How Horticulture Businesses Can Use Benefits Planning to Strengthen Business Continuity
May 29, 2026 Finding and keeping skilled workers has become a defining challenge for greenhouse growers, with 81% of large operators identifying labor shortages as a top concern.
An aging workforce is a key driver of that pressure, with many businesses facing a growing share of employees approaching retirement. Competition for skilled labor is also intensifying as greenhouse operators increasingly compete with employers in other industries for the same pool of workers.
As a result, workforce planning is becoming a larger part of business continuity planning.
“New data from Sentry’s 2026 C-Suite Stress Index highlights a workforce risk that deserves far more attention: retirement readiness,” says Paul Sellers, Senior Director of Life & Annuities for Hortica’s parent company, Sentry® Insurance. “Nearly all executives report impacts from an aging workforce, with more employees working later into their careers, while others retire in waves. These shifts create measurable operational risk.
“They affect productivity, increase healthcare and injury costs, and introduce uncertainty into workforce planning at a time when stability matters most. This isn’t just an HR issue. It’s a business continuity issue.”
For greenhouse operators, workforce disruptions can affect everything from production schedules to succession planning and knowledge transfer. As labor pressures continue, many businesses are evaluating how employee benefits — including retirement programs — can help support workforce stability, improve retention, and strengthen long-term operational resilience.
Retirement Readiness Supports Workforce Stability
Employees increasingly evaluate jobs through a broader lens, considering how compensation and benefits support both immediate needs and long-term financial goals. Retirement benefits are an important part of that equation, particularly in competitive labor markets where greenhouse operators are working to recruit and retain experienced employees.
62% of workers rank 401(k) plans among their top three workplace benefits, highlighting how strongly financial security influences employment decisions — and why retirement planning deserves consideration as part of broader continuity planning.
“Forward-looking organizations are beginning to recognize that retirement programs serve a dual purpose,” says Sellers. “They support employee financial security while also strengthening the long-term stability and continuity of the business itself.”
For greenhouse operators, retirement readiness can directly affect workforce predictability. When employees are financially prepared for retirement, transitions often occur more smoothly and with greater visibility, giving business leaders more time to plan succession, transfer institutional knowledge, and maintain operational continuity.
“When employees are financially prepared for retirement, workforce transitions occur more predictably,” says Sellers. “Leaders can plan succession, preserve institutional knowledge, and maintain operational stability. When employees aren’t prepared, retirements are delayed or occur unexpectedly, creating operational strain, talent gaps, and continuity risk.”
Benefits Programs Also Can Strengthen Recruitment, Retention, and Continuity
Retirement benefits once were viewed primarily as offerings only very large employers could afford. Today, greenhouse operators are evaluating retirement planning as part of a broader workforce strategy designed to support recruitment, retention, and sustained operational stability.
In a competitive labor market, benefits programs can help employers differentiate themselves while supporting employee financial well-being. For workers evaluating long-term career opportunities, retirement benefits may signal that an employer is invested in workforce stability and employee support — not simply short-term staffing needs.
Businesses also have more flexibility than many owners realize when designing retirement programs. Employers can explore features that may help encourage participation, such as automatic enrollment, while some smaller businesses may qualify for tax incentives that help offset plan setup costs.
Businesses have several retirement plan options available, and insurers, brokers, or financial advisors can help identify an approach that aligns with organizational goals, workforce needs, and operational priorities.
Communication Helps Employees Engage with Benefits
Offering retirement benefits is only part of the equation. Employees also need to understand how programs work and how they support future financial goals. Without regular communication, even strong benefits programs may have limited impact on workforce participation and financial preparedness.
Too often, retirement benefits are introduced during onboarding and rarely discussed again, leaving employees unclear about available resources or the value of participation. Ongoing communication can help employees better understand how benefits connect to their future plans and financial stability.
Benefits conversations can begin during recruitment and continue through onboarding, annual enrollment periods, performance reviews, and regular supervisor check-ins. Explaining topics such as employer matches, contribution options, or the long-term impact of starting early can help retirement planning feel more approachable and relevant.
Many insurers and retirement providers also offer educational resources, including one-on-one consultations, group sessions, retirement planning tools, and online education designed to help employees make informed decisions.
Workforce Planning is Increasingly Part of Business Continuity Planning
Most business planning traditionally has focused on production, market conditions, and operational investments. Those priorities remain essential, but workforce stability also plays an important role in broader business resilience.
For greenhouse operators, retirement planning is becoming more than an employee benefits discussion. It’s now tied closely to operational planning, workforce predictability, and continuity strategy over time.
In greenhouse operations, workforce transitions often involve more than filling open positions. Experienced employees frequently hold operational knowledge tied to product expertise, environmental controls, equipment processes, vendor relationships, and seasonal production planning. When retirements occur unexpectedly or succession planning is delayed, that knowledge can be difficult to replace quickly.
Retirement readiness can help create more predictable workforce transitions, giving businesses additional time to support knowledge transfer, prepare managers, and maintain operational consistency during peak production periods. For growers operating with lean teams or specialized labor, that added visibility may help reduce disruption and strengthen long-term workforce stability.
“Helping employees retire with confidence isn’t only the right outcome for employees, but also a strategic decision that strengthens business resilience, continuity, and long-term organizational success,” says Sellers.
How each organization approaches retirement planning will look different based on its workforce, operational goals, and business structure. But greenhouse operators that invest in workforce stability may be better positioned to attract and retain skilled employees, support smoother workforce transitions, and strengthen lasting operational continuity.
Starting the conversation with a trusted insurer, broker, or benefits advisor can help businesses better understand available options and identify practical next steps that align with their goals.
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