Help employees retire
Consider offering a Retirement Healthcare Savings Program (RHSP) to help your employees pay for healthcare expenses in retirement.
Investing separate tax-free assets for healthcare can provide a major retirement advantage
Frequently asked questions
The RHSP is offered in collaboration with Emeriti Retiree Health (Emeriti). TIAA and Emeriti are working together to deliver an integrated health and financial well-being solution for our clients. From plan design to ongoing monitoring, you work with a dedicated team of experienced benefits specialists who can help you address retirement readiness for your employees while also solving financial and workforce management issues at your institution.
Over the past decade, healthcare costs have risen at more than double the rate of inflation and they are projected to continue to rise by 4.22% annually3. The average 65-year old couple retiring today will need roughly $301,0004 to cover healthcare expenses in retirement that Medicare doesn’t cover: Medicare premiums, deductibles and coinsurance; routine dental, vision and hearing care and long term care.
An RHSP is an employer-sponsored defined contribution plan that is fully funded by pre-tax employer contributions made throughout the career of the employee. The RHSP offers triple tax free savings: employer contributions, investment earnings and qualified reimbursements are all tax free.
Increasingly, plan sponsors are shifting to a defined contribution approach to provide retiree healthcare benefits much as had been done for retirement plans years ago. An RHSP enables employers to control costs, maximize their total benefit value (up to 50% more value)4, and help employees reach retirement with adequate retiree healthcare savings.
There are five factors to consider:
- Understand your employee demographics and how they affect your organization’s sustainability
- Take a comprehensive look at the retirement readiness of your workforce; TIAA Plan Outcomes Assessment is an ideal place to start
- Review your current retiree healthcare benefits and the impact on ALL employees
- Take a total benefits approach to managing costs and delivering the highest value to your employees
- Explore retiree healthcare solutions that minimize benefit liabilities, maximize benefits spend and increase employee retirement readiness
We’re here to help
Explore how the program works, including its options, administration and tax advantages.
Strategies to consider
Read the whitepaper to see how defined contribution plans are being used to address the retiree healthcare challenge.
The unfunded liability challenge
Find out how employers are addressing and potentially solving for retiree healthcare liabilities.
Check out the calculator
TIAA also offers a cutting-edge tool to help employees estimate healthcare costs in retirement.
Call your TIAA relationship manager or call the administrator telephone center.
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To learn more about Emeriti Retirement Health visit emeritihealth.org .
1 2017 Lifetime Income Survey
2, 4 EBRI Issue Brief, May 16, 2019, No. 481. 10. National average. Savings needed for Medigap Plan F premiums, Medicare Part B premiums and out-of-pocket (median) drug expenses. Does not include Long-Term Care. For a couple with a goal of having a 90 percent chance of having enough savings to cover health care expenses in retirement they need $301,000.
3 HealthView Services Financial: 2018 Retirement Health Care Costs Data Report
5 Assumes a 25% combined federal plus state income tax rate.
Interests in any retiree healthcare plan discussed herein are offered solely by the employer.
Teachers Insurance and Annuity Association of America (TIAA) will provide services to the plan and may issue plan communications on behalf of the plan sponsor, in its capacity as a plan recordkeeper. Emeriti, TIAA, CBIZ RPS, Aetna Life Insurance Company, and HealthPartners are independent corporations and are not legally affiliated. The full name of Emeriti Retirement Health Solutions is The Emeriti Consortium for Retirement Health Solutions, an Illinois Nonprofit Corporation. Emeriti Retirement Health Solutions is not an insurance company, insurance broker or insurance provider.
The Emeriti Program is delivered in collaboration with TIAA, CBIZ RPS, Aetna Life Insurance Company, and Health Partners. CBIZ RPS is Emeriti’s disbursement recordkeeper for Emeriti group insurance administration and Emeriti medical expense reimbursement processing. CBIZ RPS is a Philadelphia company with more than 40 years of experience in full-service benefits services supporting employees and retirees in organizations nationwide.
Teachers Insurance and Annuity Association of America (TIAA) is Emeriti’s accumulation recordkeeper, trust services provider, and investment manager. TIAA is based in New York and has a century of distinguished service to the nonprofit community for financial services supporting retirement income security.
Aetna Life Insurance Company is the primary health insurer for the Emeriti Program, providing fully insured medical insurance and health-related products. For over 150 years, Aetna has been an innovator in the delivery of insurance solutions and is a nationwide provider of Medicare-approved Part D prescription drug services.
For Minnesota institutions and their Minnesota-resident retirees, HealthPartners provides participants with medical insurance and health-related products. HealthPartners is the largest consumer-governed nonprofit healthcare organization in the nation. TIAA Individual & Institutional Services, LLC serves as a broker-dealer with respect to underlying mutual funds only, and does not offer, market or sell interests in such plans or otherwise provide brokerdealer services with respect to the interests in such plans.
TIAA products may be subject to market and other risk factors. See the applicable product literature, or visit TIAA.org for details.