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The Most Innovative Benefit in 50 Years

Impress your clients and remain at the forefront of your industry by offering a solution to outdated and inadequate retirement benefits.

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A benefit designed for the future

Employees are living longer, careers are spanning more decades, and retirement confidence is harder to achieve. Brokers who understand this shift can bring meaningful solutions to their clients.

Hypothetical illustration. See Assumptions & Disclosures.

Current retirement benefits are not enough

  • Built for shorter lives, not people living to their 80s and 90s.
  • Late-life financial gaps cause employees to delay retirement.
  • Brokers need stronger answers.

Costs to the employer are increasing

  • Longer tenures raise salary, healthcare, and benefit costs.
  • Employers want ways to support employees without escalating spend.
  • Financial clarity reduces pressure on HR and on your client’s budget.

Employers are desperate for innovative solutions

  • A differentiated benefit signals thoughtful leadership.
  • Offering something truly new positions brokers as strategic advisors.
  • Stand out in a crowded market with something truly modern.

The Solution: A new asset class

Hypothetical illustration. See Assumptions & Disclosures.

Payouts happen at your birthdays 80, 85, 90, 95

Late-life payouts can reduce the risk of depleting assets, or leaving loved ones with surprise costs.

Complements, doesn't replace,  your existing benefits

Longevity Benefits complement and enhance your current benefits, adding a missing layer of protection.

Promotes on-time retirement

Knowing that the years past 80 are supported increases confidence that traditional retirement savings are sufficient.

Tailored impact for you and your clients

Longevity is becoming a priority. Stand out in a crowded market with a strategic benefit that fills the retirement gap, elevates your advisory value, and helps clients navigate a longer-living workforce without disruption.

Stand Out in a Crowded Market

Clients are looking for solutions beyond the 401(k). Savvly lets you offer something structured, human, and innovative without changing existing systems.

Add Innovation Without Complexity

Savvly plugs into existing systems as a clean, low-lift upgrade that instantly modernizes your clients’ benefit offering.
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Impactful Results for HR Teams

Savvly helps employees retire on time, reducing workforce drag and giving HR teams a meaningful lever for mobility and planning.

How Longevity Benefits Work

Hypothetical illustration. See Assumptions & Disclosures.

Works with tools HR teams already use

Savvly works with the platforms your clients already use, making setup fast, easy, and frictionless. There’s no need to overhaul systems or retrain teams. We plug right into your clients’ existing payroll and HR platforms, and handle the onboarding so you don’t have to.

Be the first to offer what everyone will ask for next.

Savvly gives you a future-ready benefit that stands out immediately and fits exactly what HR leaders need for their companies.

Learn about longevity benefits

Questions Benefit Brokers
‍Actually Care About

What is a longevity benefit, and how does it fit with current plans?
A longevity benefit is a supplemental financial layer designed to support employees in later life, working alongside 401(k)s, IRAs, and pensions. It can strengthen confidence after age 80 without replacing anything. Employers can provide its employees with a modern benefit with predictable costs, and brokers gain a fresh option that expands their advisory toolkit.  The longevity benefit helps employers and advisors by helping to reduce an individual’s biggest fear in retirement: not having enough funds to live.
Which clients are best suited for offering longevity benefits?
Ideal clients tend to prioritize retention, inclusion, and future-ready benefits. Companies with diverse age ranges, rising financial stress, or interest in innovative offerings are particularly strong fits. If a client wants meaningful support without high admin lift, longevity benefits are usually well aligned.
Who can participate and who is eligible for the longevity benefit?
Eligibility is designed to be simple and inclusive. No medical underwriting, age-based pricing, or individual account setup is required. This reduces friction for employers and drives broad participation among employees, which helps adoption move quickly and consistently.
What makes Savvly different from traditional retirement tools?
Traditional tools emphasize building savings before retirement. Savvly is designed to support the decades after retirement, when savings may decline. If someone expects to live a long life or wants more stability past age 80, Savvly can help fill that late-life coverage gap.
How should brokers position longevity benefits compared to insurance or annuities?
Longevity benefits are not insurance and not annuities. They sit alongside existing plans as structured support for later life. This gives brokers something different to offer without competing against established financial or insurance strategies.
What outcomes should employers realistically expect?
Results depend on factors like contribution levels, participation, and market performance, but the goal is structured support and financial confidence to investors later in life. Savvly provides forecasting tools so employers can see potential outcomes, without promising investment performance. Costs remain predictable, and employees gain clarity they can use to plan.
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Investment products are not FDIC insured, are not bank guaranteed, and may lose value. Savvly products involve risk including possible loss of principal. Past performance does not guarantee future results. This material is for informational purposes only and should not be construed as financial, legal, or tax advice. You should consult your own advisors regarding your specific situation.

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