Publications / opinion statements
The transaction from the perspective of the pension fund
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
Generations in the workplace and in the pension fund
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
Flexible retirement
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
Different generations in working life
Consequences for occupational pensions
Christoph Plüss
Office for Occupational Benefits and Foundations of the Canton of Zurich, occupational benefits information events, January 2020
BVG reform
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
Flexible retirement – labour and pension law aspects
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
Risk-appropriate pension fund management and attractive pension benefits: case study
Christoph Plüss und Andreas Reichlin
Office for Occupational Benefits and Foundation of the Canton of Zurich, occupational benefits information events, January 2019
How HR can professionally prepare employees for (early) retirement
Christoph Plüss
zhaw and Schulthessforum, Labour Law Conference 2019
What are the stumbling blocks?
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
Is it necessary to improve occupational pension provision for part-time employees?
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
Different generations, different requirements
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
Planned changes to the duties of the pension actuary
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
Approaches to improve stability
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 provision
Collective and individual flexibility in pension fund regulations – significance of pension solutions for personnel policy
Brigitte Terim
VPS Impulse November 2015
Different options and their benefits for the employer
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
Risk tool for foundation boards
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
Are children’s pensions (still) needed in Pillar 2?
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