurrentiel en matière de rétention des talents (69%)
- Montrer un engagement envers le bien-être des employés (57%)
- Permettre la préparation à la retraite de la main-d'œuvre (52%)
L'étude identifie des défis significatifs, avec 90% des sponsors rapportant que les travailleurs retardent leur retraite en raison de contraintes financières. De plus, 93% reconnaissent que les retraités ont besoin d'un revenu garanti à vie, tandis que 92% reconnaissent la dépendance accrue aux plans DC suite au déclin des pensions DB. Notamment, 80% considèrent que les solutions de revenu garanti à vie sont importantes pour les plans DC, 35% offrant actuellement des options de conversion pour un revenu de retraite garanti.
Die MetLife-Studie zum Modell der nachhaltigen Altersvorsorge 2025 zeigt ein starkes Engagement der Plan-Sponsoren für die Altersvorsorgeleistungen der Belegschaft, wobei 82% sich nicht vorstellen können, diese Angebote einzustellen. Die Studie hebt hervor, dass 58% der Sponsoren glauben, dass wirtschaftliche Bedingungen und Marktvolatilität sowie demografische Veränderungen hin zu einer alternden Belegschaft (57%) die Entwicklung des Marktes beeinflussen werden.
Wesentliche Erkenntnisse zeigen, dass Unternehmen Altersvorsorgeleistungen hauptsächlich aus folgenden Gründen aufrechterhalten:
- Um einen Wettbewerbsvorteil bei der Talentbindung zu erlangen (69%)
- Um Engagement für das Wohl der Mitarbeiter zu zeigen (57%)
- Um die Altersvorsorgebereitschaft der Belegschaft zu ermöglichen (52%)
Die Studie identifiziert bedeutende Herausforderungen, wobei 90% der Sponsoren berichten, dass Arbeitnehmer aufgrund finanzieller Einschränkungen ihren Ruhestand hinauszögern. Darüber hinaus erkennen 93% an, dass Rentner ein garantiertes Einkommen auf Lebenszeit benötigen, während 92% die zunehmende Abhängigkeit von DC-Plänen nach dem Rückgang der DB-Pensionen anerkennen. Bemerkenswert ist, dass 80% garantierte Einkommenslösungen für DC-Pläne als wichtig erachten, wobei 35% derzeit Umwandlungsoptionen für garantierte Altersvorsorgeeinkommen anbieten.
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“In the fifty years since the passage of the Employee Retirement Income Security Act, which was designed to safeguard the retirement, health and welfare benefits of American workers, the institutional retirement space has continued to evolve and mature to address larger macroeconomic trends and meet the changing needs of
Continued Commitment to Retirement Benefits
As they contemplate the future of the institutional retirement landscape, a majority of plan sponsors (
When looking at their own plans, the top three reasons companies plan to continue to offer retirement benefits in the future are to serve as a competitive advantage in attracting and retaining talent (
Retirement Challenges
While they are focused on providing the resources to help their employees retire, employers also see a number of challenges facing older members of today’s workforce. In fact,
Plan sponsors believe employees may be delaying retirement because they can’t afford to retire yet (
The Roles of DC and DB Plans In Future Retirement Offerings
The most recent significant retirement shift facing employers has been the decline of DB pension plans, paid for by the employer, and the growing domination of the DC plan, the bulk of which workers are responsible for funding. Plan sponsors recognize this and its impact on retirement security—a vast majority,
As a result, respondents reported that the most important choices a plan sponsor can make to help DC plan participants protect their retirement savings is offering retirement income solutions that provide guaranteed income for life (
“We are already seeing plan sponsors taking steps in the right direction when it comes to offering retirement income solutions,” said Moore. “Two thirds of companies already offer, or are expecting to offer, guaranteed retirement income in the next five years. This includes
When it comes to DB pension plans, plan sponsors face a different set of challenges. The size of the liabilities for a company’s pension plan can be substantial and add volatility to the corporation’s financial statements. Because of this, there is awareness of — and interest in — the ability to de-risk these benefits, with over three quarters,
“As a leader in the institutional retirement space, MetLife is well-positioned to take advantage of the trends revealed by the study to drive future growth in our core markets. And, by capitalizing on our unique retirement platform, we will be able to successfully execute the company’s New Frontier strategy and cultivate potential opportunities in adjacent markets,” said Moore. “MetLife’s long history and expertise in offering retirement solutions allows us to play to our strengths and discipline in this market and offer a differentiated approach.”
About the Study
MetLife commissioned research among employers, consultants, recordkeepers and industry experts/influentials. The employer survey was conducted online by Greenwald Research on behalf of MetLife between September 4–25, 2024, among 255 plan sponsors who work for a company with 1,000 employees or more, are a decisionmaker or had considerable influence on the selection of retirement benefits at their company, and whose company offers a DC or DB plan. More than half of the plan sponsors surveyed have 10,000 or more employees. Among those with a DB plan,
About MetLife
MetLife, Inc. (NYSE: MET), through its subsidiaries and affiliates (“MetLife”), is one of the world’s leading financial services companies, providing insurance, annuities, employee benefits and asset management to help individual and institutional customers build a more confident future. Founded in 1868, MetLife has operations in more than 40 markets globally and holds leading positions in
View source version on businesswire.com: https://www.businesswire.com/news/home/20250331790186/en/
MetLife Contact:
Judi Mahaney
jmahaney@metlife.com
646-238-4655
Source: MetLife, Inc.
FAQ
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