The IRS recently announced the Cost-of-Living Adjustment (COLA) with the defined contribution plan annual additions limit increasing from $70,000 to $72,000. The COLA percentage increased to 2.8% from 2.5% in 2025. For financial professionals working with retirement plan sponsors or highly compensated employees, share this important adjustment with your plan sponsors and their plan participants. Consider potential changes to their plans as soon as possible to help ensure they stay on track for retirement.

What is the cost-of-living adjustment?

Intended to ensure that the purchasing power of wages or benefits remains stable despite rising prices, the COLA is an annual, federally set guideline that indicates an appropriate increase in benefits and contributions to counteract inflation. It’s based on the percentage increase in the average Consumer Price Index (CPI) between the third quarters of the current and previous years.

How will the updated COLA affect retirement plans?

The new cost-of-living adjustment will affect the contribution limits for various retirement plans, including 401(k), 403(b) and 457 plans. For participants aged 50 and above, the catch-up contribution limits will also be adjusted. This change allows older employees to contribute more towards their retirement savings, helping them better prepare for their future. This year’s notice also includes the SECURE 2.0 Super Catch-up amount for participants ages 60-63 for 401(k), 403(b) and 457 plans.

Review our updated chart on the increased limits for benefits and compensation.

What’s particularly important about this most recent COLA announcement?

Today’s retirement savers face continuing challenges with inflation, high interest rates and global uncertainty. Fortunately, the Social Security Administration’s 2.8% cost-of-living adjustment is slightly higher than last year, and new IRS limits—$24,500 for 401(k)s and $7,500 for IRAs—give participants an opportunity to save more.

Importantly, the COLA also updates the compensation limits for determining contributions to retirement plans. If you have highly compensated employees who are not contributing as much as they might to help ensure their future stability, it may be a good opportunity to review the entire retirement plan strategy.

How to make the most of the IRS COLA announcement

First, take time to review our updated chart on the increased limits for benefits and compensation. Then, consider taking the following steps to help inform your retirement plan sponsors and their plan participants.

Review and update plans: Ensure all sponsored retirement plans are updated with the new contribution and compensation limits.

Schedule plan sponsor meetings: Discuss how the new COLA affects their retirement strategies and identify any new gaps or opportunities that their plan could address.

Provide educational materials: Share updated materials and resources with your plan sponsors explaining the changes and their implications. Ameritas offers a comprehensive range of participant-ready educational materials that cover many elements of the retirement planning process. Contact us today to learn more.

Read additional information about the 2026 cost-of-living adjustment announcement from the IRS. 

Disclosures

Representatives of Ameritas do not provide tax or legal advice. Please refer clients to their tax advisor or attorney regarding their specific situation.

SECURE Act fundamentals

Beneficiary IRA RMD rules established in 2025 by the SECURE Act have fundamentally transformed how Americans manage inherited retirement accounts. The regulations implemented earlier this year now require annual distributions for most beneficiaries subject to the 10-year rule, creating significant new planning considerations for financial professionals and their clients.

How will your clients be affected?

Understanding eligible designated beneficiaries

The SECURE Act eliminated lifetime “stretch” distributions for most beneficiaries, replacing this option with a 10-year drawdown period that can limit long-term tax-deferred growth opportunities. However, the SECURE Act also created a special category called Eligible Designated Beneficiaries (EDBs). These individuals receive more favorable distribution options and include:

• Surviving spouses.
• Children under age 21.
• Disabled or chronically ill individuals.
• Beneficiaries no more than 10 years younger than the account owner.

EDBs may take distributions over their life expectancy if the participant hadn’t started Required Minimum Distributions before death.

Beneficiary IRA RMD rules for non-EDBs

Non-EDBs face stricter requirements. For example, adult children who aren’t disabled or chronically ill must distribute the entire account within 10 years of the participant’s death.

If the original account owner had started Required Minimum Distributions before death, beneficiaries must:

• Continue annual RMD payments during years 1-9 following the death.
• Distribute the entire account balance by the end of the 10-year period.

Critical 2025 changes

Starting in 2025, many beneficiaries under the 10-year rule also face annual RMDs. RMD amounts will vary based on:

• Beneficiary’s age.
• Relationship to the deceased.
• Account value.

Note, the IRS waived the 25% excise tax for missed inherited IRA RMDs in 2024. However, the RMD requirement itself remains in effect.

Planning implications

Clients who missed RMDs from inherited IRAs since 2020 face significant catch-up requirements. They must take multiple years’ worth of RMDs in 2025 to avoid penalties.

To ensure your clients are prepared for these changes, review plan documents carefully. Some plans mandate shorter payout periods than regulations. Understanding these plan-specific distribution options can help your clients avoid costly mistakes.

For specific questions about how these changes affect plan sponsors and participants, please contact us at 800-745-9995.

Disclosures

Representatives of Ameritas do not provide tax or legal advice. Please refer clients to their tax advisor or attorney regarding their specific situation.

Social media isn’t just for vacation photos or reconnecting with old friends. It’s a powerful tool for financial professionals to grow their business, build client relationships and show their experience. But using social media in a regulated industry takes strategy and care. This guide will help you build a strong, compliant presence while engaging your connections.

