Employees Trust Advisers Yet Question Retirement Readiness

Employees trust the financial advisers offered by their employers, yet most remain uneasy about reaching a comfortable retirement, a new NFP report shows.

High Trust, Low Confidence

The 2026 “U.S. Retirement Trend Report” from NFP, an Aon company, surveyed 1,000 working adults who handle household finances. It found that 89% of respondents said they trusted advisers provided through their job, but 69% doubted they would retire comfortably.

When asked about preferred resources, 62% said one‑on‑one meetings with a professional were useful, and 84% indicated they would consider working with an adviser if the chance arose. Despite this interest, the study highlighted persistent barriers such as cost concerns, uncertainty over adviser value, and limited awareness of what services exist.

Mixed Findings From Other Surveys

MassMutual’s “2026 Financial Habits Report,” which polled 1,500 adults age 25 and older, echoed the trust in advisers, with 82% agreeing that professional help can support their financial needs. Yet only 34% had actually sought advice from a financial professional in the past year.

Instead, many turned to informal sources: 37% consulted family or friends, and 36% used social media, online forums, or AI tools for guidance. A large share of respondents avoided making financial decisions because they felt anxious or overwhelmed.

“Plan sponsors should be offering one‑on‑one confidential sessions. In our experience, the clients that offer these sessions along with an invitation to spouses/partners is incredibly appreciated by employees,” wrote Steve Jans, NFP’s wealth management national practice leader, in an email to PLANADVISER. He added that involving partners can be a “big differentiator” that boosts employee appreciation of the benefit.

Misconceptions remain common. Nearly a quarter of NFP respondents (24%) believed they lacked sufficient assets or income to work with an adviser, another 24% questioned the value of a meeting, and 20% cited fee concerns. Jans suggested that when a plan sponsor pays for the adviser’s time, fee worries disappear, and the adviser’s role should focus on education and guidance.

MassMutual respondents shared similar myths. 83% thought advisers only served clients with a minimum asset level, with 52% assuming at least $50,000 in investable assets and 68% believing a $10,000 threshold was required.

Retirement worries are growing. NFP data show 72% of employees feel off‑track for retirement, up from 68% in 2025. Awareness of employer‑provided financial wellness services fell, with only 42% saying they knew what was available, down from 55% a year earlier. Access knowledge dropped to a lower proportion from the previous year.

“We have created great opportunities for people to save and invest. People struggle with making decisions,” Jans wrote. “The problem is not access to planning—the problem is confusion. There are thousands of resources and financial calculators online. So many people are immune to using them. It is almost as inefficient as the junk mail you get every day.”

Given the gap between trust and action, companies might consider covering adviser fees outright, which could remove a major hurdle. If employees see no cost attached, they may be more willing to schedule those one‑on‑one sessions, especially when spouses are invited. Such a move could turn the high trust scores into higher participation rates, ultimately narrowing the confidence gap.

Meanwhile, the data suggest a persistent mismatch: employees value professional advice but remain hesitant due to misconceptions and cost worries. Addressing these concerns could be a practical step toward improving retirement readiness across the workforce.