We’re working longer and face more complex choices on retirement. So it’s vital that HR plays its part in planning the post-work future for employees
Post-work benefits such as pensions and permanent health insurance (PHI) are being incorrectly used by HR teams, according to Tim Cox, pension law partner at Linklaters.
It’s sometimes said that being a single mother may be twice the work and twice the stress, but it’s also twice the love. The economic and somewhat less saccharine version of that might be that it is twice the care and half the career, for one-eighth the pension.
As employers focus on how the world of work will look following the COVID-19 lockdown, the immediate challenge facing HR teams will be to reassure employees that the work environment is safe, and re-imagine the workplace
Two-fifths (42%) of companies have made or are planning to make changes to their employee benefit programmes as a result of the COVID-19 pandemic and the impact it has had on working life.
Though it may be difficult, pension scheme trustees can maintain business as usual during testing times.
Younger employees appear to be actively opting out of pension scheme contributions, which could be to the detriment of their later lives.
Ninety-four per cent of employers have reported facing challenges when providing a workplace pension according to a study by Smarterly
It is a time of major change in the retirement world as the risk and responsibility of providing pensions shifts from government and corporations to the increasingly anxious consumer