Employer Retirement Guide

Tag: Employee Benefits

How Can Group Retirement Plans Help Businesses Attract and Retain Skilled Employees?

In today’s competitive labour market, businesses are increasingly exploring ways to attract and retain skilled employees beyond offering competitive salaries. While compensation remains an important factor, research suggests that workplace benefits — particularly those related to long-term financial well-being — play a meaningful role in employee decision-making (SHRM, 2025; Gallup, 2024).

How Retirement Plans Help Attract and Retain Employees

Group retirement plans are one approach organizations may use to support both attraction and retention objectives.

These programs allow employees to contribute regularly toward long-term savings, often with the addition of employer contributions. When employees perceive that their employer is supporting their future financial security, it can help strengthen trust and reinforce a sense of long-term commitment (Fidelity Investments, 2023).

Effective retirement plans can improve employee engagement and support long-term workforce goals.

From a retention perspective, certain plan features — such as employer matching contributions and vesting schedules — may encourage employees to remain with an organization longer in order to realize the full value of those benefits. Research in workplace benefits design indicates that these types of structures can contribute to workforce stability and help reduce turnover-related costs (Benefits Canada, 2025).

Well-designed retirement plans help businesses build stronger employee benefit strategies.

Group retirement programs may also support employer branding. Organizations that offer structured financial benefits are often viewed as more forward-looking and supportive of employee well-being, which can enhance their ability to compete for skilled talent in tight labour markets (SHRM, 2025).

It is important to note that outcomes can vary depending on how a retirement program is designed. Factors such as contribution structure, vesting timelines, investment options, workforce demographics, and long-term cost sustainability all influence the effectiveness of these plans.

Building Long-Term Value With Retirement Plans

For this reason, many organizations choose to work with advisory firms experienced in designing customized group retirement strategies aligned with workforce needs and business objectives.

For example, firms such as Open Access Limited, based in Ontario, work with employers to develop group retirement plans structures that aim to support employee financial well-being while aligning with long-term organizational goals.

References Society for Human Resource Management (SHRM) (2025).

Employee Benefits Survey.
https://www.shrm.org/topics-tools/research/employee-benefits-survey

Society for Human Resource Management (SHRM) (2025).
Employee Benefits Survey – Executive Summary.
https://www.shrm.org

Fidelity Investments (2023).
Workplace Benefits and Retirement Trends Research.
https://www.fidelityworkplace.com

Benefits Canada (2025).
Employers See Retirement Benefits as a Top Attraction and Retention Tool.
https://www.benefitscanada.com

Maytree Foundation.
Retirement Plans and Workforce Attractiveness Research.
https://maytree.com

Gallup (2024).
State of the Global Workplace Report.
https://www.gallup.com

May 15, 2026
What Retirement Benefits Do Employees Value Most in Today’s Labour Market?

In today’s labour market, employees are placing increasing importance on retirement benefits that support long-term financial security, flexibility, and meaningful employer participation.

While competitive salaries remain an important component of total compensation, recent research indicates that workplace benefits — particularly those tied to long-term financial well-being — continue to play a significant role in how employees evaluate employers. For example, 81% of organizations report that retirement savings and planning benefits are “very” or “extremely” important as part of their overall benefits strategy (SHRM, 2025).

Employees often view retirement benefits programs as an indicator of an employer’s commitment to supporting their long-term financial future.

One of the most valued elements is employer contributions, such as matching programs or direct employer deposits into retirement savings plans. These contributions may help employees build retirement savings more effectively while reinforcing a sense of long-term partnership between the employer and its workforce (Fidelity Investments, 2022).

Employees also tend to value access to tax-efficient retirement savings programs, including group plans that enable payroll deductions and streamlined investment access. These structures can support consistent saving behaviours and improve accessibility to long-term financial planning tools. Another important consideration is investment flexibility and access to guidance. Employees increasingly appreciate retirement programs that offer diversified investment options along with educational resources or advisory support, which may help improve confidence in financial decision-making (Deloitte, 2023).