Why social media matters for financial professionals

Social media offers incredible opportunities for financial professionals. It helps you reach potential clients where they already spend time. It also allows you to showcase your personality and experience in a way traditional marketing can’t match. Regular engagement builds connections over time, turning followers into clients and clients into advocates.

Many financial professionals worry about compliance issues or struggle to find time for social media. But with the right approach, these challenges become manageable, and the benefits far outweigh the effort.

Get started

Before posting anything, take these important first steps to build your foundation:

• Know your audience. Who are you trying to reach? Young professionals? Pre-retirees? Business owners? Your content should speak directly to their needs and concerns.
• Choose the right platforms. Don’t try to be everywhere at once. LinkedIn works great for professional connections, while Facebook might better reach clients nearing retirement. Instagram can help you connect with younger audiences.
• Create a complete profile. Add a professional photo, compelling explanation of who you are and contact information. Make sure your profile clearly explains how you help people.
• Check compliance requirements. Understand what your firm and regulators allow. Many firms have specific social media policies you must follow.

Content that connects

You don’t need fancy tools or a marketing degree to create good content. Focus on these basics:

• Educate, don’t sell. Share helpful financial tips or break down recent economic news.
• Tell stories. Share personal experiences or examples that illustrate financial concepts.
• Use visuals. Posts with images or videos get much more engagement. Create simple infographics, share charts that explain concepts or record quick tip videos.
• Be consistent. Regular posting builds connections and keeps you top-of-mind. Even posting just twice a week makes a difference.
• Include a call to action (CTA). Every post should guide your audience toward a next step. A simple CTA like “Learn more on my website” or “Contact me to discuss your goals” can turn passive engagement into meaningful connections. Be sure to link back to your own site or include contact details so interested followers know how to reach you.

Save time with Ameritas content

If you’re looking for high-quality, client-friendly content to share, Ameritas offers resources that can help. Visit Ameritas Insights to find blog articles on topics like retirement planning, life insurance and financial well-being. These blogs are written with clients in mind and can be shared directly to your social media platforms to provide value and spark engagement.

You can also explore the Ameritas YouTube channel for educational videos that explain financial concepts in a clear, visual format. Sharing these videos with a brief caption or personal insight can help reinforce your experience while keeping your content fresh and relevant.

When sharing Ameritas content:

• Add your own commentary to personalize the post and connect it to your audience’s needs.
• Tag Ameritas when appropriate to increase visibility.
• Always check with your firm’s compliance team to ensure you’re following guidelines for third-party content sharing.

By leveraging existing Ameritas content, you can stay active on social media without having to create everything from scratch—saving time while still delivering meaningful value to your followers.

Engagement: Building relationships

Social media works best when it’s truly social. Try these engagement strategies:

• Respond quickly. Answer questions and thank people for comments within 24 hours.
• Ask questions. Encourage followers to share their thoughts or experiences.
• Join conversations. Comment thoughtfully on posts from clients, colleagues and industry leaders in your field.

Compliance considerations

Staying compliant on social media requires attention to detail. Keep these rules in mind:

• Don’t give specific investment advice.
• Avoid promises about performance or returns.
• Archive your posts—most firms require it.
• Disclose any relationships with products or services you mention.
• When unsure, ask your compliance team to review your content.

Measuring success

How do you know if your social media efforts are working? Track these key metrics:

• Engagement rate. Are people liking, commenting and sharing your posts?
• Follower growth. Is your audience growing steadily?
• Website traffic. Are people clicking through to your site?
• Lead generation. Are you getting inquiries from social media users?
• Client feedback. Do clients mention seeing your content online?

Time-saving tips

Many financial professionals struggle to find time for social media. These strategies help:

• Use scheduling tools. Plan and schedule posts in advance with scheduler tools.
• Create content batches. Set aside a few hours monthly to create multiple posts at once.
• Repurpose content. Turn one blog post into multiple social media posts or reshape content across platforms.
• Set time limits. Dedicate specific time for social media rather than checking constantly.

One post at a time

Social media helps financial professionals connect with clients and prospects. Focus on being helpful, staying compliant and showing your authentic self. Start small, stay consistent and adjust based on what your audience responds to.

The most successful financial professionals on social media aren’t always the most polished—they’re the most genuine.

Social media is a marathon, not a sprint. Building connections takes time, but the relationships you create will be worth it.

The SECURE Act 2.0, signed into law on December 29, 2022, as part of the year-end spending bill, builds upon the original SECURE Act of 2019. This comprehensive legislation was designed to expand access to employer retirement plans and encourage greater employee participation in retirement savings. At Ameritas, we’re committed to helping both plan sponsors and their participants navigate these changes for a more fulfilling life.

Below are some upcoming provision changes for your clients to keep in mind, as well as reminders about existing provisions.

2026 and beyond provisions

Roth treatment for catch-up contributions 

As of January 1, 2026, employees aged 50+ who earned more than $145,000 (indexed) in FICA wages in the prior year must make catch-up contributions as Roth. If your client’s plan document allows catch-up contributions, but does not allow Roth contributions, they will need to amend the plan to either add Roth contributions or remove catch-up contributions.

