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On the first Sunday in January 2025, President Joe Biden brought some warmth to a very cold time of year by signing the bipartisan Social Security Fairness Act into law. This legislation impacts more than 2.5 million Americans, which makes it important for financial advisors to understand. The short version of what happened is that this law repeals both the Windfall Elimination Provision from 1983 and the Government Pension Offset from 1977 (but with an adjustment in 1983).

Many people view their health savings accounts (HSAs) as a tool to pay for health expenses. It certainly can be used for that, and while that may have been the original intention of their creators, many forget that the funds contributed can end up being used in the same way as retirement plan funds. Withdrawals taken after age 65 are not subject to penalty (in the way they would be if taken before age 65 and used for non-qualified expenses) and can be used at the account owner’s discretion.

The individual must be covered by a high-deductible plan. They can contribute up to the annual maximum limit of $4,300 in 2025 (plus an additional $1,000 if they are age 55 or older by the end of the year) to contribute to an HSA. Suppose the same individual’s family is also covered under the high deductible health plan. In that case, the contribution limit rises to $8,550 (plus an additional $1,000 if they are 55 or older by the end of the year). There are no income limits that apply to HSA contributions. Employers can contribute to an employee's HSA. Just be aware that those contributions count towards the aforementioned annual limit. Because most HSA contributions are made through payroll, they avoid FICA tax and are deductible for federal income tax purposes. Even those who make contributions outside of payroll can take a subsequent deduction for federal taxes when filing their return.

Medicare open enrollment is the annual period during which our clients eligible for Medicare can make changes or update their Medicare health and prescription drug plans. This period runs every year from October 15 to December 7, and any chosen changes will then take effect the following January 1. During this open enrollment period, clients can switch from Original Medicare (Part A and Part B) to a Medicare Advantage Plan (Part C) or vice versa. They can also change from one Medicare Advantage Plan to another, enroll in a switch, or drop a prescription drug plan (Medicare Part D). This period allows beneficiaries to ensure their current plans meet their needs, especially if their coverage, cost, or provider networks have changed. Reviewing and updating these coverages can help clients save money and ensure their healthcare needs will be covered for the following year. Choosing Original Medicare or a Medicare Advantage Plan depends on one’s healthcare needs, finances, and personal preference. In this article, I will present key points to be considered when making this decision.

How workers’ need for lifetime-guaranteed income may drive more Americans to consider annuities

The goal of a successful retirement is to have enough guaranteed income to cover basic living expenses and not have to worry about running out of money for the rest of your life. According to recent LIMRA research, workers today do not feel that their households will receive enough lifetime-guaranteed income to cover basic living expenses throughout retirement.

Even before the COVID-19 pandemic, unpaid caregivers struggled with the demands of work and saving for the future. The pandemic brought on additional work/life disruptions with stay-at-home orders, school closures, and reduced ability to outsource caregiving. The challenges also affect workers’ future retirement security since retirement income is often dependent on one’s ability to work and, through that work, accumulate savings.

A new Secure Retirement Institute^® (SRI^®) study, Staying the Course: Navigating Unpaid Caregiving Obstacles to Retirement Security, explored the impact of caregiving on workers’ retirement savings, as well as the actions and employer benefits that may help caregivers plan for a secure retirement.