Find Financial Advisors for Leidos Employees & Executives: Q&A Insights from the Experts

Health Savings Accounts Are Leidos Employees’ Most Underused Retirement Tool

HSA contributions are tax deductible and qualified medical withdrawals are tax free, yet many employees treat the account as a short-term medical fund. The advisor below also encourages more employees to consider the Roth portion of the 401(k).

Diversify Leidos Stock You Build Up Through the ESPP

The ESPP can be a valuable wealth-building tool, but holding too much employer stock creates unnecessary risk. A systematic diversification strategy keeps the benefit of purchase discounts while reducing concentration.

Check Vesting Schedules and Insurance Portability Before Leaving Leidos

Leaving too early can forfeit part of the employer match. Review how stock options and ESPP shares are affected, confirm insurance portability, and avoid any gap in healthcare coverage.

Leidos offers a competitive benefits package, but many employees don’t always recognize how to align those benefits with their long-term goals. My role is to act as a bridge between the benefit options Leidos provides and the employee’s personal financial objectives. I help employees optimize their Thrift Savings Plan (TSP) or 401(k) contributions, especially when there’s a company match at stake, ensuring they don’t leave free money on the table. We also review how employer-provided insurance, stock purchase plans, and health savings accounts can be integrated into a broader wealth strategy. The goal is to maximize every dollar Leidos makes available while reducing inefficiencies and preparing for a secure retirement.

Yes—Health Savings Accounts (HSAs). Many employees don’t realize HSAs can serve as a powerful retirement savings vehicle. Contributions are tax-deductible, earnings grow tax-deferred, and withdrawals for qualified medical expenses are tax-free. For employees in higher tax brackets, HSAs can be one of the most tax-advantaged accounts available. Yet too often, they’re treated only as a short-term medical savings bucket rather than as part of a long-term wealth strategy. In addition, more employees should consider the long-term tax savings that they can achieve by contributing to the “Roth” portion of their 401(K) Plan.

Absolutely. Leidos’ Employee Stock Purchase Plan (ESPP) can be a valuable wealth-building tool if used strategically. I also encourage employees with families to think about education savings options, such as 529 plans, especially since some company benefits can complement those efforts. And as mentioned earlier, HSAs are often overlooked but can become a cornerstone for managing future healthcare costs in retirement. Aligning these benefits with a comprehensive financial plan ensures employees make the most of every advantage available.

I help employees design an income distribution strategy that balances predictability with growth. This includes assessing Social Security timing strategies, pension options (if applicable), and sustainable withdrawal rates from retirement accounts. We also model healthcare costs, inflation, and tax implications. Importantly, I encourage a “practice retirement” phase—living on their projected retirement budget a year or two before leaving the workforce. This gives employees confidence and reduces anxiety about whether their plan will hold up in real life.

I often tell employees: you don’t hire an advisor because you can’t manage your finances—you hire one because your financial life has grown more complex. If you’re managing significant assets, approaching retirement, or juggling multiple accounts (retirement, stock, HSA, etc.), the cost of making a mistake can outweigh the perceived savings of going it alone. A good advisor provides not just investment management, but also tax, estate, and retirement planning that tie everything together.

A common challenge is managing concentrated stock exposure through the ESPP. Holding too much employer stock can create unnecessary risk. I help employees build diversification strategies while still taking advantage of purchase discounts. Another challenge is optimizing retirement contributions around vesting schedules and maximizing tax efficiency—something that becomes particularly important for highly compensated employees.

I’m often surprised by how many employees underestimate the long-term value of their benefits package. Many don’t fully understand the match structure in their retirement accounts, the potential of their ESPP, or the tax advantages of HSAs. Once employees see how these pieces work together, the reaction is usually one of relief—they realize they have more resources at their disposal than they initially thought.

Yes. Nonqualified deferred compensation plans can be particularly important for executives, as they allow for tax deferral on income that may otherwise push them into higher tax brackets. Additionally, equity compensation, stock options, and supplemental insurance benefits require a more nuanced strategy to manage liquidity, taxes, and concentration risk. These are areas where tailored advice can make a substantial difference in long-term wealth preservation.

One memorable moment was with a client who had accumulated a significant amount of company stock through the ESPP. They had never thought about the risk of being overexposed to a single employer. By developing a systematic diversification strategy, we were able to reduce their risk while still allowing them to benefit from the company’s growth. That experience underscored for me that Leidos employees often have unique opportunities—but they also need a thoughtful plan to avoid pitfalls.