It’s important that plan sponsors speak with their payroll provider to ensure they’re prepared for this notable change in 2026 so they can:

• Identify employees who meet the required income threshold and the year in which the employee is eligible for Roth catch-up contributions (the year following the year the employee earned $145,000 or more in FICA wages).
• Support Roth catch-up contributions, including deemed Roth catch-up if their plan document allows it.

Deemed Roth catch-up means the plan automatically treats catch-up contributions as Roth for eligible employees without requiring a separate Roth election from the participant. This simplifies administration and ensures compliance, but the payroll provider must support this functionality.

Roth sources not calculated in RMD

Beginning January 1, 2027, Roth sources will no longer be included in required minimum distribution (RMD) calculations. We have already completed our preparation for this change.

Saver’s match

In 2027, the current credit for retirement contributions will change to a federal matching contribution paid directly into retirement accounts. Ameritas is reviewing this provision pending additional guidance from the IRS.

Existing provisions supported by Ameritas for SECURE 2.0

While not a complete list, the below provisions and implementation dates are of particular interest to many of our business partners. For additional information or to learn more, contact us at 800-745-9995.

Required minimum distribution (RMD) age change

The age to start taking RMDs increased to 73 in 2023 and will increase further to 75 in 2033.

Roth treatment for employer contributions

Please note that Ameritas is not currently supporting the feature that allows employees to designate employer matching or non-elective contributions as Roth contributions. While recent regulatory changes permit employers to offer this option, these designated Roth contributions are immediately taxable to the employee and must be 100% vested when made.

As an alternative, both our Elite Advantage and Elite Unlimited programs offer Roth conversions for employer contributions. This approach allows participants to achieve similar tax treatment by converting eligible pre-tax contributions to Roth, providing flexibility and alignment with their long-term retirement planning goals.

Deferral rate timing for 457(b) governmental plans 

Governmental 457(b) plan participants may now change deferral rates at any time instead of only during the first of the month.

Self-certification for hardship withdrawals

Participants can self-certify the existence of a financial need without providing documentation such as medical bills. At Ameritas, we consider this process our default approach for hardship documentation.

Multiple employer plans and pooled employer plans for 403(b) plans 

403(b) plans may now establish MEPs or PEPs, which are currently available through Ameritas.

Increased force out rollover limit

As of January 1, 2024, the maximum limitation for mandatory distributions increased from $5,000 to $7,000.  Sponsors can implement this change by contacting Ameritas.

403(b) hardship withdrawals

Employees can self-certify that a hardship withdrawal is based upon an immediate and heavy financial need, applying to all sources in a 403(b) plan.

Mandatory automatic enrollment

As of January 1, 2025, all 401(k) and 403(b) plans newly established on or after December 29, 2022, require automatic enrollment at 3-10% with automatic escalation of 1% per year up to at least 10% (but no more than 15%). Exceptions supported by Ameritas include governmental plans and church plans. If your plan is administered by a third-party administrator, you should work with your TPA for outreach on this provision.

Increase in catch-up contribution limits

This provision, implemented January 2, 2025, allows individuals ages 60-63 to make catch-up contributions of the greater of $10,000 or 150% of the regular catch-up limit.

Long-term part-time employees

As of January 1, 2025, the requirement for part-time employees to participate has been reduced from three consecutive years with 500+ hours to two consecutive years starting with the 2021 plan year. If your plan is administered by a third-party administrator, you should work with your TPA for outreach on this provision.

Retroactive provisions

A few additional provisions have been applied retroactively under SECURE 2.0.

• Qualified disaster recovery distributions is an optional provision that allows up to $22,000 in “qualified disaster recovery distributions” without the 10% early withdrawal penalty.
• RMD surviving spouse elections is a required provision we support whenever a plan sponsor advises that a beneficiary meets the criteria.

At Ameritas, we’re committed to helping plan sponsors and participants navigate the SECURE Act 2.0 changes successfully. We’ll continue to provide updates as additional guidance becomes available and as we implement these provisions. For specific questions about how these changes affect plan sponsors and participants, please contact us at 800-745-9995.

Disclosures

This information is provided by Ameritas®, which is a marketing name for subsidiaries of Ameritas Mutual Holding Company. Subsidiaries include Ameritas Life Insurance Corp. in Lincoln, Nebraska and Ameritas Life Insurance Corp. of New York (licensed in New York) in White Plains, New York. Each company is solely responsible for its own financial condition and contractual obligations. For more information about Ameritas®, visit ameritas.com.

Representatives of Ameritas do not provide tax or legal advice.  Please consult your tax advisor or attorney regarding your situation. 

Ernst & Young’s study provides a rigorous, data-driven validation of integrated retirement planning

As a financial professional, you’re continually seeking ways to optimize retirement income strategies in the face of increasing longevity, market volatility and evolving client expectations. A recent study by Ernst & Young, Benefits of Integrating Insurance Products into a Retirement Plan (2025), offers compelling evidence that incorporating insurance-based strategies, specifically indexed annuities (IA) and indexed universal life (IUL) insurance, into retirement portfolios can potentially enhance client outcomes.

