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Going beyond a typical 3% default rate can pay off for plan participants
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More employers are auto-enrolling new employees into 401(k) or similar defined contribution plans, and they are setting the default salary deferral rate higher than in the past.
A newly released
annual 401(k) benchmarking report by financial services firm T. Rowe Price shows that:
Plan sponsors "are continuing to elevate the industry standard by auto-enrolling participants at 6 percent versus the more typical 3 percent," said Aimee DeCamillo, head of T. Rowe Price Retirement Plan Services in Owings Mills, Md. "Higher default contribution rates encourage employee participation in plans and will lead to better outcomes for retirement investors."
Default Deferral Rate for Auto-Enrollment Plans
Source: T. Rowe Price.
"Plan participants can't control volatility in the financial markets or the direction of the economy," she noted, "so they need to seize control of the one thing that's in their power—the amount of money they save for retirement. Making consistent contributions to a retirement plan and regularly increasing their contribution rates are the most important actions investors can take to prepare for a successful retirement."
Tellingly, plans with an auto-enrollment feature have a participation rate of 88 percent, while those that do not have this feature have a participation rate of just 48 percent.
Participation Rate Comparison by Age Group
Source: T. Rowe Price.
An Added Push
But it's not all good news. The average participant deferral rate held steady at 7 percent, far below the 15 percent level (including the employer match)
recommended by many retirement advisors. In addition, approximately one-third of participants are not deferring any money to their retirement account.
Even a 1 percent of pay increase in 401(k) contributions could translate into a larger monthly retirement paycheck, and the impact is greatest for younger individuals with the longest savings time horizon, according to
an earlier Fidelity analysis.
After salary raises are announced each year,
automatically escalating participants' savings rates by an additional 1 percent (unless they affirmatively opt out), until the amount deferred reaches 15 percent of pay, can help employees save enough for a secure retirement.
Likewise, automatically enrolling nonparticipant employees each year (again, with an opportunity to opt out) can bring into the plan those who, when hired, felt unable to contribute but may now be able to do so, given a bit of a push.
"Auto-increase has become a powerful tool for sponsors to use to further assist participants with saving for their retirement," DeCamillo said. "Auto-solutions are proving to be successful tools for plan sponsors to use within their plans and a key motivator to develop positive saving habits."
Related SHRM Articles:
Dollar-for-Dollar Is Now Most Common 401(k) Match,
SHRM Online Benefits, October 2015
Most 401(k) Participants Favor Auto Escalation,
SHRM Online Benefits, July 2014
401(k) Match Thresholds and Default Rates Affect Savings,
SHRM Online Benefits, May 2013
401(k) Match Thresholds Drive Participation More than Rates,
SHRM Online Benefits, July 2012
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