This year marks the 15th version of Alight Solutions’ annual Hot Topics in Retirement and Financial Wellbeing report, and three key trends emerged this year—financial wellness, retaining plan assets, and missing participants.

According to the Illinois-based Alight:

Financial wellbeing programs will continue to expand

“From helping new-to-the-workforce individuals pay off their student loans to assisting near-retirees with navigating the retirement process, employers are offering a bevy of tools, resources and educational campaigns designed to help workers gain more solid financial footing,” the company reports. “In 2019, employers are concentrating most on finding ways to incorporate finances into broader wellbeing initiatives that include physical, emotional and social wellbeing.”

Employers are focused on having participants keep their money in the defined contribution plan

Whether by expanding the lifetime income options in the plan or by dissuading workers from taking loans against their balances, employers are seeking ways to keep assets in the DC plan, it notes.

Most employers are vigilantly trying to locate missing participants

Employers use several methods—from address searches to first-class U.S. mail to phone outreach—to try and contact individuals who have benefits due to them.

“Moreover, employers often try to contact these missing participants multiple times; for example, when the person is reaching milestone benefit dates like normal retirement age or age 70½.”

Alight also looked back at what’s changed in the years since it first began its hot topic report.

“And make no mistake, very much has changed: The economy underwent a recession and a recovery, our mobile devices evolved from phones to pocket-sized computers, and millennials have surpassed baby boomers as America’s largest generation.”

These changes came along with shifts in the employer benefits space—particularly as they relate to retirement plans.

“When we compare today’s data to some of the headlines from our Hot Topics reports that were issued five, 10 and 15 years ago, we find that many employer concerns have vanished—while other thoughts have evolved into new initiatives.”