Learn more about Ameritas index annuities

Learn more about Ameritas indexed life insurance

Study design and methodology

The analysis employed Monte Carlo simulations across 1,000 market scenarios, incorporating randomized inputs for interest rates, inflation, equity returns and bond yields. The study evaluated six retirement strategies across three investor starting ages (35, 45 and 65):

1. Investment-only
2. IUL and investments
3. IA and investments
4. Single Premium Immediate Annuity (SPIA) and investments (age 65 only)
5. Integrated strategy: IUL, IA and investments
6. IUL, SPIA and investments (age 65 only)

Each strategy was assessed based on two key metrics:

• After-tax retirement income sustainable in 90% of scenarios.
• Legacy value at the end of the time horizon, net of taxes.

Key technical findings

1. IUL and IA outperform fixed income.

Both IUL and IA consistently outperformed fixed income allocations over the long term. This is attributed to:

• IUL: Cash value accumulation, downside protection and tax-advantaged access through policy loans during market downturns¹.
• IA: Enhanced income through index-linked growth, guaranteed² lifetime withdrawal benefits and principal protection.

2. Integrated strategies yield stronger outcomes.

For a 65-year-old couple allocating 30% of their initial retirement wealth to IUL and 30% to an IA:

• Retirement income increased by 5.5%.
• Legacy value increased by 29.6% compared to investment-only strategies.

These results demonstrate that even at retirement age, integrated strategies can enhance both income and legacy outcomes, especially when combining insurance products with traditional investments. Similar benefits were observed across younger age groups as well, with increased allocations to insurance products yielding stronger financial outcomes over time.

3. Asset allocation efficiency

In integrated strategies, insurance products were treated as part of the fixed income allocation. This allowed for a reduction in bond exposure while maintaining or improving portfolio stability. Allocation combinations were tested in 10% increments, with caps at 60% for IUL and 30% for IA.

4. Tax optimization

IUL and IA offer tax advantages:

• IUL: Tax-deferred growth, typically tax-free death benefit and tax-advantaged access via policy loans¹ (assuming non-MEC status).
• IA: Tax-deferred accumulation and predictable income taxed at ordinary rates upon distribution³.

These features can help contribute to higher net retirement income and legacy values, especially when withdrawals from qualified assets are minimized.

5. Market volatility buffering

The cash value of an IUL policy can serve as a liquidity buffer during market downturns. By accessing policy loans instead of selling equities at a loss, clients can help preserve portfolio value and reduce sequence-of-returns risk. This dynamic can help improve long-term outcomes and can support equity allocations elsewhere in the portfolio.

6. Customization based on client priorities

Ernst & Young’s modeling shows that:

• Higher IA allocations favor income maximization.
• Higher IUL allocations favor legacy preservation.
• Balanced allocations (e.g., 30% IUL + 30% IA) optimize both outcomes.

This flexibility allows advisors to tailor strategies based on client goals, risk tolerance and time horizon.

Comparative performance metrics

These results demonstrate that while deferred income annuity-only strategies may yield higher income, integrated strategies offer a more balanced improvement across both income and legacy metrics and do so consistently across all age groups.

Implementation considerations

• Product selection: Financial professionals must evaluate IA and SPIA features such as guaranteed lifetime withdrawal benefits, inflation protection and payout options. For IUL, policy structure, index crediting methods and loan provisions are critical.
• Tax planning: Ensure IUL policies are not MECs to preserve tax advantages. Coordinate annuity distributions with other income sources to manage tax brackets.
• Liquidity needs: While IAs and SPIAs offer guaranteed income, they reduce liquidity. IUL can offset this by providing accessible cash value.
• Client suitability: Younger clients benefit from long-term compounding in IUL; older clients may prioritize income from an IA or SPIA.

Why Ameritas?

Ameritas offers competitive products that align closely with the integrated retirement planning strategies validated by Ernst & Young’s 2025 study.

Ameritas index annuities offer flexible lifetime income options, including guaranteed lifetime withdrawal benefits and inflation-sensitive roll-up rates; market-linked growth potential and principal protection.

Ameritas IUL policies provide structured flexibility, multiple index crediting strategies, and both fixed and variable loan provisions to support long-term cash value growth.

Compass SPIA delivers immediate, guaranteed income for life or a set period with predictable payouts.

In addition, Ameritas supports financial professionals in implementing integrated retirement planning strategies through a robust network of specialized teams designed to enhance your success.

• The Advanced Planning team provides guidance on complex planning scenarios, leveraging sophisticated financial tools to help you present and implement strategies.
• The Sales Development and Distribution teams offer tailored training, marketing resources and case design support to help you confidently present and implement insurance-based strategies.
• The Internal Sales Desk delivers real-time product expertise and illustration support, ensuring you can model scenarios aligned with client goals.

These collaborative teams empower financial professionals to deliver personalized, outcome-driven retirement strategies by combining Ameritas’ product strengths with strategic planning insights, ultimately helping clients achieve greater income security, legacy value and portfolio resilience.

A framework for the future of retirement planning

Ernst & Young’s study provides a rigorous, data-driven validation of integrated retirement planning. The implications are clear: combining fixed indexed annuities and indexed universal life with traditional investments can help enhance portfolio efficiency, improve client outcomes and offer a more resilient framework for retirement income planning.

