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The challenge of occupational retirement provision
The world of work is becoming more flexible, and this is also a challenge for occupational retirement concepts, as the legal framework has only kept pace with social developments to a limited extent. This can lead to large shortfalls in occupational retirement provision for many people if the pension planning solution is not adapted and aligned with the needs of the employees. With smart retirement provision solutions, companies can not only stand out from the competition, but also score points as a responsible employer and make an important contribution towards adequate retirement provision for their employees. What exactly can employers do?
Insure a higher proportion of wages for part-time workAs an employer, take responsibility for your employees - also with a view to the future. You can protect your part-time employees optimally by waiving the coordination deduction or adjusting it in line with the respective part-time workload. Yes, that is possible! This is because part-time workers are facing serious shortfalls in their occupational retirement provision. Women are affected in particular. The core of our pension system dates back to the 1970s or 1980s, when full-time employment was considered the standard. It is therefore aligned with coordinated pension provision, which includes payments without any gaps into the first and second pillars, and not with modern working models. This is where you can make a valuable contribution to reducing pension shortfalls.
Adding a bit extra as an employerAs an employer, you are legally obliged to pay at least half of the contributions into occupational retirement provision. If you pay more voluntarily - for example 60 percent - you ensure that your employees have more net money in their wallets at the end of the month. This is a great argument during salary talks. Admittedly, you do pay higher pension fund contributions as a company, but you can deduct these costs as operating expenses.
Better pension plansTo give employees the opportunity to build up higher retirement savings capital in the second pillar, you as an employer can offer them savings from the age of 18, for example. The earlier the savings process starts, the higher the retirement pension will be. It may also be worthwhile to increase benefits beyond the legally required minimum - for example, through higher annual savings contributions or an improvement in risk benefits. Benefits in the event of death and disability are particularly important for families or owners of residential property.