Does your company's executive benefits program address your needs?
Every industry faces tight competition for talent. Finding and retaining talent remains one of the top concerns among CFOs and boards of directors today. Furthermore, an organization's current benefits package — such as a qualified defined contribution plan — may not meet the needs of highly compensated employees and may also fall short of what competitors offer.
Executive benefit programs are an effective way to allay this concern and mitigate the risk to the wellbeing of the organization and profitability. Yet, executive planning and business continuity strategies can be a complex, high-stakes environment — posing challenges for key talent, boards, executives and owners.
Closing the gaps between the protection coverages and retirement income highly compensated employees require and the coverages and limits typical group benefit plans provide can make a significant difference in the company's ability to compete for the critical skills that it needs. That's where we can help.
Leverage our high-touch consulting with beginning-to-end service
Tap into Gallagher's national team of finance professionals, tax and business strategists, risk mitigation specialists, underwriters and insurance advisors to learn about options that can help your organization meet its executive benefits needs, including:
- Executive retirement planning
- Benefit funding
- Investment strategies
- Tax mitigation solutions
- Succession planning
- Individual life insurance and disability income solutions
- Foundation and charitable donation accounts
Our understanding of the nuances in both for-profit and nonprofit organizations helps ensure we structure a plan that aligns with your objectives and growth goals, no matter the industry.
- Law firms (Am Law 100 and 200)
- Credit unions and other nonprofit organizations
- Healthcare
- CPA firms
- Private equity
- Financial institutions
- Mid- to large-size, privately-held companies
Employers have a variety of solutions to consider
As lateral C-suite movement has increased, establishing a new, fully funded, nonqualified plan is considered an effective way to attract and retain talent. The plan can be structured to provide a tax-free retirement benefit for life or a certain number of years, and restrictions can be built in to limit early departure and/or competition. Discretionary bonuses during employment also can be built into the plan as an additional incentive to keep top performers engaged.
