The report, which synthesized data from 3,717 organizations, reveals that businesses are increasingly treating financial health as a key driver of workforce engagement and overall performance. With retirement confidence stagnating, firms are leveraging plan design, such as mandatory auto-enrollment and auto-escalation features, to drive participation. These structural adjustments are replacing passive benefit offerings with proactive strategies aimed at closing savings gaps.

Personalization is the new frontier for benefits administration. While 81% of employers now provide self-service planning tools, there is a growing reliance on AI and digital analytics to offer tailored guidance to diverse workforces. This support extends well beyond traditional retirement accounts, with 64% of companies contributing to health savings accounts and a significant number introducing tuition assistance or student loan repayment programs. Despite this broader support, a disconnect remains; while 51% of employees report having inadequate emergency savings, only 5% of companies currently offer formal programs to address that specific vulnerability.

John Tournet, CEO of Gallagher’s US Benefits & HR Consulting Division, noted that organizations are entering a phase defined by thoughtful governance and individualized support. As SECURE 2.0 provisions become standard, the focus is shifting toward optimizing optional features to ensure that benefits translate into measurable improvements in employee security.