Stas Politis Upward Wealth Group, LLC

06/11/2026

Planning is an essential part of your retirement journey. Take a look at this helpful resource that shows what you can expect. The resource explores the three phases of your clients’ journey – growth, protection, and spending. Reach out to me for more information.https://image.engage.highland.com/lib/fe3311727364047c761176/m/1/e36bb629-2966-4e7f-a35e-040e96e684fd.pdf

06/08/2026

Markets continued their upward climb in May, supported by strong technology performance, positive economic data, and ongoing diplomatic efforts in the Middle East. The Nasdaq gained 8.36%, the S&P 500 rose 5.15%, and Canada’s S&P/TSX Composite added 2.37%, while investors welcomed better-than-expected job growth and upbeat corporate earnings. With the Fed's next meeting scheduled for June, attention is turning to updated economic projections and what they may signal about the broader economy. From \$24 billion spent on Father's Day to the popularity of dining out and special outings, this month's by-the-numbers highlights how families celebrate the dads in their lives.

At Upward Wealth Group, we understand the critical role of employer-sponsored plans in talent retention and employee financial well-being. By reducing financial stress, these plans foster a healthier work environment and enhance productivity and performance. With our tailored approach, we ensure tha...

06/04/2026

Are you ready to embark on your retirement journey? Planning for retirement can be as enjoyable as the trip itself. In the days ahead, we will be offering even more retirement planning details to help you prepare for your greatest adventure yet. In the meantime, please share with us where you’d like to travel to in your retirement.

05/26/2026

Whether your business stays in the family or is sold – it’s important to have a properly structured and well-funded continuation plan in place. I want to help you feel confident in your succession plan. Message me with your business planning questions.

05/22/2026

The Cost of NOT Offering a Retirement Plan May Be Far Greater Than Most Business Owners Realize

Many business owners consider the costs of starting a retirement plan but often overlook a crucial question: “What is it costing my business to NOT have a plan in place?”

When employees are not financially prepared for retirement, this can lead to significant costs for employers over time. Consider the following impacts:
• Delayed retirements can keep older employees on the payroll longer than expected, raising labor costs.
• Higher compensation demands may arise as employees seek more to alleviate their financial stress.
• Increased healthcare expenses are common when workers cannot retire due to financial constraints.
• Reduced productivity and engagement can occur as employees worry about their financial futures.
• Greater financial stress in the workplace can create a toxic environment, impacting all employees.
• Higher turnover and recruiting costs become burdensome when workplace stability is lacking.
• Bottlenecks in advancement can hinder younger employees' career progression and talent development.

Studies suggest that the costs associated with delayed retirements could be as high as $51,000 per employee each year due to higher labor, healthcare, and productivity-related costs.

Considering this, the costs of implementing a retirement plan can seem far more manageable. Thanks to SECURE 2.0, many small businesses can access valuable benefits. The primary startup tax credits for retirement plans are generally available for the first three years after implementing a new qualified plan. Here’s a breakdown for eligible small businesses:
• Startup administrative cost credit: Up to 100% of eligible startup costs, capped at $5,000 per year for three years for businesses with up to 50 employees.
• Automatic enrollment credit: An additional $500 per year for adding eligible automatic enrollment features for three years.
• Employer contribution credit: Eligible employers can receive a separate employer contribution credit for up to five years: - Years 1–2: 100% - Year 3: 75% - Year 4: 50% - Year 5: 25%

This contribution credit can be worth up to $1,000 per employee annually, depending on income and employee count. These incentives can dramatically reduce the actual costs of launching a retirement plan while helping attract and retain employees.

Establishing a solid retirement plan extends beyond monetary contributions; it can lead to:
• Improved employee retention and loyalty.
• Lower financial stress and distractions at work.
• Increased morale and productivity.
• Helping employees retire confidently and on time.

Sometimes, the most meaningful offer employers can provide isn’t just higher pay but a well-structured retirement plan that guides employees toward financial independence. Thus, the real question isn’t whether your business can afford to offer a retirement plan; it’s whether your business can afford NOT to have one.