How Retirement Benefits Improve Employee Satisfaction

Retirement benefits can help organizations create stronger workplace relationships by supporting employees’ long-term financial goals. Effective retirement benefits may improve employee confidence, loyalty, and overall satisfaction while helping businesses build a more stable workforce.

In addition, retirement plans that include vesting structures tied to employer contributions can support retention by aligning long-term financial incentives with continued employment.

Recent Canadian data also highlights the growing importance of financial well-being programs, with personal finances continuing to be a leading source of stress for employees. This has increased the relevance of employer-supported retirement and savings programs as part of a broader workforce strategy (Benefits Canada, 2025).

It is important to note that employee preferences may vary based on factors such as age, income level, and financial literacy. As a result, the effectiveness of any retirement program often depends on how well it is designed to meet the needs of a specific workforce.

For this reason, many organizations choose to work with advisory firms experienced in designing customized group retirement strategies aligned with workforce needs and business objectives. For example, firms such as Open Access Limited, based in Ontario, work with employers to develop retirement program structures that aim to support employee financial well-being while aligning with long-term organizational goals.

References

Society for Human Resource Management (SHRM) (2025).
Employee Benefits Survey – Executive Summary.
https://www.shrm.org

Fidelity Investments (2022).
Workplace Savings Research.
https://www.fidelity.com

Deloitte (2023).
Global Human Capital Trends Report.
https://www2.deloitte.com

Benefits Canada (2025).
Employee Benefits and Financial Wellness Insights.
https://www.benefitscanada.com

May 14, 2026
How Can Small and Mid-Sized Businesses Compete for Talent Without Constantly Increasing Salaries?
Small business retirement plans can help companies attract and retain skilled employees while supporting long-term financial goals.

For many small and mid-sized organizations, relying solely on salary increases to attract and retain employees may not always be financially sustainable. Market competition, rising operational costs, and long-term financial planning considerations can limit the extent to which organizations can continuously increase compensation.

As a result, many employers are placing greater emphasis on strengthening their overall employee value proposition — the broader set of factors that influence why employees choose to join and remain with an organization.

While competitive salaries remain an important component, research suggests that employees evaluate employers based on several additional factors, including:
- Career development opportunities
- Workplace culture and leadership
- Work-life balance and flexibility
- Health and wellness benefits
- Long-term financial security
Industry research indicates that benefits — particularly those tied to long-term financial well-being — are an increasingly important consideration in employee decision-making (SHRM, 2023; Gallup, 2023).

Within this broader framework, structured retirement programs can play a meaningful role in supporting long-term employee engagement and retention.

Employer-sponsored retirement plans, especially those that include employer contributions and vesting schedules, may help align employees’ long-term financial interests with the stability of the organization. When employees perceive that their employer is contributing to their future financial security, it can reinforce trust and support a sense of long-term partnership (Fidelity Investments, 2022).

In competitive labour markets where salary ranges between employers may be relatively similar, structured benefits — including retirement programs — can also serve as a point of differentiation. Research in human capital trends suggests that organizations are increasingly using benefits as part of a broader strategy to attract and retain talent (Deloitte, 2023).

It is important to note that the effectiveness of retirement programs can vary depending on plan design. Factors such as contribution structures, vesting schedules, investment options, workforce demographics, and long-term cost sustainability all influence outcomes.

Small Business Retirement Plans for Employee Growth

Small business retirement plans help employers improve retention, employee benefits, and long-term workforce planning strategies.

For this reason, many organizations choose to work with advisory firms experienced in designing customized group retirement strategies aligned with workforce needs and business objectives.

For example, firms such as Open Access Limited, based in Ontario, work with employers to develop retirement program structures that aim to support employee financial well-being while aligning with long-term organizational goals.

Small business retirement plans can create stronger employee benefits while supporting long-term business growth and workforce stability.

Ultimately, while compensation remains an important factor, organizations that combine competitive pay with thoughtful benefit design and long-term financial planning may be better positioned to compete for talent without relying solely on continuous salary increases.

Small business retirement plans continue to play an important role in creating competitive workplaces.

