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NFP finds many US employers lack executive benefits succession plans
In a 2026 survey of 273 decision-makers, 71% said they do not design executive benefits around succession planning, and many cite extended tenures into ages 65 to 67.
Nearly half of US organizations have not put executive benefits strategies in place to support leadership transitions, according to NFP's 2026 US Executive Benefits Trend Report, published by Insurance Business.
The report, based on responses from 273 executive benefits decision-makers across the US, found that 81% of organizations say they cannot afford to lose key employees, and 99% say executive benefits have successfully retained top talent.
However, 71% of organizations do not explicitly design executive benefits around succession planning, with the gap described as more pronounced in the mid-market. NFP also said key employees are often working longer than planned, with an anticipated average retirement age shifting to between 65 and 67, which can delay knowledge transfer and slow advancement for the next generation.
For companies where transitions are beginning, regulatory changes are adding complexity for highly compensated employees. Insurance Business reports that under SECURE Act 2.0, employees aged 50 and older earning roughly $150,000 or more must make Roth after-tax catch-up contributions, pushing some planning toward nonqualified deferred compensation arrangements that are not subject to those Roth catch-up requirements.