Pension advice for companies in the Netherlands

Full independence is hard to find in the Dutch pension advice for companies. There are only a few pension advisers who can provide pension advice completely independently of pension insurers. We have no turnover obligations and we are not part of a pension insurer. Nor are we paid by them. We can provide Dutch pension advice with only one interest in mind; that of the company who will pay our bill: the employer. The only limits that we take into account are the requirements of you as an employer and the requirements of the pension law and the Dutch regulator.

An attractive company pension scheme with professional advice

The key to good pension management and advice for companies, therefore, is to find the right balance between the various competing interests. Providing an attractive pension scheme comes at a cost, while there is also a tension between guaranteeing future pensions and preserving their value. Employers seeking to reduce risks by contracting out their pension scheme management also need to ensure they maintain sufficient control over the details of the pensionbenefits Netherlands scheme.

Assessment of Dutch business pension advice for companies

It is nice if the pension scheme does function the way you want as an employer. Basic service of intensive pension service. More or less flexibility. Attention to the costs or more focus to the pension returns. With a good Dutch pension advice for companies, a blueprint is drawn up in accordance to the employer’s wishes.

Some elements:

• Opinion and wishes of the employer about the pension commitment;
• The affordability and details of the pension costs;
• The desired investment risks for the participants;
• Cost fluctuations in value transfers;
• Mandatory or voluntary collective labor agreement;
• Mandatory or voluntary pension scheme;
• Maximum pension and determination of standard retirement age of 68 years;
• The Pensions Act and the associated tax legislation;
• Work and Income Act and Equal Treatment Act;
• etc.

Employees and their own contribution

If employees have an own contribution, it must be administratively processed well. Adding or saving up is a popular way for employees to supplement their pension pot, but the bill, if not the valuable time, usually falls to the employer. Without careful supervision and professional pension advice, this can cost employers and companies a lot of money.

Administrative guidance and control in these transfers are important for a healthy system. Some employees want to know exactly what the pros and cons are and always have small questions they otherwise first ask the employer. Although this is their right, within most companies the practical knowledge to handle this efficiently is often lacking. Pension providers usually give only biased information.

Choice of insurer and product offers

Every Dutch pension advice & administration for companies includes an extensive professional search for the right pension insurer. Together with extensive indept analyses about the differences in costs and conditions. Both should be part of a solid pension advice for a company.

• Comparison of conditions;
• Flexibility;
• Administrative process;
• Solvency of the insurer;
• Profitability of pension accrual;
• Services and support;
• Actual interest for the accrual and pension benefit;
• Cost and return structure;
• Exit clauses and entry and exit risk.

Pension communication & advice for your company

Communication towards stakeholders is legally mandated under the New Dutch Pension Act (WTP). Who informs them with what information and when? This involves the tax authorities, pension provider, participants, accountant, shareholders, and payroll administrator.

Coordinating the pension consequences upon retirement, disability, and death of an employee requires direct technical action from the company, careful guidance and professional advice for companies. Providing information to and preparing meetings with the Works Council (OR) or employee representative body (PVT) is also essential. A well-prepared employer can manage pension schemes seamlessly with our support. Documenting pension texts in employee guides and employment conditions can prevent surprises. The intended pension scheme must be consistent with the promise in the employment contract, the employee handbook, and the Pension 1-2-3 information for the employee.

Administrative logistics surrounding policies, pension agreements, and execution agreements require clear logistics, archiving, and reporting. Monitoring premium setting, settlements, and handling of employees’ own contributions provides better insight into costs and remittance. Processing and checking additional coverages such as WGA gap/excess, ANW gap, and premium waiver in case of disability is important. Pension is often part of a comprehensive package of employment benefits, and these must be administratively well processed and pension advice for companies is always recommended.

Finally, cost savings on accountants, avoidance of frustration with the insurer, responding to employee inquiries, research work, and long waits at the pension insurer can all be avoided with professional pension management.

Customized quotation

A pension plan gives every company the opportunity to tailor an employment condition as part of all rewards. Fine-tuning pensions as terms of employment is a good opportunity to ensure that the wishes of the employer and the employee are aligned. You can then determine which pension insurer has a direction that suits your own wishes, while we can advice your companies to make the right decisions. The prices and conditions sometimes differ greatly. The (price of) services are also a element not to be forgotten.

Pension management costs

We do not receive any pension commission from insurers. All our activities are documented in advance and invoiced afterwards in mostly fixed rates. No unexpected bills. We are independent of pension insurers, so we give exclusively pension advice to companies who pay our bill. Pension management varies in costs for companies between € 10 and € 25 per employee per month. These costs depend on whether a standard or comprehensive service is provided.

Quotation and premiums

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