Employers Urged to Redesign Benefits as Americans Over 100 Quadruple in 25 Years
Updated
Updated · Fortune · May 12
Employers Urged to Redesign Benefits as Americans Over 100 Quadruple in 25 Years
1 articles · Updated · Fortune · May 12
30-plus-year retirements are pushing employers to treat longevity as a workforce issue, not just a retirement issue, by linking benefits to financial planning, healthcare and caregiving support.
Morgan Stanley’s 2025 workplace survey found access to a financial advisor was the most valued retirement benefit, while 91% of employees said tailored long-term financial benefits would make them more likely to stay.
85% of life is currently spent in good health, Deloitte estimates, but that could rise to 95% with better interventions—strengthening the case for preventive care, mental health support and wellness benefits tied to financial planning.
20% of Americans turning 65 will need long-term care for five years or more, underscoring calls for employers to add caregiving navigation, leave support and long-term-care coverage as workers delay retirement.
The broader shift is away from a one-time retirement model at 65 toward integrated, ongoing decision support on Social Security, HSAs, equity compensation, debt, income and estate planning.
With employers now regaining power, will they actually invest in the costly benefits required for longer lifespans?
Beyond corporate perks, what societal changes are needed to truly support a population living and working for a century?
As AI transforms work, how can employees build a career resilient enough to last for a 50-year working life?
The Centenarian Surge: How America’s Fourfold Rise in 100+ Population by 2054 Is Reshaping Work, Benefits, and the Economy
Overview
The United States is experiencing a dramatic rise in its centenarian population, driven by increasing life expectancy and declining birth rates. This demographic shift is putting immediate economic pressure on healthcare systems, leading to higher insurance premiums and greater financial burdens for employers and workers. As a result, companies are moving away from traditional benefit plans, adopting more personalized and flexible offerings to meet the needs of a multigenerational workforce. Employers are also focusing on cost containment, technology integration, and comprehensive care strategies to retain talent and support aging employees. These changes highlight the urgent need for policy reforms and innovative solutions to ensure economic security and well-being as society ages.