Adult life

Cultivating a pension provision for yourself and your family

Becoming independent, settling down as a couple, having children... these are all stages in life that bring us joy, but also a lot of responsibility.

But how do we define the pension provision within a couple? How do we protect ourselves, the person who shares our life and the children? Fundamental questions that are difficult to answer.

Pension provision for executives: beware of gaps

Did you know that the 3-pillar system was set up for annual salaries of up to CHF 90,000? If your salary exceeds this amount, it is very likely that you will face huge gaps and that your assets will be redistributed to other insured persons.

Do you benefit from the modern and flexible pension solutions available on the market? Did you know that you can freely choose the amount of your contributions and the risk coverage? Not to mention the significant tax optimisation offered by the BVG...

With the right advice, you can avoid major gaps and take advantage of tax optimisation mechanisms that are not always known.

Your employer has a role to play.

Thanks to his or her cooperation and commitment, you will have access to a pension plan that is adapted to your situation and income.

Marriage, PACS, cohabitation... significant differences in protection

In the euphoria of meeting a soul mate, we often forget the uncertainties and risks of life. It should be noted that the benefits paid to unmarried couples are often insufficient, which can cause many difficulties. This is because the Swiss pension system is based on the traditional family model... and all too often abandons cohabitants.

The model of the traditional married couple is no longer the norm today, so it is essential that the younger generations become aware of the impact of their choice of family model.

Schools and universities have a responsibility.

It is important to intervene in the early stages of adulthood and give young people the information they need to make informed choices.

Gender pension gap

Do we still need to remind that the traditional model is for women to reduce their working hours when they have children? That pay inequalities are still part of the norm? Not to mention inequalities in promotion?
In addition to these factors, which form the basis of the differences in pension provision between men and women, women are reluctant to take care of their own pension provision and are less knowledgeable about pension and financial matters than men. As a result, women in Switzerland receive 37% less pension than men. It is therefore not only necessary, but absolutely imperative that women take charge of their pension provision. There are various possibilities for doing this, which are often unknown but nevertheless effective.

Young women need to be made aware of the gender pension gap as early as possible.

What could be more effective than to intervene directly in schools and universities? It is also undeniable that companies must commit themselves to equal pay and to a more equitable model where women and men can hold the same professional and family roles.

Our social responsibility

  • Informing and raising awareness about family structures and new working patterns
  • Supporting women, couples and companies in making choices that reduce inequalities and ensure fair provision
  • Proposing solutions to reduce pension gaps for executives

Pension provision in figures

  • 74% of women with children work part-time, compared to 13% of men
  • 58% of women benefit from the 2nd pillar and 22% from the 3rd pillar, compared to 78% and 34% of men respectively. The difference in benefits between men and women after retirement - the so-called "gender pension gap" - is 30%.
  • The average gender pay gap is around 18%; the unexplained part is 7%, the explained part is 11%, the latter being linked to career or training choices.

Find out about the other stages of a lifetime of provision

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