Professional Paraplanner ’s Post

Don't be an Ostrich 🦃 , be a Hawk 🦅 (close as I could get 😆) Best to stay engaged with your workplace pension. Better still, get bespoke workplace advice from Titan Corporate Benefits' workplace advice service. Member advice at a fraction of the average UK cost for such advice. #workplacepension #retirementplanning

An extension to workplace pension rules has been proposed, with the changes likely to be implemented as early as 2025. Leonard Birnie APFS, Head of Employee Benefits, explores how businesses can plan and ensure they navigate the new regulations effectively. Read more: https://lnkd.in/e62D2288

Are you prepared for the upcoming changes to Ireland's pension scheme? With auto-enrolment arriving in 2025, it’s crucial to understand the new legislation and its impact on your organisation. 🎤 Join our expert speakers, Rob Nolan, Client Advisory Director at Corporate HR Ireland and Dave Quinn, Managing Director at Investwise Financial Planning as they break down employer responsibilities and share tips for effective communication with your workforce. Webinar Highlights: ✅ Key details of the new pension scheme ✅ How to communicate changes to employees ✅ Tools for managing compliance 🗓 Date: 25th September ⏰ Time: 11am Discover how HRLocker can help streamline the implementation of these changes! https://hubs.ly/Q02QKypQ0 Can't make it on the day? No problem! Register to receive a recording to watch on-demand after the webinar. #AutoEnrolment #HRWebinar #HRLocker

Interesting and useful article by Andreas Hunter at Beck for REBA about how employers can support their teams when it comes to pension advice... What we see... 1. Employers are careful (and quite rightly) not to endorse, promote or recommend a particular advice based provider 2. Employers are careful (and quite rightly) who they invite into the workplace to offer educational workshops and other training 3. Employers are keen (and quite rightly) to keep financial education and wellbeing training and guidance separate from advice or product based solutions What do you think? https://lnkd.in/en6nUrtF

🌟 Attention Business Owners! 🌟 Are you committed to taking care of your most valuable asset - your employees? 💼✨ Let's ensure your team feels valued and supported! I specialise in reviewing and optimising employee benefits, from Workplace Pensions to healthcare and protection. 🚀 Investing in your workforce not only boosts morale but also enhances overall productivity. Let's collaborate to tailor a benefits package that meets the unique needs of your employees. Reach out today, and let's discuss how we can elevate your company's employee experience! 🤝✨ #employeebenefits #workplacewellness #hrstrategy #businessowners #employeeengagement #workplaceculture

🌐 Navigating the Changing Landscape of Retirement with Corpad Employee Benefits Ltd In the face of evolving discussions surrounding the UK's state pension age, it's crucial for individuals and organisations to proactively address the challenges ahead. 📈 The current trajectory indicates an increase in the state pension age from 66 to 67 between 2026 and 2028, with potential further increments to 68 by 2044-2046, subject to government review. Recent news has sparked dialogue about the possibility of raising the state pension age to 71, aligning with concerns raised by the Office for National Statistics and the Institute for Fiscal Studies regarding the impact of an ageing population on state pension spending and public health expenditures. The prospect of raising the state pension age as a standalone solution necessitates thoughtful consideration. At Corpad Employee Benefits Ltd, we recognise the broader factors at play, encompassing health, wealth, and workforce productivity. It's a call to action for individuals to take charge of their well-being, supported by effective initiatives from both employers and the government. Without collective responsibility, our future may be compromised. In adapting to potential changes, the focus on health and wealth becomes paramount. Corpad Employee Benefits Ltd is here to assist you and your team by conducting a thorough review of your benefits and communications. We strive to ensure that your workplace is equipped with the most suitable Workplace Pension scheme and comprehensive employee benefits, encompassing both protection and healthcare whilst providing additional support for wellbeing. As retirement dynamics shift, our commitment remains steadfast in empowering you and your employees to make informed choices, fostering a future where retirement decisions are not dictated by health or financial constraints. 🌟💼 #employeebenefits #retirementplanning #workplacewellness #corpadbenefits https://lnkd.in/e3jFjgkH

If you are an employer, how are you optimising your pension scheme to attract new talent and hold on to the skilled employees you don't want to lose? Staff retention isn't easy so make sure you aren't missing a trick!

Employment and Recruitment: As an employer, optimising your pension scheme could help you attract and retain staff. Here we explore how and why. Take Five! #employerpensions

I am excited to be participating in the 19th biennial @IPEBLA (International Pension and Employee Benefits Lawyers Association) in Milan, Italy. It was my privilege to be part of a panel discussion, together with Vikki Massarano and Jorn de Bruin, chaired by Marco Arteaga, discussing pension reform in the UK, the Netherlands and Germany.  Social Partner Model (SPM) pension plans, introduced in Germany under the 2018 Betriebsrentenstärkungsgesetz, allow for the creation of “True DC Plans“ in Germany for the first time. But implementation has been slow, with only a handful of plans implemented to date. Part of the problem is that the plans needs to be negotiated as part of a Collective Bargaining Agreement (CBA) - less than half of German employees have an employment relationship that is based on a CBA currently, and the coverage of employees under a CBA has been decreasing steadily over the last 25 years. A stated goal of the new pension legislation was the rapid increase in pillar 2 pension coverage, and yet only a minority cohort of German workers can participate in such plans. And these plans are complex to implement. Wouldn’t it be better for Germany to simply allow plain vanilla, low cost, simple DC options that were available to everybody… like we see in much of the rest of the developed world? When we see the rest of the world embrace simple DC plans that don’t require complex underpins or other minimum guarantees, it begs the question what makes Germany so different to require these. We would be wise to try and learn from each other – and globlal conferences like this one are a great way to do that.

While the long-term effects of a mandatory workplace pension might enhance employee satisfaction and retention, the short-term costs and administrative adjustments would require careful planning and adaptation