Incorporating Employee Heterogeneity into Default Rules for Retirement Plan Selection
We study the effect of incorporating heterogeneity into default rules by examining the choice between retirement plans at a firm which transitioned from a defined benefit (DB) to a defined contribution (DC) plan. The default plan for existing employees varied discontinuously depending on their age. Employing regression discontinuity techniques, we find that the default increased the probability of enrollment in the default plan by 60 percentage points. We develop a framework to solve for the optimal default rule analytically and numerically and find that considerable welfare gains are possible if defaults vary by observable characteristics.
-
-
Copy CitationGopi Shah Goda and Colleen Flaherty Manchester, "Incorporating Employee Heterogeneity into Default Rules for Retirement Plan Selection," NBER Working Paper 16099 (2010), https://doi.org/10.3386/w16099.Download Citation
-
Non-Technical Summaries
- An employer can significantly influence its employees' choice of a pension plan by setting its default plan. Over the past 30...
Published Versions
Gopi Shah Goda & Colleen Flaherty Manchester, 2013. "Incorporating Employee Heterogeneity into Default Rules for Retirement Plan Selection," Journal of Human Resources, University of Wisconsin Press, vol. 48(1), pages 198-235. citation courtesy of 
Related
Programs
Working Groups
More from the NBER
In addition to working papers, the NBER disseminates affiliates’ latest findings through a range of free periodicals—the NBER Reporter, the NBER Digest, the Bulletin on Health, the Bulletin on the Economics of Alzheimer's, and the Bulletin on Entrepreneurship—as well as research spotlights, lectures, and panel videos.