This approach is not a replacement for traditional investments, but a strategic enhancement. By leveraging the unique strengths of insurance products – guaranteed income, tax efficiency and market buffering – you can deliver more personalized, outcome-driven retirement strategies.

¹Loans and withdrawals will reduce the life insurance policy’s death benefit and available cash value. Excessive loans or withdrawals may cause the policy to lapse. Unpaid loans are treated as a distribution for tax purposes and may result in taxable income. 

² Guarantees are based on the claims-paying ability of the issuing company.

³ Withdrawals of annuity policy earnings are taxable and, if taken prior to age 59 ½, a 10% penalty tax may also apply.

Representatives of Ameritas do not provide tax or legal advice. Please refer clients to their tax advisor or attorney regarding their specific situation.

In approved states, Ameritas indexed universal life insurance products are issued by Ameritas Life Insurance Corp. In New York, life insurance is issued by Ameritas Life Insurance Corp. of New York. 

In approved states, Ameritas annuities are issued by Ameritas Life Insurance Corp.  

In the financial services industry, you’re continuously evaluating where you can best serve your clients, grow your business and build a meaningful career. While compensation, product offerings and technology are all important, there’s another factor that often goes overlooked, but can make the difference – mutuality.

As a financial professional, understanding why mutuality matters isn’t just about knowing how a company is structured. It’s about recognizing how that structure impacts your clients, your practice and your future.

What is mutuality?

At its core, mutuality refers to a business model in which a company is owned by its policyholders rather than shareholders. This means the company exists to serve the long-term interests of its clients, not to maximize profits for external investors.

In a mutual-based organization, profits are typically reinvested into the business to improve products, enhance services and strengthen financial stability. In some cases, policyholders may even receive dividends. But the real value of mutuality lies in the alignment it creates between the company, the professionals who represent it and clients.

Why mutuality matters to financial professionals

1. Client-first culture

In a mutual-based organization, there’s no pressure to meet quarterly earnings targets or appease shareholders. This allows financial professionals to focus on what truly matters – doing what’s right for your clients.

That means:

• Recommending strategies based on long-term needs, not short-term sales goals.
• Building trust through transparency and consistency.
• Creating financial strategies that prioritize client well-being over corporate profits.

This alignment fosters deeper relationships and greater client loyalty, two essential ingredients for a thriving practice.

2. Long-term stability

Mutual-based organizations are built for endurance. Without the volatility of stock markets or the influence of investors, mutual companies can take a long-term view, making prudent decisions that prioritize sustainability over speed.

For financial professionals, this translates into:

• Stability through economic ups and downs.
• Confidence in the company’s financial strength and resilience.
• A reliable foundation for building a lasting career.

In an industry where change is constant, mutuality offers a rare sense of stability.

3. Shared success

Because mutual-based organizations are owned by their policyholders, profits are typically reinvested to benefit clients and the professionals who serve them. This can take the form of better products, improved technology, enhanced support and competitive compensation.

For financial professionals, this means:

• Access to tools and resources that help grow your business.
• A compensation structure that rewards long-term client relationships.
• A company that reinvests in your success, not just its bottom line.

In a mutual model, your success and the company’s success are one and the same.

4. Values-driven environment

Mutuality often fosters a culture grounded in values like trust, service and integrity. These aren’t just buzzwords, they’re embedded in how mutual-based organizations operate and how they treat their people.

Financial professionals who thrive in mutual organizations often say they feel:

• Respected as leaders, not just producers.
• Empowered to do the right thing, even when it’s not the easiest thing.
• Part of a mission-driven organization that puts people first.

This kind of culture attracts professionals who are not only skilled but also deeply committed to making a difference.

Why Ameritas?

Founded in 1887, Ameritas is a mutual-based organization with a long history of serving individuals, families and businesses across the country. As a mutual-based company, Ameritas is owned by its policyholders, not shareholders, which means every decision is made with the long-term interests of clients and financial professionals in mind.

Here’s how Ameritas brings mutuality to life for financial professionals:

• Client-centered products: Ameritas designs its offerings to meet real needs, not to satisfy investor expectations. That means you can recommend strategies with confidence, knowing they’re built for long-term value.
• Supportive culture: At Ameritas, you’re not just a number. You’re a valued partner. The company invests in your growth with training, mentorship and a collaborative environment that encourages innovation and independence.
• Financial strength: With over a century of experience and a strong financial foundation, Ameritas offers the stability professionals need to help build lasting careers and client relationships.
• Shared Purpose: Ameritas believes in doing business the right way, with integrity, transparency and a commitment to community. If you’re looking for a company that aligns with your values, you’ll feel right at home.

Mutuality isn’t just a corporate structure, it’s a philosophy. It’s about putting people first, thinking long-term and building something that lasts. As a financial professional, it offers you a powerful advantage – the freedom to serve clients with integrity, the support to grow your business and the confidence that comes from working with a company that shares your values.

If you’re ready to take the next step in your career with a company that puts mutuality into action every day, Ameritas is ready to welcome you.