05/20/2026

Business Owners May Be Overlooking One of Their Biggest Long-Term Workforce Risks

It's no secret that many employees are feeling pressured about retirement savings. According to Northwestern Mutual’s 2025 Planning & Progress Study, the average worker believes they need about $1.26 million to retire comfortably, yet a significant number are far from that target. In fact, 25% of those with retirement savings have only managed to set aside the equivalent of one year’s salary.

This issue extends beyond individual employees; it poses a serious concern for businesses as well. When workers aren’t financially prepared for retirement, the effects ripple through the entire organization. We see delayed retirements, increased healthcare costs, and reduced mobility, creating bottlenecks for promotions and talent advancement. It's estimated that these delayed retirements can cost employers about $51,000 per employee each year.

Workers of all ages face unique challenges. Younger generations grapple with student loans and housing costs, while Gen X is juggling support for both children and aging parents. Older employees strive to make their savings last amid rising living expenses. Additionally, the concept of retirement is being redefined; many are shifting their focus away from reaching a specific “magic number” and instead aim for financial independence and flexibility in their later years.

The good news is that employers don’t have to solve every financial issue their employees face. For example, offering strong employer-sponsored retirement plans, matching contributions, automatic enrollment, and practical financial wellness education can make a world of difference.

Here are some ways employers can help employees prepare for retirement:

✔ Offer a strong employer-sponsored retirement plan
✔ Provide employer matching contributions
✔ Implement automatic enrollment and automatic contribution increases
✔ Encourage consistent long-term saving habits
✔ Offer practical financial education in clear language
✔ Provide access to retirement planning guidance and resources
✔ Support emergency savings alongside retirement savings
✔ Offer financial wellness programs that address budgeting, debt, and stress management
✔ Create flexible phased-retirement opportunities when possible
✔ Help employees understand healthcare, Medicare, and long-term care planning

By supporting employees on their financial journeys, businesses can reduce stress, boost retirement confidence, and foster healthier financial habits. It’s about more than reaching retirement age; it’s about equipping employees with the tools to build a secure, flexible future.

In the end, investing in your employees' financial health isn’t just a nice-to-have; it’s essential to creating a thriving workplace. Let’s prioritize financial wellness now to prevent bigger problems later!

05/19/2026

Successful business owners are thinking outside the box when it comes to employee benefits. Offering long-term care (LTC) coverage can set you apart from your competitors while leveraging additional tax advantages.

05/18/2026

Financial Stress Is Quietly Becoming One of the Biggest Workplace Challenges Today.

According to a recent Voya Financial survey, 63% of workers say financial stress directly impacts their mental health.

Recent surveys show that financial stress is having a significant impact on employees. It’s not just about money troubles anymore; it’s affecting mental health, productivity, and even how prepared people feel for retirement down the line. Workers are dealing with anxiety, avoidance, delayed savings, absenteeism, and even long-term health impacts.

That's why employer-sponsored retirement plans and financial wellness programs are becoming crucial. They go beyond providing a paycheck and basic benefits. Smart employers are stepping up to help their teams tackle financial stress in various ways:

- Offering financial education and personalized coaching
- Setting up emergency savings accounts with easy payroll deductions
- Providing budgeting and debt management tools
- Helping with student loans through assistance and refinancing programs
- Supporting childcare and life-stage needs
- Introducing on-demand pay options for better cash flow management
- Connecting employees to Employee Assistance Programs (EAPs) and mental health resources
- Offering ongoing education to guide retirement planning

These initiatives help employees manage their finances day-to-day, build emergency savings, reduce high-interest debt, and feel more prepared for retirement. Plus, employees who feel financially secure tend to be more confident and engaged at work.

For employers, the benefits are clear as well: improved productivity, reduced absenteeism, higher retention rates, increased participation in retirement plans, and an overall boost in workplace morale.

