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Expertise for employers

Frequently asked questions

Curse - Blessing

bAV curse or blessing?
Answer

Destination

Who actually decides what needs to be done?
Answer

Decision

Why can't the employee decide on deferred compensation without the employer?
Answer

Commitment

Is the mandatory employer contribution really mandatory?
Answer

Differentiation

What is the difference between ‘Direktversicherung’ and ‘Pensionskasse’?
Answer

Employee loyalty

Why does a company pension scheme retain employees?
Answer

The best

How important is it to choose the best insurer?
Answer

Recruiting

How does a company pension scheme help to find the best employees?
Answer

Equal rights

Does the principle of equal rights apply in the company pension scheme or can I make differences in the company pension scheme?
Answer

Lack of interest

Nobody has ever asked about a company pension scheme. Why is that?
Answer

1974

There is a special law called ‘Betriebsrentengesetz’? Really?
Answer

No legal claim

‘Unterstützungskassen’ do not grant a legal entitlement to benefits. Isn’t this a completely underestimated risk?
Answer

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80637 Munich
Phone: +49 89 3600 4600
e-mail: info@pro-found.de

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Curse - Blessing

The problem of poverty in old age is omnipresent. The statutory systems have not been adapted to population trends for too long. Individual factors such as self-employment, unemployment but also family-related absences are tearing further holes in the statutory pension. Company pension schemes can therefore only be a blessing for employees. Employers are advised to take matters into their own hands and actively and attractively organise occupational pension schemes. A pension scheme is the basis. With Pro Found, you have a company pension expert at your side who will help you through the company pension jungle so that the company pension scheme is also perceived as a blessing by the employer.

Terms

It is actually obvious: if it is called a "company pension scheme", then the company decides. Of course, every employee has minimum entitlements that are strictly regulated by law. We will be happy to show you how the provisions can be organised to your advantage.

Decision

To answer this question, it is helpful to take a look at the basic rules of company pension schemes. With every type of company pension, the employee is given a "promise". And the employer is responsible for this "commitment". This applies to direct insurance as well as to all forms of deferred compensation. The lack of a company pension scheme provision corresponds to a blank employment contract that has already been signed by the company. You can do this, but it is "courageous".

Commitment

Since 2018, new salary conversions require employers to provide a subsidy for new deferred compensation schemes. The more detailed definition clarifies that this subsidy is only required if there is a savings on social security contributions. Existing commitments, not existing insurance contracts (!), are subject to the subsidy requirement starting from 2022. If a collective agreement applies, the obligation to make a contribution may be excluded. Our Pro Found Managing Director Martin Stolzenburg has dedicated himself to this topic in detail in an award-winning scientific paper and is happy to explain why he was unable to find a clear answer to every possible scenario in more than 50 pages. Existing commitments, not existing insurance contracts (!), are subject to contributions from 2022. If a collective agreement applies, the obligation to make a contribution may be excluded. Our Pro Found Managing Director Martin Stolzenburg has devoted himself to this topic in detail in an award-winning scientific paper and is happy to explain why he was unable to find a clear answer to every case constellation in more than 50 pages.

‘Direktversicherungen’ are often the best solution for daily practice. However, towards the end of the last millennium, ‘Pensionskassen’ also experienced their boom period. Deregulated ‘Pensionskassen’ are very similar to life insurance companies. They are almost exclusively operated by insurance groups as subsidiaries but maintain their own reserve assets. 

Regulated ‘Pensionskassen’ are often found directly within large companies. Some collective agreements have also designated such ‘Pensionskassen” as mandatory partners. Due to the negative capital market developments of the last three decades, some of these ‘Pensionskasssen’ are now severely strained or even distressed.

To find out if you, as an employer, need to take action regarding ‘Pensionskassen’, please consult Pro Found.

Binding

"Employee loyalty" is a popular buzzword when it comes to the benefits of a good company pension scheme. But what does it mean? Studies have shown many times that satisfied employees do not only link their satisfaction to a salary (as high as possible). The care, foresight, working atmosphere and social behaviour of the employer are also reflected in other benefits. With an attractive company pension scheme that is transparent and clearly communicates the benefits in old age. You certainly won't be able to keep any employees but an attractive solution for old age is a part of the "total compensation" package. If you are struggling with high employee turnover in the first few years, we will be happy to show you our "either the employee stays or it doesn't cost any money" concept. Talk to us! Talk to us!

