In today’s highly-competitive marketplace, it is becoming increasingly difficult to attract and retain top talent. Salary is no longer the sole compensation driver. Employees are also looking at an employer’s overall benefits package and its potential to help protect their families and adequately prepare them for retirement. These concerns are heightened by ever-changing tax laws, pension plan uncertainties, and Social Security shortfalls. As a business owner, you can offer insurance and retirement benefits that can make a difference for both your executives and your business.1
Providing for your employees’ retirement can create a loyal and dedicated community around your business. A variety of retirement-planning products exist to provide the benefits that support your employees’ commitment to your business.
Consider a few of the following retirement planning options.
Annuities Establishing individual retirement arrangements funded by annuities is easy for small business owners. It may also help you and your employees achieve your retirement savings objectives.
Disability Income Insurance Disability income insurance can replace a portion of an employee’s earnings in the event of a disability. It can also help protect an employee’s ability to plan and save for retirement.
Life Insurance Learn how life insurance can supplement2 your employees’ retirement planning strategy to help align with the goals of their golden years.
Long Term Care Insurance Long term care insurance helps protect an employee’s assets and retirement plan, and is part of a complete financial strategy.
Retirement Plans Reward and attract talent to your company by helping them prepare for retirement. A wide range of group retirement products and services can help you maintain a long-term retirement strategy.
1 There may be implications under the Employment Retirement Income Security Act (ERISA) depending on how certain types of insurance policies are made available to employees and whether such an arrangement constitutes an “employee benefit plan” under ERISA. Employers should consult their own tax and legal advisors for further information on potential ERISA implications.
2 Distributions under the policy (including cash dividends and partial/full surrenders) are not subject to taxation up to the amount paid into the policy (the cost basis). If the policy is a Modified Endowment Contract, policy loans and/or distributions are taxable to the extent of gain and are subject to a 10% tax penalty. Access to cash values through borrowing or partial surrenders can reduce the policy’s cash value and death benefit, increase the chance the policy will lapse, and may result in a tax liability if the policy terminates before the death of the insured.