So apparently we’re all living longer than ever before and the Government’s solution to keep State pensions affordable is to make everyone retire later. That’s all well and good if your job is easy and you can keep doing it until you’re 67 or 70 (so MPs and Scheme Actuaries will be fine, thankyou very much) but it’s not so practical in many occupations where the physical demands are much higher. In fact, recent research reveals that 12% of people within five years of State Pension Age are too ill or disabled to work. According to the TUC’s report “Postponing the pension: are we all working longer?”, only half of people aged 60 to 64 are economically active. The half that aren’t earning does include the lucky folk who have been able to choose to take early retirement but it also includes those who have been made redundant or are unable to find a job, as well as those too sick, so it’s a safe bet to say that far more than one in eight people in this age range are unable to work. Read more »
Archive for September 2016
The result of the EU referendum on 23 June 2016 was a surprise for many of us. It was difficult to predict the detrimental impact on gilt yields which occurred in the weeks following the result! With many UK pension schemes invested in gilts, the historically low gilt yields which resulted has led to pension schemes being faced with significantly higher liabilities. Transfer values for deferred members of DB schemes have also increased. A transfer value is a best estimate of the cost of providing the benefits to the member in the scheme and these too are calculated with reference to gilt yields.
Trustees may be concerned if their scheme experiences an increase in transfer value requests post Brexit. Trustees are ultimately responsible for the security of benefits of ALL members- those who wish to transfer and those who remain in the scheme. Read more »
An issue often over-looked by employers participating in a Local Government Pension Schemes is that each admitted body is required to have a Discretions Policy in place. This Policy must be published, kept under regular review, and a copy must be sent to the administering authority. Read more »
The past few weeks have seen many interesting changes in investment markets as they attempt to find a new level following Brexit. Pension Schemes should take this into account when reviewing their funding and investment strategies. In some cases it may be worthwhile to expedite your investment review, although as pointed out by my colleagues, this will only be in exceptional circumstances as pension scheme investments will be based over a very long horizon.
We will look at some of the major changes that have happened to markets since the EU referendum, consider how these will impact Defined Benefit (“DB”) schemes and provide ideas to help manage risks caused by the resulting market volatility over the coming months. Read more »
Spence & Partners, the UK pensions actuaries and administration specialists, was awarded the Pension Consultant of the Year title for their ‘Spence Approach’* for defined benefit (DB) pension schemes at the 2016 Workplace Savings and Benefits Awards ceremony at London’s Royal Garden Hotel last night.
Spence were recognised amongst their peers for their work, most notably their innovative approach to Defined Benefit (DB) scheme management and the role they have played in helping schemes complete DB to DC pension transfer requests.
David Davison, Director at Spence & Partners, commented: “Having won the same award category at the Workplace Saving and Benefits awards last year, we are so proud and excited to have won again in 2016!
Davison added: “Further advancements this year to our offering provides schemes with even greater integrated risk management and more confidence when making investment decisions. Ultimately schemes, no matter their size, can access a level of analysis and advice that is usually reserved for only the largest of schemes. This gives trustees and sponsors the confidence to manage their schemes to a long term strategy whilst providing accurate benefits and information to member, which is of course their primary objective. We have further developments planned for this year which we believe will take the approach even further”.
Nearly 2 years ago I bought a new mobile phone. At the time, I was very pleased with the deal that I had signed up to – reasonably priced, a sensible allowance for calls, texts and data, and all the features and apps that I wanted, and it looked good too! However, over time the package has started to lose its lustre, as the mobile phone market has evolved with more flexible contracts, competitive deals, speedier apps, larger data storage and more modern-looking handsets. In addition, many new apps are not compatible with my phone. As well as changes in the marketplace, my own priorities and wish list have moved on as well. What was right for me then isn’t right for me now.
Parallels can be drawn with the defined contribution pension market. Many companies set up DC pension schemes a number of years ago on a “set and forget” basis. Frustrated with the onerous governance responsibilities and volatile costs associated with defined benefit, DC was a breath of fresh air – the sponsor could carry out appropriate due diligence, choose the product that was right for them, then hand over all ongoing management responsibilities to the insurance company or trustees. All they then had to do was write a cheque each month to pay for the contributions. Often, an IFA was in place to give ongoing support in exchange for commission and access to the membership (i.e. for no material employer fee). Read more »
It should come as little surprise that, given 2016 has been one of the most volatile in recent years, the amount of completed buyouts in the first half of 2016 is almost half that of 2015’s corresponding period.
The perceived fall in demand is, however, based on somewhat skewed figures as many insurers brought forward transactions to the tail end of 2015 ahead of the Solvency II requirements kicking in from January. Solvency II is, of course, EU legislation aimed at harmonising the insurance regimes of its member states. The trigger of Article 50 will be the trigger for those blogs… Read more »
When faced with cost constraints, considering a reduction in staff is an obvious early consideration. However, for those employers with staff in LGPS great care needs to be taken as ‘strain costs’ imposed by the Fund could result in very significant payments, often well in excess of any salary savings made. So what do you need to look out for? Read more »