In addition, 73 percent of that same group said they would provide “student loan tools.”
Some employers have adopted plans to help workers who are grappling with debt.
For instance, Abbott introduced its Freedom 2 Save Plan: Employees who put 2 percent of their pay toward their student loans will receive a 5 percent “match” into their 401(k) plan account.
It could be awhile before these wellness solutions become commonplace among employers, Steele said.
“For defined contribution plans, we don’t see movement unless there is a driver around it: regulation, litigation or legislation,” she said.
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