Vision benefits continue to grow in popularity among employees and demand for them remains high in today’s competitive labor market. With more screen time, aging workforces, and increased attention to overall wellness, eye care has moved beyond a “nice to have” and become an essential part of competitive benefits strategies. As employers look to differentiate their benefits packages while maintaining cost control, consultants play an important role in guiding them toward the right vision solution. The challenge is that group vision insurance is no longer a one-size-fits-all product. There are many plan designs, network options, funding structures, and combinations to consider.

Whether you’re working with a small business offering its first vision plan or a larger employer reevaluating current coverage, understanding how to navigate these choices can help you deliver long-term value and client satisfaction.

Matching plan design to employee needs

The first step in choosing a vision plan is understanding the needs of the employee population. Ask:

• Do employees or dependents wear corrective lenses?
• Are regular eye exams a high priority?
• Is there interest in elective procedures like LASIK or access to non-prescription eyewear?

For example, a group with a high proportion of families may benefit from broader materials coverage to account for multiple dependents needing glasses or contact lenses. If employees are mostly younger professionals who prioritize digital eye strain prevention or fashionable frames, a plan with strong allowances and retail access might be more appealing.

Some plans focus on exams only, while others offer materials-only coverage or comprehensive benefits that include both. Understanding which services employees are most likely to use makes it easier to recommend a plan that meets expectations without unnecessary overspend.

Why network access matters

The strength and scope of a network can greatly affect the employee experience. For example, with Ameritas, access to top national networks like VSP and EyeMed gives members the freedom to choose from both independent providers and popular retail chains including Target Optical®, LensCrafters®, and Visionworks®. This flexibility supports ease of access, which supports higher utilization and satisfaction.

Some clients may prefer the simplicity of a no-network plan, where employees can see any provider and receive the same benefit regardless of location. Others may want the added savings and negotiated discounts that come with a network-based plan. It’s worth reviewing providers and considering the geographic distribution of employees when evaluating options. A strong network strategy supports employee convenience and cost efficiency.

Cost structures and funding approaches

Vision plans can be structured with different benefit frequencies, frame and contact lens allowances, and cost-sharing features like copays or deductibles. For employers, affordability is often the primary concern, but it shouldn’t only be about premiums. It’s also about balancing what the plan covers with what employees will realistically use and minimizing out-of-pocket expenses.

Many small and midsize employers benefit from set-rate, fully insured plans with simplified pricing and easy administration. Larger groups may qualify for more customized rates or multi-tiered plans that offer different levels of coverage under one umbrella. Some plans allow for dual or triple choice designs, giving employees the ability to select the plan that best fits their needs and budget during enrollment. This approach offers greater flexibility without increasing administrative complexity.

Integrated and add-on options

Employers are increasingly interested in ways to enhance value without significantly raising costs. That’s where combination plans and add-on features come into the conversation. For example, vision can sometimes be integrated with dental benefits through a shared maximum model, allowing members to use a portion of their dental benefit for vision services. Other plans offer the option to add exam coverage to an existing dental plan or include a benefit reward program that encourages utilization and increases available benefits in the future without increasing premium. These options can also streamline administration for employers. For consultants, helping clients uncover these opportunities can reinforce your role as a benefits expert.

Vision benefits and long-term value

The best vision plan is one that aligns with a client’s budget, administrative capacity, and employee needs — now and in the future. A well-designed plan supports preventive care, encourages regular eye exams, and makes it easy for members to access providers and use their benefits. This approach may lead to healthier outcomes, higher engagement, and increased loyalty to the employer.

As you guide clients through plan selection, consider how the plan will perform over time. Plans that prioritize network access, strong coverage for materials, and options for customization are more likely to meet evolving needs and contribute to employee well-being. Additionally, pairing vision with dental or other benefits can simplify processes and drive stronger results.

In a profession built on trust, relationships and long-term vision, financial professionals know that success isn’t just about numbers, it’s about being part of something meaningful. It’s about having a voice in the direction of your business, your firm and your future. And yet, too often, they find themselves in environments where decisions are made from the top down, and field input is an afterthought.

That’s why being part of a culture that listens to financial professionals and where your voice is heard can be a game-changer.

Why your voice matters

As a financial professional, you’re on the front lines. You understand your clients’ needs, the challenges of running a practice and the shifts happening in the marketplace. When your insights are valued and acted upon, it leads to better outcomes for your clients and your business.

Having a voice means being able to influence the tools you use, the products you offer and the way your firm supports your growth. It means being part of a feedback loop that drives innovation, improves communication and ensures that the strategies being developed align with what’s actually happening in the field.

Turning insight into action

At Ameritas, this belief is more than a philosophy, it’s a practice. Through structures like the Field Advisory Cabinet, financial professionals have a direct line to leadership. But more importantly, they have a real impact. They help shape things like product design, enhancements to technology platforms and improving how the organization communicates with the field.

Ameritas has created a network of subcommittees under the Field Advisory Cabinet, each focused on specific areas like product development, technology and marketing. These groups are made up of field associates who bring their expertise and passion to the table, ensuring their insights directly influence key strategic decisions across the organization.

Participation in these subcommittees gives financial professionals a chance to dive deeper into the issues that matter most to them, collaborate with peers and work directly with Ameritas leadership to implement meaningful improvements. It’s a hands-on way to shape the future of the profession and to grow as a leader in the process.

