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It allows employees to save money. The money that is saved in the 401 k plan can be used to purchase stocks, bonds, and mutual funds.

The percentage of employees who participate in a 401 k plan varies from company to company. Some companies have participation rates as high as 90%, while others have participation rates as low as 20%.

In this web blog, we will talk about the factors that influence 401 k participation rates. We will also take a look at some of the benefits of participating in a 401 k plan.

What are Standard 401(k) Participation and Contribution Charges?

The U.S. Department of Labor states that about one-third of eligible workers do not participate in their employer’s retirement investment plan.

The Department of Labor says that about one-third of eligible workers do not participate in their employer’s retirement investment plan.

This is a shame because employer-sponsored retirement plans are one of the best ways to save for retirement.
When it comes to company-sponsored contributions, employee investments don’t vary significantly in size:

◉  Large companies

Employees at large companies contributed an average of $4,331 per year to their retirement savings plans in 2006. On average, they had a balance of $36,662 in their accounts.

◉  Small businesses

In 2006, employees at small companies contributed an average of $4,474 to their defined contribution plans. They also had an average plan balance of $32,058.

What Components Contribute to Low Retirement Plan Participation Rates?

There are many tax and savings advantages to contributing to a 401(k). So why do so many employees choose not to do this?

There are many reasons why employees might not participate in workplace wellness programs. It’s important to understand why they aren’t participating so you can try to fix the problem. Some of the reasons include:

Complicated Processes

Many employees feel overwhelmed when trying to invest in their retirement plans. In a survey managed by AARP, 52% of adults surveyed said they had made an investment with an adverse outcome (e.g., unexpected taxes or an early withdrawal penalty) because they didn’t understand what the investment was. 54% of those surveyed state they don’t read financial literature because it is hard to understand.

Planning Only for the Short-term and a Deficit of Financial Literacy

Many people think that the 401(k) will not provide them with enough money for their retirement. They only focus on what they are going to do in the next five years and do not think about their long-term goals. This causes them to not participate in 401(k).

The Social Security Office of Policy published a report that found that the most important thing affecting people’s decisions about participating or contributing is how long they plan to stay in the workforce. People who plan for their retirement for less than five years are much less likely to save money for their retirement than those who have a longer perspective.

How Can We Increase Contribution Rates?

Auto-Enrollment

With automatic enrollment, employees have to do something special to not join the 401(k). They have to “opt-out” instead of “opt-in.”Automatic enrollment typically implies a default savings rate and a default investment. Some people argue that this reduces the potential savings. However, others argue that it is better to have defaults (and possibly a lower average savings rate) than for employees not to save at all.”

The DOL reports that if more people were automatically enrolled in retirement savings plans, the percentage of people who do not participate would be reduced from 30% to less than 15%. This would significantly increase the amount of money people have saved for retirement.

Communication and Education

A good communication and financial literacy strategy can help you tell employees about what is available. You can also use it to make employees want to take action and participate more. When you talk about your 401(k), do it in a way that makes people want to listen.

◉  Provide 24/7 access to plan information
◉  Making information easy to digest is important. That’s why you should forget about that 40-page guide! It is a great resource.
◉  Customize the communication for individual relevance
◉  Today’s employees want to talk about the topics they are interested in. They don’t want to be talked to. Try to get them interested in the topic and then have a discussion. You can do this either online or in person.
◉  Human Interest offers online and in-person education about retirement savings. This way, employees and employers can be sure to follow best practices for risk management, asset allocation, and more.

Now that you offer a 401(k), it is important to get your employees to participate. They are investing in their future by using this benefit, so you want to help them get the most out of it. If you are struggling to get people to contribute to your 401(k), ask your provider for help. They may have tools you can use, best practices they can suggest, or strategies to offer. If you work hard, you can increase the number of people who participate in your plan. This will make your efforts more successful.

Summary

Despite their many benefits, 401 k plans have low participation rates. In order to increase the number of people who participate in these plans, employers and employees need to be aware of the advantages they offer. By educating people on the benefits of 401 k plans and providing easy access to enrollment information, you can encourage more people to take advantage of this retirement savings opportunity.

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