This section covers all matters related to the sponsorship of a defined contribution retirement plan (like a 401(k) plan), including issues related to plan fees, automatic enrollment, investment strategies and options (such as default investments and target-date funds), contribution limits, multi-employer arrangements, benefit statement requirements, hardship distributions and plan loans.

This section covers all matters related to the sponsorship of a traditional defined benefit retirement pension plan, including issues related to funding rules, PBGC premiums and governance and plan freezing and de-risking activity. The Council focuses on single-employer plans, though certain multiemployer plan matters are included here as well.

Employers' ability to provide financial education and investment advice to their employees can make a significant difference in retirement outcomes. Financial wellness programs offer an integrated approach to financial planning and savings and can encompass such topics as household budgeting, insurance needs, retirement savings, debt reduction and credit repair.

Under ERISA, a fiduciary has the legal responsibility to act solely in the interest of its participants and beneficiaries. This section covers enforcement, amendment and litigation of these responsibilities, including matters related to the provision of retirement-related investment advice.

A number of states have passed (or are considering) legislation to require private-sector employers that do not sponsor retirement plans to provide payroll deduction contributions into a state-sponsored retirement plan. These measures have the potential to impose responsibilities on larger employers with respect to employees who are not eligible for the employer-sponsored plan.