This kind of collaboration ensures that decisions aren’t made in a vacuum. They’re informed by the people who know the business best. And when financial professionals see their feedback reflected in real changes, it reinforces a culture of trust, respect and shared purpose.

Study groups: where peer voices thrive

Beyond formal leadership channels, one of the most powerful ways financial professionals are heard is through study groups. These small, peer-led communities bring together professionals in similar roles to share best practices, hold each other accountable and support both business and personal growth.

Study groups aren’t just about networking. They’re about transformation. Members meet regularly to discuss what’s working, what’s not working and how to grow together. With the support of a home office representative and a field chair, these groups become safe, energizing spaces where ideas are exchanged freely and voices are amplified.

For many, study groups become a cornerstone of their professional journey, offering not just insight, but inspiration.

Conferences and events: platforms for impact

Large-scale events like national conferences and regional gatherings also play a vital role in elevating advisor voices. These aren’t just opportunities to connect. They’re platforms for influence. Financial professionals come together to share experiences, challenge assumptions and contribute to the broader direction of the organization.

Whether it’s through breakout sessions, roundtable discussions or informal conversations with leadership, these events are designed to ensure that field perspectives are not only heard but integrated into future planning.

The difference a listening culture makes

If you’re a financial professional who wants more than just a seat at the table, if you want to be part of a firm where your insights help shape the future, then being in a culture that listens is essential.

When your voice counts:

• You feel more connected to your work and your clients.
• You’re more likely to stay engaged and grow your practice.
• You help build a stronger, more responsive organization.

And perhaps most importantly, you become part of a community where leadership is shared, not imposed.

A future you help shape

In a world where many firms talk about empowerment but few deliver, finding a place where your voice truly counts can be the difference between feeling like a number, and feeling like a leader.

If you’re ready to be heard, to contribute and to grow in a community that values your perspective, it might be time to explore what’s possible in a culture built on listening.

Learn more about Ameritas.

Ready to make your voice count?

Connect with us today and discover how your insights can help shape the future—for your clients, your business, and yourself.

Securities offered through affiliate Ameritas Investment Company, LLC, member FINRA/SIPC. Financial planning and investment advisory services offered through affiliate Ameritas Advisory Services, LLC.

Thompson Financial Group (TFG) has a long history serving clients in the Northern Maine farming community. Started by Potato Farmer Art Thompson in the 1960s, the financial practice has steadily served a growing client base, providing customized financial strategies for individuals, families and businesses.

They’re still thriving today due to consistent commitment to their core values and thoughtful, effective succession planning. Multiple generations of owners have successfully passed the torch of leadership in this financial practice. Read our blog to learn more about the importance of succession planning for financial professionals.

Here are six succession planning tips that have made the TFG team succession planning champions.

1. Successors committed to core values of the financial practice

Unwavering commitment to excellence in serving clients is a hallmark of the culture at Thompson Financial Group. Through each generation of succession in leadership, the owners of TFG ensured their culture of excellence remained strong. In doing so, they ensured the future success of the team and maintained their outstanding reputation in the region.

2. Intentional succession planning

Art knew he could not leave the future of TFG to chance. When his son, Jay Thompson, first joined the practice working with clients, Art began to look down the road to plan for future leadership of the practice. Jay was the first partner brought in as part of his succession plan.

“We put a buy-sell agreement in place, funding it with life insurance,” Jay explained. “Then as new partners came in, we just amended the buy-sell agreement.”

3. Community relationships for leadership talent

The next addition to the leadership succession team was discovered through TFG’s strong community ties. Art and Jay met Brian Hamel through a local development project. Brian impressed them with his strong leadership skills. They discussed having Brian join the TFG team, with a long-range view of eventually making him an owner and successor.

“One of the things that attracted me to this practice was the character Art had, the integrity, the honesty, the hard work and his commitment to his clients,” said Brian. “I told Art that I would continue that commitment. And when it comes time for me to create a succession plan, I will choose someone who also shares that commitment.”

When the time came for the next phase of succession planning, their strong community and client relationships paid off yet again. Bryan Thompson, son of a TFG client, had also worked closely with Brian Hamel in community work. When he was looking to make a career change, he connected with the leaders he had long admired. After working with clients and being mentored by Art for several years, Bryan expressed interest in ownership. Brian Hamel began evaluating and preparing him as a successor.

4. Ameritas practice management team support

“When I was first looking at buying this practice, the first thing Art told me was, ‘You need to talk to Ameritas,’” Bryan Thompson explained. “He connected me with the right leadership at Ameritas to tell the story of what I wanted to do. They were behind me from the help to transfer this financial practice that has been around for many years to me in the next generation.”

Confirming the value of the company was one of those critical steps.

“I also utilized the connection through Ameritas to do a valuation on the company as well, just to have a third party from the outside come in and tell me what the value of this company is, what am I purchasing, and does it line up with what we’ve been doing all along for valuation,” said Bryan.

5. Continuity for clients and the team

The TFG leadership team took great care to ensure that both their team and clients felt comfortable and well cared for throughout the leadership transition.

