BENEFITS · RETIREMENT PROVISION
An occupational pension scheme is attractive for employer and employee alike, both for tax and for social security contributions.
Free first consultation →The problem
Many employers avoid occupational pensions because they assume they are complicated and expensive. In doing so they overlook the substantial tax and social security advantages that a well-designed scheme offers everyone involved, at comparatively little administrative effort.
Our solution
We advise employers on setting up or improving an occupational pension scheme, from choosing the vehicle through the scheme rules to communicating it to staff. All five vehicles are examined: direct insurance, pension fund (Pensionskasse), pension trust (Pensionsfonds), support fund and direct commitment.
Book an appointment →Worked example
Simplified example including the 15% employer top-up and the tax and social security savings. The actual net cost depends on income, tax bracket and the chosen vehicle. This is not tax advice.
The hard facts
15%
Where salary is sacrificed, employers must add at least 15%. That puts the scheme on a statutory footing and makes it particularly attractive to staff.
Tax-free
Within the statutory limits, contributions are free of tax and partly free of social security charges. More take-home pay for staff, lower payroll costs for the business.
5 routes
Direct insurance, pension fund, pension trust, support fund or direct commitment. We pick the vehicle that suits your business.
Retention
With skilled staff in short supply, a good scheme is a strong argument when hiring and keeping people, often more effective than a pay rise alone.
Worth knowing
Since 2022 the 15% employer top-up applies to every salary sacrifice arrangement. Properly drafted scheme rules create legal certainty here.
With the right vehicle and digital administration, the ongoing workload for HR stays manageable.
Staff build up provision cheaply, while the business saves on payroll costs and becomes more attractive as an employer.
Direct insurance, a pension fund and a direct commitment have different consequences for the balance sheet, for liability and for tax. The choice should fit the business.
37+ years
in the market
100%
independent advice
DEWE
Certified partner of Deutscher Wertschutz e.V.
THE DOUBLE BENEFIT
A well-designed scheme often costs the business less than expected, and noticeably increases what staff end up with in retirement. We set it up so that both sides benefit, from choosing the vehicle through to communicating it to the team.
15%+
Employer top-up plus the payroll costs saved through salary sacrifice.
More take-home pay
Staff build up provision cheaply out of gross pay, saving tax and social security contributions.
Attractive
A benefit that visibly helps with recruitment and retention.
Worth knowing
The right vehicle depends on size, balance sheet and goals. We work through that with you and handle the implementation, including the scheme rules and the communication to staff.
A free first consultation, in person, by phone or by video. You then decide how to proceed.
Book an appointment →