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For years, workplace retirement plans were largely measured by how effectively they helped participants accumulate savings. In 2026, that expectation has expanded. Today’s participants want more than a retirement account. They want guidance, financial wellness support, personalized digital experiences, and practical tools that help them prepare for retirement and ultimately convert their savings into sustainable retirement income.
Research from the 2026 EBRI/Greenwald Retirement Confidence Survey, along with studies from Vanguard, the Plan Sponsor Council of America (PSCA), Cerulli Associates, and other leading industry organizations, highlights several trends that can help plan sponsors better understand participant expectations and identify opportunities to strengthen the retirement plan experience.
Personalized Guidance Builds Confidence
According to the 2026 EBRI/Greenwald Retirement Confidence Survey, only 61% of workers surveyed are confident they will have enough money to live comfortably throughout retirement, down from 67% in 2025. At the same time, more than two in five workers reported they do not know where to go for retirement planning advice.
These findings suggest employees increasingly value personalized guidance rather than one-size-fits-all retirement education. Retirement readiness assessments, retirement income projections, educational webinars, digital planning tools, and access to financial professionals can help participants make more informed decisions and improve retirement confidence.
Financial Wellness Remains a Priority
Retirement planning is only one component of an employee’s financial picture. According to the 2026 EBRI/Greenwald Retirement Confidence Survey, nearly six in ten workers say healthcare expenses are limiting their ability to save for retirement, while debt, inflation, housing costs, and concerns about Social Security continue to compete with long-term savings goals.
Offering financial wellness resources that address budgeting, emergency savings, debt management, healthcare planning, and retirement education may help reduce financial stress while improving retirement preparedness.
Make Saving Easy and Explain the Employer Match
Participants consistently appreciate retirement plans that are easy to understand and simple to use. Automatic enrollment, automatic escalation, streamlined enrollment, easy-to-use websites, mobile access, and simplified investment menus all help reduce barriers to participation.
According to the Plan Sponsor Council of America’s 68th Annual Survey of Profit Sharing and 401(k) Plans, nearly two-thirds of surveyed plans utilize automatic enrollment. Vanguard’s How America Saves 2026 report found that 45% of Vanguard participants increased their savings rate during 2025, many through automatic escalation features.
Just as important is helping employees understand one of the most valuable benefits employers can offer – the employer matching contribution. Clear communications explaining how the match works, how much employees need to contribute to receive the full employer contribution, and the long-term value of incorporating the maximum matching contribution can encourage greater participation and help employees avoid leaving valuable retirement dollars on the table.
Build Trust Through Simplicity and Transparency
According to Vanguard’s How America Saves 2026 report, 69% of Vanguard participants invest through professionally managed solutions such as target-date funds or managed accounts, reflecting a growing preference for simplified investing.
Participants also want confidence that their employer is acting in their best interests. Communicating how investment options are selected, how plan fees are monitored, and how fiduciary responsibilities are carried out can reinforce participant confidence and demonstrate the value of prudent plan oversight. Helping participants understand various governance efforts can strengthen trust in both the retirement plan and the employer sponsoring it.
The Focus Is Shifting from Accumulation to Retirement Income
One of the defining retirement plan trends in 2026 is the industry’s shift from helping participants accumulate assets to helping them generate sustainable retirement income. Industry organizations, including the Institutional Retirement Income Council (IRIC), have identified retirement income planning as one of the most important emerging priorities for defined contribution plans as more participants approach retirement.
According to the 2026 EBRI/Greenwald Retirement Confidence Survey, nearly one-quarter of workers changed their expected retirement age during the past year, with most workers delaying retirement. Yet today’s retirees report a median retirement age of 62, even though many workers expect to retire at age 65 or later. This gap underscores the importance of helping participants prepare for unexpected events that can alter retirement plans.
Retirement income projections, Social Security education, healthcare cost planning, withdrawal strategies, and lifetime income education can help participants better understand how today’s savings may translate into tomorrow’s retirement paycheck.
Digital Engagement Is Becoming an Expectation
Today’s participants expect the same digital experience from their retirement plan that they receive from other financial services. Mobile access, personalized online dashboards, retirement calculators, and AI-powered educational tools, personalized communications, and interactive retirement planning resources can make retirement planning more engaging and accessible. Delivering timely, personalized communications through digital channels can increase awareness, improve participation, and encourage employees to take advantage of the resources already available through their retirement plan.
Putting the Research into Action
The research points to several practical opportunities for plan sponsors:
- Clearly communicate how the employer matching contribution works and encourage participants to contribute enough to receive the full employer contribution.
- Continue adopting automatic features such as automatic enrollment and automatic escalation.
- Expand financial wellness initiatives that address employees’ broader financial concerns.
- Provide personalized education, digital engagement, and retirement income planning resources throughout an employee’s career.
- Help participants understand how investment options are selected, how plan fees are monitored, and how prudent fiduciary oversight helps protect their interests.
- Periodically evaluate opportunities available under SECURE 2.0, such as student loan matching contributions, emergency savings features, and other enhancements that may align with workforce needs.
Looking Ahead
The message from the 2026 research is unmistakable: participants are no longer judging their retirement plan solely by investment performance or account balances. They increasingly value plans that provide guidance, transparency, financial wellness support, retirement income education, and confidence that their employer is committed to helping them achieve long-term retirement success.
The most successful retirement plans are no longer measured solely by how well they help employees save. They are increasingly measured by how well they help employees prepare for retirement.
Whether you’re evaluating plan design, participant engagement, fiduciary oversight, or retirement income strategies, we can help. Our retirement plan professionals work with plan sponsors to assess plan effectiveness, enhance participant communications, and identify opportunities to improve retirement outcomes. As participant expectations continue to evolve, PCA can help you build a retirement plan that delivers value, not only by helping employees save for retirement, but by helping them retire with greater confidence.