The best

Ultimately, every insurer works with the same basic tools. In company pension schemes, the real boost to returns can be ignited in an entirely different way: The higher the employer’s contributions or benefits, the better the result for the workforce. The costs are always considered operating expenses, and if properly designed, there are no additional payroll taxes. A significant benefit can be achieved with a small amount. However, an occupational disability pension can also be built into a company pension scheme. In addition to the guaranteed benefit, insurers promise to generate surpluses and thus increase the benefits. As secure returns are difficult to achieve in the current low interest rate environment, all insurers are struggling and trying to fulfil customers' wishes with different solutions. In the end, however, they are all just boiling water. For occupational pension schemes, the absolute return turbo can be ignited in a completely different place: The higher the employer's subsidy/additions, the higher the result for the employees. The costs are always operating expenses and, if designed correctly, there are no non-wage labour costs. A large benefit can therefore be achieved for small amounts.

Recruiting

Can you still remember when your company offered the first fruit basket? Or the first table football? Why did this development happen? Do you think applicants decided in favour of your company because of the fruit basket or the table football? Probably not. But these elements contribute to the overall impression of the company. In the colourful bouquet of employee benefits, not a single one is decisive. The absence of any might be. Because it's always the whole package. We maintain that a well-designed company pension solution enhances the value of an employer. If you want to have the best employees, you should also be the best employer. We support you in enhancing your employee benefits with an attractive company pension solution. We help you understand the difference between a well-intentioned company pension scheme and a well-executed company pension scheme. Ask us! In the colourful bouquet of employee benefits, not a single one is decisive. Perhaps one missing one is. Because it's always the whole package. We maintain that a well-designed occupational pension solution enhances the value of an employer. If you want to have the best employees, you should also be the best employer. We support you in adding an optimised company pension scheme to your employee benefits. We help you to get a feel for the difference between a well-intentioned company pension scheme and a well-designed one. Ask us!

Equal rights

Today, it has almost faded from collective memory, but in the past, women were often offered inferior company pension solutions compared to men—and vice versa! However, an employer can create incentives through different levels of company pension schemes and, for example, offer different benefits to executives compared to regular employees. By combining various ‘Durchführungswege’, flexible and target-specific concepts can be designed. We would be happy to show you practical examples.

Disinterest

Have you ever considered that company pension schemes might not actually exist? As the name suggests, a company pension scheme is the pension of the company. And therefore, quite unique. If nobody is asking about it, the benefits are likely not well known. If you already have an attractive concept, improving communication could be beneficial. Even if you haven't yet considered company pension schemes as part of your company's strategic development, you should still establish a standardized approach. A specialized company pension broker like Pro Found can offer you free advice on how to achieve this. Give us a call! the company pension scheme does not exist? As the name suggests, the company pension scheme is the company's pension scheme. And therefore quite unique. If nobody asks about it, then the benefits are probably not known. If you already provide an attractive concept, communication could or should be improved. If you do not yet see occupational pension schemes as part of your company's strategic development, you should still define a standardised approach. A specialised occupational pension broker like Pro Found can give you free tips on how to do this. Give us a call!

1974

For employers, the scope of action is surrounded by a virtually countless array of rules and laws. Why should company pension schemes be any different? The ‘Betriebsrentengesetz’ was introduced in 1974 to protect employees and has since been continually amended and updated. As you might expect, if it serves to protect employees, the employer bears the responsibility. And so it is. Interestingly, general knowledge about the financial aspects - such as tax and social security implications - of company pension schemes are more widespread than the actual labor law core of the issue.

A little taster to test yourself according to the motto "Would you have known?":

  • The weekly crate of beer (house drink) for a company pensioner at a brewery could be just as much an occupational pension scheme as the coking coal delivery for a former "Pütt worker".
  • Legal disputes regarding occupational pension schemes regularly take place in labour courts. The most frequent point of complaint is currently the adjustment of current pensions.
  • In the same context: It is not the insurance/pension fund or the pension fund that is responsible for ensuring that the benefits are paid at retirement age, it is the employer.
  • Former employees or heirs (!) can still sue for (e.g. forgotten or incorrectly paid) benefits up to 30 years after the start of the pension, as the statute of limitations is defined by this long period.

No legal claim

It might sound strange, but it’s true: “Unterstützungskassen” cannot guarantee benefits. Nevertheless, this regulation does not pose a risk to employees, as the employer is responsible for and must assume liability for all forms of benefits within in the company pension scheme.