AI will redefine workplace benefits by decade’s end

Artificial intelligence is poised to transform workplace benefits, according to Transamerica’s new research report “Prescience 2030: The Next Wave.” Drawing on insights from more than 50 industry experts, the report forecasts that by 2030, AI will become a cornerstone of retirement and financial well-being — delivering hyper-personalized guidance, optimizing plan design and helping employers stay competitive.

“The next era of workplace benefits will be defined by personalization and technology,” said Oriana Freidenberg, head of Customer Experience and Marketing at Transamerica. “Our collective challenge—and opportunity—is to embrace these shifts responsibly, blending AI with human judgment to deliver benefits that truly resonate.”

AI takes center stage

Experts say AI won’t just personalize retirement advice—it will analyze behaviors like loan activity and withdrawals to deliver timely nudges on budgeting and emergency savings. It’s also expected to reshape plan design through real-time benchmarking, helping employers tailor benefits to workforce demographics and stay competitive in a tight labor market.

Beyond personalization, AI’s predictive capabilities could flag fiduciary risks before they escalate, reducing exposure to ERISA litigation. Two-thirds of experts anticipate this role in compliance, while more than half believe AI will influence investment decisions by applying market trend analysis and participant data. These changes signal a future where AI can shape smarter, more personalized benefits without losing the human touch.

Opinions vary on the value of “do-it-for-me” solutions, where employees rely on automated, intuitive experiences rather than traditional financial education. Experts say this approach reflects a growing preference for simplicity and personalization.

Other shifts ahead

While AI stands out, other trends are also shaping the future of workplace benefits. Employers are expected to continue expanding support beyond retirement savings to include health savings accounts, emergency funds, and student loan assistance. In fact, 87% of experts agree or strongly agree that optimizing plan design of a retirement savings plan can help an employer attract hard-to-find talent in a competitive labor market. Investment menus are likely to evolve, with private market options, collective investment trusts, and lifetime income solutions gaining ground. At the same time, compliance pressures are projected to rise, with more litigation and regulatory delays anticipated as innovation accelerates.

Read the full Prescience 2030 report for deeper insights into how technology, regulation, and workforce trends could reshape financial well-being by decade’s end.