Compare LPP plans, employer contributions, risk benefits and the pension fund’s terms.
01Who must be affiliated?
02What benefits do you want to offer?
03What is your sustainable annual budget?
Start with the essentials, explore the trade-offs, then compare written terms for your situation.
A pension offer combines retirement saving with death and disability benefits. Compare the insured salary, coordination treatment, age-related contributions and employer/employee split for your actual workforce. A cheaper contribution schedule can imply lower saving or weaker risk benefits rather than better value.
Ask how investment risk and guarantees are allocated in a full-insurance or semi-autonomous arrangement. Review audited financial statements, funding position, credited interest and recovery measures that could affect the employer. Historical results and a headline funding ratio should be read with the plan’s obligations and guarantees.
Confirm termination dates, acceptance, transfer values, administration charges and treatment of existing disability or pension cases. Model contributions by employee group, including part-time staff, before deciding. Communicate benefit changes clearly and preserve the documentation needed for payroll and employee certificates.
| Option or layer | What to understand and check |
|---|---|
| Retirement saving | Insured salary, contributions, credited interest and costs. |
| Risk cover | Disability, spouse/partner and child benefits. |
| Institution model | Guarantees, investment risk, funding and employer obligations. |
No. Compare identical workforce assumptions and the actual saving and risk benefits, with administration and transfer costs.
Review mandatory affiliation and coordination with existing employment arrangements.
Compare insured salary, savings, death and disability benefits, fees and funding.
Review transfer conditions and notices before changing pension funds.
A lower-cost pension proposal can become an expensive project if termination dates, transfers and employee communication are ignored. Changing a fund is a coordinated implementation, not simply accepting a quotation. The board should understand what must happen before the old affiliation ends.
Read article →
A pension arrangement can be well designed and poorly maintained. Salary changes, reduced hours and unpaid leave create administrative decisions that affect a person’s benefits. A systematic event checklist is often more valuable than another general pension presentation.
Read article →
A pension package can be a meaningful employment benefit, but a recruiter needs something more precise than “excellent pension”. The value depends on insured salary, employer participation, savings and protection. A candidate’s age and household situation can make different aspects important.
Read article →Yes. A first conversation of around 20–30 minutes is free and without obligation. Any further fees are explained before you agree.
No. Tools provide information or estimates. Personal advice, underwriting, policy terms and lender approval remain necessary where applicable.
Yes. We start by understanding your existing arrangements, then compare the relevant alternatives and switching conditions.
A free first conversation. A real person. A plan for what comes next.
Book a free consultation