Pensjonforum har gleden av å invitere til et møte det både gis ett bredt perspektiv på utviklingen i tjenestepensjonsmarkedet i Europa, og et dypdykk i kommende regelverket på tjenestepensjonsområdet i privat sektor i Norge.

Most countries have separate pension plan for public sector employees. The future fiscal burden of these plans can be substantial as the government usually is the largest employer, pension promises in the public sector tend to be relatively generous, and future payments have to be paid out directly from government revenues (pay-as-you-go) or by funded plans (pension funds) which tend to be underfunded. The valuation and disclosure of these promises in some countries lacks transparency, which may be hiding potentially huge fiscal liabilities that are being passed on to future generations of workers.

Pension is a complex product. It is a long term investment good, which faces much uncertainty, learning-by-doing is limited and insight in the broader picture of personal finance is required to save optimally. On top of the complexity of the product, human irrationality and illiteracy decrease the chance of spreading consumption optimally.

The Dutch system of pensions is under a lot of pressure. Pension participants now more and more face risks that accompany pension financing. However, many participants are not aware of those risks. Often, they have too optimistic expectations regarding their pension, and their knowledge and involvement is low. As a result, the customer faces a pension expectation gap.

The Dutch occupational pension system has been successful in securing high asset accumulation to fund generous pension promises. However, for the second time in this decade the pension system has been affected by a financial crisis and many pension funds’ assets fell below levels needed to meet regulatory requirements.

The principal purpose of this article is to analyse the trade-off between the (un)certainty in contributions on the one hand and benefits on the other that is embedded in different pension arrangements.

The main aim of the report is to describe the extent and nature of pension provision among private sector employers in Britain in 2011. Comparisons are also made with key findings from the 2009 survey and, in some cases, the 2007 survey.

Millions of individuals in the UK are not saving enough for their retirement. The Workplace Pension Reforms are a response to some of the key challenges facing the UK pensions system.

The trust-based schemes included in this study were typically insurer-administered, single employer schemes; although larger schemes were more likely to use multiple providers for different services like fund management, scheme administration and investment consultancy.

While a positive feature of the post-war period, increasing longevity brings new challenges, not least with respect to provision for old age. In particular, it impacts on the ratio of working to non-working life. Beyond public policy concerns over the long-term fiscal sustainability of current retirement norms (State Pension age (SPA) and earlier), recent years have witnessed interest from some employers, conscious of skills shortages and attracted to flexible working arrangements, as well as calls from the older age organised interest groups for enhanced access to paid employment in later life.

Since the creation of the Old Age Pension scheme (Algemene Ouderdomswet, henceforth; AOW) in 1957 some important changes in its regulation have taken place. The purpose of this study is to analyse the redistribution of income for different individuals in the AOW taking into account these changes in regulation and different groups of individuals according to their gender, civil status and income.

This paper examines the role of ethnic networks in disability program take-up among working-age immigrants in the United States.