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Most employers offer traditional benefits like health care, however, benefits advisors think new benefits will gain popularity within the year.

No slowdown is expected in the coming months when it comes to employer-sponsored health care and retirement plans. Here are some of the big-ticket items.

With the passage of this landmark legislation, significant administrative guidance on changes to retirement plans will be forthcoming from the IRS and the DOL, but here is a preliminary summary of the most relevant changes.

The new regulation opens the door for employers to adopt (or convert their existing cash balance plans) to market-return cash balance plans, without a minimum fixed rate, and with the opportunity to have a scale of pay credits that materially increase by age or service.

Whether via audit or some other review process, it's not uncommon for employers to discover that a plan failure has occurred, however, most errors are resolvable — and potentially without fees or penalties — under the right circumstances.

The question is not whether the new legislation impacts plan sponsors, it's which of the more than 90 provisions apply to them and when do they take effect.

New report indicates FSAs saved $30.7B in 2020; two-thirds of employers will offer them in 2023.

With the recent passage of SECURE Act 2.0 and the IRS' release of substantially higher contribution limits for 401(k)s, small employers are only just beginning their journey to design and offer robust retirement benefits.