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About 50 percent of workers have access to a workplace-based retirement savings plan.
Employers should be required to automatically enroll employees in their retirement plans.
Unrelated small employers should be permitted to jointly offer retirement savings vehicles to their employees through trained fiduciary administrators.
Policymakers should simplify and strengthen retirement plan rules to encourage all employers to offer some type of pension to their employees while retaining employee protections.
Policymakers should ensure that cash balance and other hybrid plans do not discriminate against older workers and that they maintain the important benefit protections of defined benefit plans. 
To maintain their tax-advantaged status, retirement plans must demonstrate that they are equitable and inclusive. Plans are subject to so-called top-heavy and nondiscrimination rules.
Policymakers should maintain and strengthen top-heavy rules so that benefits are distributed equitably among plan participants.
The amount available to fund people’s retirement in a defined contribution (DC) plan depends on two factors: how much they save over the course of their working lives and whether they withdraw the
Policymakers should facilitate greater portability of retirement plans for workers who change jobs.
Retirement plan distribution rules should be simplified to improve long-term economic security.