Corporate professional providence

The culture of benevolent performance

In order to attract and retain qualified employees, a company must offer good pension benefits and be able to finance them. At the same time, the increasing regulation of occupational benefits requires continuous professionalisation, which small organisations do not necessarily have the means to fully internalise.

It is therefore a question of combining the interests of both employers and employees by making the best use of the levers available.

Provident schemes at the service of the company's social responsibility

Corporate Social Responsibility - CSR - is a subject that is gaining in importance. Some companies are putting more and more resources into their efforts for a more sustainable society. Pension issues are part of this, but are often not taken into account due to lack of information and knowledge. If properly managed, occupational pensions can be optimised for both high and low earners and represent a real lever for social progress.

Pension provision at the service of the company's value proposition

Advantageous pension conditions are a real argument for attracting and retaining employees. They therefore represent a lever that should not be neglected in the context of human resources management. However, many small organisations do not have the internal skills to optimise their choices in terms of occupational benefits and to communicate them. It is also difficult for them to find truly neutral experts, as the pensions market is based on advice paid for by the sale of insurance products.

The pension fund, a strategic choice

When asked this question, many managers think first of all about the coverage rate, technical interest rates, conversion rates, interest payments and, of course, the ratio of working people to pensioners. However, when the same question is asked of employees or the human resources department of a company, it is the comparison of benefits that comes to mind.
With returns that can triple and management costs that can quadruple, the choice of pension fund is not to be taken lightly.

Companies need solid, financeable pension solutions that are tailored to their CSR objectives.

We can help you choose the right form of organisation for your employee pension scheme and design the pension benefits for the LPP/BVG.

Passing on and informing

In addition to the implementation of advantageous pension plans, it is also a matter of communicating the actions taken. In addition to information sessions, it is necessary to put in place personalised follow-up adapted to the position, situation and salary of each employee. Indeed, on certain aspects of pension provision, the company's role is to propose an advantageous framework, the final choice remaining in the hands of the employee. Furthermore, a well-organised pension scheme must also include the 3rd pillar.

Once the solutions have been put in place, it is a matter of communicating them to the employees.

We organise and run information sessions and offer personalised follow-up so that the actions implemented at company level are understood by the employees and integrated into an individual strategy.

Our social responsibility

  • To make company managers aware of the importance of pension issues as part of their social commitment.
  • Train them to optimise their pension provision as part of their financial planning and human resources management.
  • To combine social commitment and financial reality in order to consolidate and perpetuate the company's activities.

Some figures

  • By default, only salaries above CHF 25,095 per year are insured under the LPP/BVG, but employers are free to opt out of this threshold.
  • All income above CHF 129,060 can be invested in a plan 1e, which offers the employee an individual investment strategy and 25% lower risk premiums for the company.
  • In Switzerland, the number of people working for two or more employers has risen from 150,000 in 1991 to almost 400,000 today.

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