Planning for retirement can feel overwhelming, leading many to delay it. But taking small, consistent steps can lead to much better long-term outcomes. Here are some tips:

- Enroll in the employer-sponsored retirement plan early
- Contribute enough to snag the full employer match
- Gradually increase contributions over time
- Build emergency savings alongside retirement funds
- Attend educational meetings and ask questions
- Consult with a financial professional when needed

It’s increasingly clear that financial wellness, mental wellness, and retirement readiness are deeply intertwined. Employers who prioritize their employees’ financial wellness today are likely to foster healthier, more confident, and better-prepared retirees in the future.

05/15/2026

Future Retirees May Need More Than Social Security to Retire Comfortably

When it comes to retirement planning, one of the biggest concerns for future retirees isn’t just market ups and downs—it’s overreliance on Social Security. Right now, a whopping 71% of fully retired Americans count on Social Security as their main source of retirement income, while only about 4.3% rely on their 401(k)s for that support.

It’s clear that Social Security will continue to play a major role in retirement, but we may see significant changes in the coming years. Projections indicate that Social Security reserves could face funding shortfalls between 2034 and 2037. This could lead to less-than-ideal outcomes, such as reduced benefits, higher payroll taxes, later retirement ages, and a greater burden on personal savings. While Social Security isn’t going away, it’s realistic to expect lower payouts if we don’t see reforms.

That’s why employer-sponsored retirement plans are more essential than ever. Many Americans are underprepared for what lies ahead. In fact, 42% of retirees say they don’t have enough savings to maintain their lifestyle, and for those 60 and older, the median retirement savings is only about $100,000. It's no wonder that many older adults are still working just to make ends meet!

As employees gear up for retirement, it’s super important to include Social Security in the conversation—but it shouldn’t be the only piece of the puzzle. For future generations, workplace retirement plans, like 401(k)s, are likely to be the main financial backbone.

Here are some straightforward steps you can take today to boost your retirement prospects down the line:
✔ Enroll in your employer’s retirement plan as early as possible.
✔ Contribute enough to snag that full employer match.
✔ Aim to increase your contributions by 1% to 2% every year until you hit the max.
✔ Take advantage of automatic escalation if it’s available.
✔ Stay the course during market fluctuations—consistency is key!
✔ Regularly review your investment allocations.
✔ Educate yourself on the difference between pre-tax and Roth contributions.
✔ Avoid unnecessary loans or early withdrawals whenever you can.
✔ Attend employee education meetings and ask all the questions you have.
✔ Consult with a plan advisor or financial professional for personalized guidance.

In the end, it’s all about time, consistency, compounding, and active participation over your 30–40 year working life. The small actions you take today can lead to a significantly better retirement down the road. So, let’s get proactive about our financial futures!

Source: ZipRecruiter’s 2026 Retirement Reality Report.

05/13/2026

What Do Employees Really Need From Their Employer Retirement Plan?

Most people assume that employees place the highest value on the investment returns of their 401(k) plans. However, I’ve observed that there’s a deeper layer to what they really want.

In my experience, many retirement plan participants seek:
- To feel understood
- Clear communication without the confusing financial jargon
- Confidence in their decision-making
- Accessibility for addressing questions as they come up
- Transparency regarding fees and investments
- Guidance for real-life financial concerns
- Assurance that someone genuinely has their best interests in mind

For many employees, retirement planning is about much more than just outperforming the market; it’s about lowering stress and fostering a sense of security for their future. Often, a participant who has a solid understanding of their plan and feels supported during times of market fluctuation is far more at ease than someone who’s solely focused on chasing returns without a clear path.

From an employer’s perspective, I’d love to know: What do you think employees genuinely want from their retirement plan experience? Where do you see employer plans missing the mark?

Is it in areas like:
- Education and communication?
- Access to financial guidance?
- Clarity around investment options?
- Comprehensive financial wellness support?
- Retirement income planning?
- Building transparency and trust?
- Personalized attention for individual needs?

Do you agree that peace of mind and confidence might outweigh simple investment performance for participants?

I’m eager to get honest feedback from employees, HR professionals, business owners, and fellow advisors in our community. I invite you to share your thoughts, whether you align with my views or bring a fresh perspective on what matters most in a workplace retirement plan.