“I picked up new responsibilities, new leadership roles, and as I worked into those and worked into buying more ownership, I had greater responsibility, but I was already with my team,” said Bryan. “They expected that to happen. It was at the forefront with all our clients, we were talking about it in all our meetings, when we did reviews, and in our newsletters as well. Our clients and staff, they were all very appreciative of the planning and communication we had done.”

6. Vision for future growth

Creating and executing a thoughtful succession plan is critical in ensuring the future of a financial practice. But a strong strategy for growth is also essential. That is what is driving Bryan as TFG serves the next generation of clients.

Under Bryan’s leadership, TFG has now opened a new office in Nashville, Tennessee, in addition to the original flagship location in Presque Isle, Maine. Bryan talks about their future with energy and passion that would make Art proud. “My vision for this practice and taking it into the future is growth — and part of that growth is touching more clients’ lives and bringing more people into this practice to do this great work with clients.”

“I think what’s so fulfilling for me is building a team,” he concludes. “And building a team who cares just as much as I do, and just as much as the past owners do, about our clients. And I think it was very fulfilling for Art seeing everything he built live on into the future.”

Ameritas can help

Need help with succession planning for your own financial practice? Our practice management team works alongside our independent financial professionals to ensure their businesses thrive into the future. Learn more about our offerings to create a succession planning strategy for your financial services business. Or contact our practice management team for personal assistance.

For many financial professionals, building a career under the banner of a large firm once made sense. There was structure. There were resources. There was a clear path to follow. But as your experience and confidence grow, so does your desire for more freedom, more control and more flexibility to serve your clients in their best interests. More desire to run your business your way.

If you’re starting to feel like your current environment is holding you back, you’re not imagining it. The restrictions of your current firm can create real barriers, barriers that limit your ability to build a business that truly reflects your values, your goals and your clients’ needs.

The hidden limits that hold you back

On the surface, working with a large firm may seem like a safe, stable choice. But dig a little deeper, and you’ll often find limitations that make it difficult to grow in the direction you want. These may include: 

• Product restrictions that favor proprietary products and services over what’s best for the client.
• Limited strategic flexibility confines you to a narrow business model, whether insurance-only, advisory or fee-based, with little room to evolve as your practice and clients’ needs change.
• Fragmented technology that forces you to work across outdated or incompatible systems, adding friction to planning, client communication and business operations.
• Barriers to scaling your practice, such as rigid team structures or lack of support for your development, make it difficult to expand your capabilities or build the team you envision.
• Lack of succession flexibility makes it difficult to plan for the future of your business or exit on your terms when the time comes.

When these challenges start to interfere with how you serve clients or whether you’re able to grow, it may be time to reimagine your future.

Rediscover what it means to be independent

We believe the future of financial services belongs to professionals who want to build something of their own, on their terms. That’s why we’ve created a platform designed around the principle that you should be free to run your business your way.

We empower you with:

• Access to a broad range of options, not proprietary products, so you can tailor strategies to each client’s goals.
• Flexible compensation models, whether your focus is advisory, brokerage, life insurance or fee-based financial planning.
• Technology that supports your business, so you can run a more efficient, modern client-focused business.
• Practice-building resources and support, designed to help you grow, hire and scale your firm your way.
• Succession and continuity options that give you control over your long-term plans and your legacy.

Whether your specialty is retirement income planning, business owner planning, multigenerational wealth transfer or comprehensive financial strategies, we give you the tools and freedom to meet your clients where they are and to grow your business in a way that aligns with your goals.

Serve your clients the way they deserve

Your clients don’t fit into neat boxes, and your business shouldn’t either. When you’re limited to a narrow range of products or confined by a static business model, it’s not just your practice that suffers. It’s your ability to act in your clients’ best interests.

We put that decision-making power back in your hands. Our open architecture approach allows you to deliver the right strategies for each client’s situation, not just what fits a sales target or platform restriction.

Build the business you envision

If you’ve ever felt like you’re working in someone else’s business rather than on your own, you’re not alone. Many financial professionals reach a point in their careers when they realize they’re ready for more freedom to innovate, more flexibility to grow, and more control over how they serve and scale.

We’re here to help you turn that realization into action. We offer:

• A flexible platform that supports solo financial professionals and growing firms alike.
• Coaching and consulting to help you clarify and execute your growth plan.
• Integrated technology and planning tools that streamline your workflow.
• A network of like-minded professionals who value independence, not isolation.

We will meet you where you are and help you get where you want to go.

Breaking free from the restrictions of your current firm is a bold move, but it’s often the one that unlocks your full potential. When you’re no longer constrained by someone else’s agenda, you gain the space to build a practice that reflects your experience, your values and your commitment to doing what’s right for your clients.

Learn more about Ameritas.

Thrive with the independence to build your practice your way

If you’re ready to explore what true independence looks like, with the freedom and choices you need to serve your clients’ best interests, let’s talk. Your business is just that – yours. We’re here to support your success, not define it for you. Let’s talk.

Securities offered through affiliate Ameritas Investment Company, LLC, Member FINRA/SIPC. Financial planning and investment advisory services offered through affiliate Ameritas Advisory Services, LLC.