Our HE team, led by Paul Hamilton, Partner and Head of Higher Education, have built a reputation for our ability to identify key challenges and help our clients respond to these promptly.
Our HE-specific experience stretches over 20 years and includes advice across a top-tier client list, spanning the UK and including both Russell Group and post-92 universities.
The team is superbly equipped to advise scheme trustees and institutions on defined benefit (DB) and defined contribution (DC) matters ranging from pension scheme funding and investment right through to handling administration smoothly and efficiently, together with applying state of the art technology to support these schemes, as well as risk management, staff well-being and pension tax matters.
Our expertise extends across the Universities Superannuation Scheme (USS), Local Government Pension Scheme (LGPS), Teachers Pension scheme (TPS) and other nationwide schemes. We also advise extensively on university Self-Administered Trusts (SATs) and DC schemes.
“Paul attended a meeting of our full Board of Governors, and made insightful contributions to a discussion to the future of pensions in the sector. He clearly explained the risks around pensions, and effectively tailored his commentary to our institution. Members of our Board reported that the session had been extremely valuable in guiding them through the complexities of this significant issue for the HE sector.”Dr Robin Kirby
Secretary to the Board of Governers, Falmouth University
As sponsors of BUFDG’s annual conference and regularly asked to speak at industry events, we are right at the heart of industry debate and can add real value to you quickly.
Click on the links below to find out how we help both trustees of SATs as well as HE institutions more generally.
Most private sector pensions accrual in the UK is now on a DC basis. When legislators think about DB, it is only to worry about protecting past service benefits; never to wonder about whether the framework for future benefits is fit for purpose.
On Friday 17 November, Universities UK (UUK) said that they want all staff in the Universities Superannuation Scheme (USS) to earn only defined contribution (DC) benefits going forward. Paul Hamilton shares his expertise on the matter.
We joined forces with students from the University of Liverpool’s Institute of Financial and Actuarial Mathematics (IFAM) to undertake a research project to understand the way in which the key risks facing the University can be quantified and modelled.
We are pleased to present the results of our eighth survey of the assumptions adopted by UK universities for determining the value of their pension liabilities for accounting purposes.
This briefing highlights the key changes to the annual allowance (AA) and lifetime allowance (LTA) that came into force from 6 April 2016.
With ongoing discussions in relation to the USS very much in mind, we're thinking about the challenges faced by those who want to provide DB benefits for the future, and the ways in which multi-employer schemes can affect different employers differently.
Join Partner and Head of Higher Education; Paul Hamilton as he looks at the recent actuarial valuation of the Teachers’ Pension Scheme (TPS), in particular the impact on independent schools and universities.
With Defined Benefit (DB) schemes in the Higher Education sector seeing a steady increase in costs, institutions are considering whether to move a proportion of their staff onto a DC scheme. We look at key issues when thinking about setting up a DC scheme
Our interactive webinar on Tuesday 21 February will offer a clear explanation of the important changes to pension taxation – helping you to provide the right support your staff.
This is our eighth annual survey of the assumptions adopted by UK universities for determining the value of their pension liabilities for accounting purposes.
This is our seventh annual survey of the assumptions adopted by UK universities for determining the value of their pension liabilities for accounting purposes.
This is our sixth annual survey of the assumptions adopted by UK universities for determining the value of their pension liabilities for accounting purposes.
We were asked to advise a leading University in relation to its senior staff. Particular issues arose with one senior staff member with long service and he had exceeded the Annual Allowance (AA) (£50,000) in each of the last 3 tax years.