Many retirement plans still operate on default plan design provisions or investment lineups with high fees and revenue sharing that haven’t been revisited in years. Increased regulatory scrutiny and growing fiduciary responsibility make it critical that plan design and fiduciary governance align with broader business priorities, not just minimum requirements. 

Retirement plans are not static. As the regulatory and compliance landscape evolves and employee expectations rise, employers need an advisor who is accessible, responsive, and focused on long-term alignment. 

Use the start of 2026 to reflect on these five essential questions: 

• Have we reviewed and documented plan oversight processes and fiduciary decisions in the last 12 months? 
• Are we working with a 3(21) or 3(38) investment advisor to delegate responsibility appropriately? 
• Are we providing fiduciary training for all relevant stakeholders? 
• Are we regularly reviewing and benchmarking plan investments for performance, fees, and alignment with participant needs? 

• Does our advisor proactively address investment or compliance concerns or only react to requests? 
• Are we protected with a clear fiduciary governance structure and well-documented decision-making? 
• Have we conducted a recent review of plan fees, disclosures, and cybersecurity protocols? 
• Is our advisor helping reduce audit risk and ensuring we stay in front of regulatory changes? 
• Do we know if our advisor is truly independent? Conflict free and not soliciting our participants?  

• Have we evaluated whether a PEP or other retirement plan model could reduce administrative burden or fiduciary liability? 
• Would a PEP help us improve pricing, fiduciary risk, or compliance support? 
• Is our advisor equipped to guide us through plan structure comparisons and transition strategies? 

• Are we receiving strategic guidance and not just operational updates? 
• Does our advisor understand how our retirement plan fits within our broader total rewards and workforce strategy? 
• Do they offer proactive ideas to align plan design with employee needs and organizational growth? 
• Are they accessible, responsive, and invested in our long-term success? 

• Are we offering financial wellness programs that go beyond basic retirement education? 
• Do employees understand how to use the plan to reach their personal financial goals? 
• Are participation, deferral rates, and retirement readiness improving year over year? 
• Does our provider tailor communication and education strategies to different employee groups? 

Start 2026 strong by making sure your retirement plan strategy is working for both your business and your employees—not just meeting the bare minimum. Contact an Aldrich Wealth advisor today.

This material is provided for informational purposes only and does not constitute investment, legal, or tax advice. Aldrich Wealth is an SEC-registered investment adviser. Registration does not imply a certain level of skill or training.