DC plan sponsors manage their plans using a variety of tactics and strategies. While most demonstrate a strong commitment to employee financial well-being, a critical gap in fiduciary understanding could be an obstacle to successful plan oversight and effectiveness.
Related Research
Size and Sentiment: DC Sponsors and Investment Menus
In 2025, LIMRA’s bi-yearly plan sponsor survey looked at the number of investment options offered by their DC plans, segmenting responses by investment menu size — creating four categories: <10, 10–14, 15–29, and 30+.
Claims Integration in Workplace Benefits
How are workplace benefits carriers connecting claims across product lines?
Pulse Survey: Group Disability Insurance Plans
Want to know more about the current and future landscape of group disability products?
SECUR-ing America’s Retirement System: Plan Sponsor Perceptions and Processing of the SECURE Acts
How can defined contribution stakeholders and suppliers support employers tasked with leveraging and complying with the provisions of the SECURE Acts? The answer begins with knowing how plan sponsors perceive and understand the implications of these Acts for them and their plans. Full report and Executive Summary available.
About Wellness: Exploring Plan Sponsor Perceptions and Actions
This study explores how employers — sponsors of defined contribution (DC) retirement plans — feel about and act upon the need for financial wellness programs in the workplace.