Publications / opinion statements

In the event of a transaction, there are two options with regard to the pension solution: Either the existing pension solutions are continued or adapted.
However, due to the principle of equal treatment, the second option is more common: Adaptation of the existing pension solutions of the companies involved.
In this case, the existing solutions are evaluated and a harmonization of the pension solutions is initiated – a non-trivial process that begins before the transaction is completed. What needs to be considered when harmonizing the pension solutions and where are there difficulties? Using examples from practice, we look at various situations. (presentation is in German)

Anna-Laura Wickström

Schulthess Forum, Conference on precautionary strategies in corporate transactions, 16 March 2021

How pension funds can adapt with regard to the different generations

It has been 35 years since the introduction of the BVG. During this time, both society in Switzerland and the labor market have changed. As a result, the needs with regard to occupational benefits have also changed. More and more flexibility is demanded. How can pension funds keep up with these new demands and act in a forward-looking manner?

Christoph Plüss und Anna-Laura Wickström

EXPERT FOKUS 2020 | 8

Labour and pension law aspects

Anna-Laura Wickström

Europa Institut at the University of Zurich, 15th Conference on Current Problems of Labour Law, 29 September 2020

Consequences for occupational pensions

Christoph Plüss

Office for Occupational Benefits and Foundations of the Canton of Zurich, occupational benefits information events, January 2020

Discussion of draft submitted for consultation and other proposals, formulation of «Allvisa-Meinung»
Allvisa Aktuell slides of November 2019, updated

Allvisa lunch seminar (internal exchange of opinions and ideas), January 2020

Presentation of the different structures that are available

Ever increasing numbers of employees would like to reduce their working hours before they reach the regular retirement age. The employer can also propose early retirement, in particular in combination with restructuring and job shedding measures. Other employees prefer to continue working past retirement age. As attractive as retirement in stages may sound, the financial and liquidity planning is very challenging. In both situations, early as well as deferred retirement, a number of interesting questions arise from labour, social insurance and pension law that affect employees as well as employers. This article takes a closer look at these.

Christoph Plüss und Anna-Laura Wickström

SJZ-RSJ 16-17 /2019

Christoph Plüss und Andreas Reichlin

Office for Occupational Benefits and Foundation of the Canton of Zurich, occupational benefits information events, January 2019

Christoph Plüss

zhaw and Schulthessforum, Labour Law Conference 2019

Interplay of basic and management pension funds

By excluding pension payments, an extra-mandatory management pension fund can have an optimal risk structure. Experience has shown, however, that delimitation is often regulated insufficiently or not at all in the pension fund regulations for the basic and management pension funds.  This leads to legal uncertainty and, in the worst case, claims for damages. You pay for the freedom of an unregistered management pension fund by having to meet the insurance principle and cope with delimitation problems. A single pension fund with alternative basic and management plans is more transparent and easier to administer.

Brigitte Terim

Schweizer Personalvorsorge 01/2019

Parliamentary initiative 11.482

After the rejection of the Pensions 2020 reform, the National Council on 28 May 2018 revisited and tacitly approved the parliamentary initiative of National Councillor Christa Markwalder called «Part-time employees. BVG benefits instead of social welfare» that was submitted in 2011. The proposed improvements for part-time employees do not seem to be suited to the practice and would lead to enormous additional input by the affected employers and pension funds. It is essential that alternative solutions are considered in the overall context of the upcoming BVG reform.

Christoph Plüss und Andrea Reichmuth

Schweizer Personalvorsorge 08/2018

Proposals for (even) more options for individualisation

The entry of new generations into professional life is changing  expectations of and requirements for the occupational benefits insurance. Pension funds should increasingly investigate new solutions for meeting these demands for individualisation. Pension funds could offer their insured persons options tailored to their different phases of life, not only for retirement provision but also for risk insurance.

Christoph Plüss und Andrea Reichmuth

Schweizer Personalvorsorge 05/2018

Pillar 2 optimisation

Until 13 July 2017 the Federal Council will be carrying out a consultation process regarding targeted changes to Pillar 2, including more precise formulations and additions to the duties of the pension actuary. The pension actuary’s audit obligations are delimited more clearly from those of the auditors. The planned provisions about the assumption of pensioner portfolios are giving rise to a number of questions.

Christoph Plüss und Andrea Reichmuth

Schweizer Personalvorsorge 06/2017

Christoph Plüss

Office for Occupational Benefits and Foundation of the Canton of Zurich, occupational benefits information events, January 2017

Collective and individual flexibility in pension fund regulations – significance of pension solutions for personnel policy

Brigitte Terim

VPS Impulse November 2015

Flexibility in pension fund regulations

The creative leeway is enormous for well-structured pension solutions. Many options have no financial implications for the employer. What is important is that the pension solution is in harmony with the employer’s personnel and wage policy. Employers primarily benefit in terms of personnel policy from their pension solutions. When structuring the pension fund regulations, a distinction can be made between collective and individual flexibility.

Christoph Plüss und Brigitte Terim

Schweizer Personalvorsorge 05/2015

How it works and practical examples

A risk tool helps the foundation board members to visualise the risk capacity of their pension fund. Changes during the past few years and the impact of possible future events can also be graphically illustrated. A benchmark comparison can also be done for standard key figures and assessments. Material risk indicators provide an overall view of the pension fund’s situation.
This visualisation supports the foundation board, but doesn’t take any of its decisions.

Christoph Plüss und Brigitte Terim

Schweizer Personalvorsorge 11/2013

Pensioner’s child’s pensions and disabled person’s child’s pensions

The Federal Supreme Court decided in October 2010 that the imputation principle may be applied to child’s pensions (BGE 136 V 313). Since then, ever more all-inclusive pension funds have made use of this option and deleted child’s pensions for pensioners and sometimes also for disabled persons from their pension fund regulations.
Together with all-inclusive disability pensions, child’s pensions often lead to overinsurance and could be cancelled. As pensioner’s child’s pensions mainly benefit higher earners, the cancellation of these pensions would reduce the administrative expenses.

Andrea Reichmuth

Schweizer Personalvorsorge 05/2013