Company pension plan (bAV)

Employers are obliged to offer their employees the option of deferred compensation (Section 1a BetrAVG). Since 2019, the following has also applied: if provision is made via deferred compensation, the employer must contribute at least 15% of the converted amount as a subsidy - provided that social security contributions are saved. In principle, any employee subject to social security contributions can use a company pension plan, regardless of age or level of employment.

With a well thought-out concept and an experienced occupational pension provider as a partner, company pension plans can be implemented efficiently and smoothly today.
We take care of communication, process control and administration - from introduction to ongoing support, digitally supported and customised to your company. Your effort remains minimal - our claim: maximum service, minimum effort. This form of modern occupational pension solutions provides noticeable relief for human resources departments.

You decide what your occupational pension plan looks like: from the appropriate implementation channel (e.g. direct insurance or provident fund) to the amount and structure of subsidies and additional modules such as occupational disability or surviving dependants' cover. Target group-specific solutions - for example for managers or individual locations - can also be customised. We provide you with legally compliant, customised support that is always in line with your corporate culture and objectives. This makes the implementation of occupational pension plans a strategic measure as part of your employer benefits. Whether it's a fully employer-financed pension plan or an attractive hybrid model, we also take refinancing and subsidisation options into account - tailored to your HR strategy and corporate goals.

Yes, a company pension plan can even be economically attractive for you as an employer. Deferred compensation reduces your social security contributions - in many cases this can fully or partially offset statutory or voluntary contributions.

An employer-financed or mixed-financed occupational pension plan can also be subsidised by the state or refinanced by the payer.

The actual costs depend on the model chosen - we will show you transparently which options make sense for your company. Our occupational pension consultancy identifies individual savings potential and develops customised pension solutions - efficient, legally compliant and tailored to your goals.

A well-organised company pension plan is more than just a mandatory offer: you position yourself as a responsible employer, strengthen employee loyalty and increase your attractiveness in the competition for talent. At the same time, you promote the financial well-being of your employees - a benefit for employees that has a lasting effect and supports your ability to secure skilled labour.

Occupational pension contracts are generally transferable. Employees can take their contracts with them when they change employer, suspend them or continue them privately. We support you and your employees in this process - with legal certainty and transparency.