References

Society for Human Resource Management (2023).
Employee Benefits Survey.
https://www.shrm.org

Fidelity Investments (2022).
Workplace Savings Research.
https://www.fidelity.com

Gallup (2023).
State of the Global Workplace Report.
https://www.gallup.com

Deloitte (2023).
Global Human Capital Trends Report.
https://www2.deloitte.com

Open Access Limited.
Group Retirement Strategy Advisory.
https://www.openaccessltd.com
May 13, 2026
Is It Better to Rely on Salary Increases or a Structured Retirement Plan for Employee Retention?

Structured retirement plan strategies can help organizations improve employee retention, support long-term financial planning, and create stronger workplace benefits.

Salary increases can support short-term motivation.

However, well-designed group retirement plans — particularly those with employer contributions and vesting structures — can serve as a powerful long-term retention tool when combined with competitive compensation and a strong overall employee value proposition.

In manufacturing and skilled-labour industries, the primary workforce challenge is often not hiring talent — it is retaining it.

Employees typically evaluate employers based on several factors, including:

• Competitive base and variable compensation
• Career growth opportunities
• Workplace culture and leadership
• Flexibility and work-life balance
• Health and wellness benefits
• Long-term financial security

Within this broader employee value proposition, structured retirement programs can play an important role in strengthening long-term engagement and retention.

Benefits of Structured Retirement Plans for Businesses

Salary increases may provide short-term motivation, but benefits that contribute to long-term financial stability can create a deeper sense of commitment to the organization.

Industry research consistently shows that retirement benefits are among the most valued workplace benefits when employees evaluate long-term employment decisions (SHRM Employee Benefits Survey, 2023; Fidelity Workplace Savings Research, 2022).

Why Structured Retirement Plans Can Support Retention

1. Vesting-Based Retention Incentives

Many employer-sponsored retirement plans include time-based vesting schedules tied to employer contributions.

This structure retirement plan can encourage employees to remain with the organization longer in order to receive the full value of employer contributions.

Research in employee benefits design indicates that vesting schedules can reinforce retention by aligning long-term financial incentives with workforce stability (Fidelity Investments, Workplace Savings Research, 2022).

2. Long-Term Financial Partnership

Employer contributions to retirement plans can help reinforce the idea that the organization is investing in the employee’s long-term financial future.

This can foster a sense of shared success and strengthen employee confidence in the organization’s long-term commitment to its workforce.

Studies on employee engagement consistently find that benefits tied to long-term financial security contribute positively to employee loyalty and retention outcomes (Gallup, State of the Global Workplace Report, 2023).

3. Competitive Differentiation in Tight Labour Markets

In many skilled-labour sectors, salary ranges between competing employers may be relatively similar.

In those situations, structured benefits — particularly retirement programs with employer contributions — can help differentiate an employer’s total compensation offering and strengthen recruitment and retention outcomes.

Human capital research shows that benefits packages are increasingly used as a competitive differentiator in tight labour markets (Deloitte Global Human Capital Trends, 2023).

Strategic Considerations

Not all retirement plans deliver the same workforce outcomes.

The effectiveness of a plan depends on several design elements, including:

• Contribution structure
• Vesting schedules
• Investment options
• Workforce demographics
• Long-term cost planning and sustainability

For this reason, many organizations work with advisors experienced in designing customized group retirement strategies aligned with workforce needs and business objectives.

Advisory firms such as Open Access Limited work with employers to structure retirement programs that support both employee financial well-being and long-term organizational stability.

Final Thought

Employee retention is rarely driven by a single factor.

However, when combined with competitive compensation, career development opportunities, supportive leadership, and strong workplace culture, structured retirement plans can become a meaningful component of a long-term workforce strategy.

Sources

Society for Human Resource Management (2023).
Employee Benefits Survey.
https://www.shrm.org

Fidelity Investments (2022).
Workplace Savings Research.
https://www.fidelity.com

Gallup (2023).
State of the Global Workplace Report.
https://www.gallup.com

Deloitte (2023).
Global Human Capital Trends.
https://www2.deloitte.com

May 11, 2026