Pensioners
Agreements are made in all (transition) plans about any compensation. This varies from ‘how much of the buffer is distributed for a higher direct pension’, of great importance for pensioners. After all, they immediately get more pension.
People over 45
And which part of the fund’s buffer goes to compensation for people over 45. After all, they are ‘disadvantaged as a result of stopping the average premium’.
What will then be the new premium and does the employer ‘pay’ because the full risk for the pension to the employee is shifting? Incidentally, cost neutrality is the starting point of the law.
Time
The time is also important. If you get out of service just before you are entered, you may miss the entangers compensation as a 45-year-old. A day/month later from service can yield a lot of pension. Just like a day/month earlier employed by your new employer, ensures that you can communicate in the compensation.
Young people
If new employees then receive a flatrate premium, which is higher than yours as ‘young person’, that is mainly in the free market for rising premium tables, do you have the option and/or the right to opt for that higher premium? With perhaps also a higher personal contribution, but that can still be favorable. You can negotiate that again during your salary discussions. After all, the labor market is and remains tight!
Stay sharp
In short, there is quite a bit to judge in the coming years. Both if you stay employed by your current employer and especially when you relocate to another employer.
So delve into the ‘plans’, compare the pension schemes of your current and/or with those of your new employer, and seek help if necessary. It is about ‘now’ about filling your own pension pot, so the importance is great!
Theo Gommer is a managing partner at Gommer Advocaten. Respond? Mail to [email protected]. And read earlier columns from Gommer below: