Reviewing DC arrangements can often address some or all of these concerns. Our consultancy service can help employers look at their current arrangements and benchmark these for suitability in the future:
Many companies are reviewing the vehicle they use for their pension arrangements to see if a better service can be found to deliver outcomes that are more desirable for their employees.
Using GEM, our pension analytical tool, we can look at contribution structures and model various contribution options or benefit outcomes across member groups.
Appropriate investment structures are paramount to good outcomes. A good investment framework should make it easy for members to follow a simple process that results in a tailored, sophisticated investment strategy that meets their needs. For more information visit DC Investment.
All providers are different and we maintain a rigorous due-diligence programme in relation to all of the main providers active in the DC pensions market. This allows us to identify which providers would best meet an employer's specific needs.
It is important for employers to have a strategy in place, not just around how to support those approaching retirement, but all DC members. Support and guidance is needed at each life stage and we can help with the key messaging and design through our online portal, Me2.
“An employer needs to measure the return on investment and ensure that corporate objectives, such as recruitment and retention of staff as well as long-term employee education and engagement, are being met.”Damian Stancombe
Partner, Barnett Waddingham
ESG is a hot topic at present for those who manage DC pension schemes. Regulatory requirements from the DWP and TPR means trustees now have to consider how ESG affects the investment strategy for their members. What are the implications of this change?
As the number of authorised master trusts rises to six, we thought it was worth considering the impact of the authorisation regime so far, good and bad.
The level of regulation, legislation and governance burden on DC schemes is increasing. Therefore, so is the level of associated operational cost and risk – leading to a number of schemes closing and members’ assets being moved elsewhere.
New regulations and accompanying statutory guidance compel trustees to produce detailed analyses of the costs and charges incurred by scheme members on their money purchase benefits.
Our PerioDiC Spring newsletter summarises the trustee, company and other elements to be aware of which help with running a defined contribution (DC) scheme.
From 2019/20 the LTA will be £1,055,000 and there's been a continued increase in the use of EGLPs for employees who already have a high level of benefit in a registered scheme. This briefing talks about an important change to eligible beneficiaries.
Join us at this year’s DC and Financial Wellbeing Conference, delivered by informative, thought provoking and inspirational speakers from around the world. Learn more about the global changes occurring, the need for social change and how employees can take control of their financial future.
Location: The Soho Hotel, London
In a world where legislation, products and most importantly of all, member needs are constantly evolving, ongoing governance is vital to ensure DC arrangements remain suitable. We look at how a well-designed governance structure can prepare a scheme for future challenges that might arise.
We examine the pension scheme journey of Mitchells & Butlers, one of the largest operators of restaurants, pubs and bars in the UK. Both company and trustees worked together to deliver a market-leading DC scheme with better outcomes for members at its core.
At our DC Conference, we helped delegates understand the experiences, challenges and thought processes of their members to enable them to make better decisions for their scheme – truly putting themselves in their members’ shoes.
Our Beyond Pensions report reveals that UK employers care about the financial needs of their employees and want to help alleviate their financial stress, but are not hitting the spot.
50% of employers are concerned that DC is not being used for its primary purpose
Why BWell 2017 questioned full and part time UK workers to determine the overall level of wellbeing and happiness in the workplace.
Barnett Waddingham named ‘highly commended’ in the ‘DC Consultancy of the Year’ category at the UKPA awards in what was a very competitive field.
We are delighted to appoint Nick Clynes to a new senior consulting role in our northern Workplace Health and Wealth team.
As the firm continues to grow and strengthen its Defined Contribution (DC) consultancy capability, our award winning independent DC consultancy team appoints experienced consultant – Andy Parker to our Workplace Wealth team (WHW)