The government has published a consultation into its defined ambition pension scheme.
The Department for Work and Pensions (DWP) introduced its proposals for a defined ambition pension in November 2012 in its paper, Reinvigorating workplace pensions.
The defined ambition pension is designed to reshape workplace pensions for future generations, create more certainty for individuals, share investment risks more equally and help employers to continue to offer the best possible workplace pensions.
The consultation, Reshaping workplace pensions for future generations, sets out a range of proposals, including:
- Creating a new pensions regulatory framework that would allow for greater risk sharing between parties, which could include employers, members, and insurers and investment managers.
- Removing regulatory barriers to allow for a new flexible form of defined benefit (DB) pension that will enable employers to continue to offer pensions to members with a high level of certainty, but with much greater flexibility over the nature of benefits provided. These flexibilities will apply to future accruals only within existing DB schemes.
- Enabling the development of new forms of defined contribution (DC) pension schemes that could provide more certainty for members about their pot or pension income while they are still saving, without adding to employer liabilities.
- Enabling new models of collective DC schemes that could provide for risk sharing between members, increasing the stability of pension incomes.
The consultation will run until 19 December 2013.
Steve Webb (pictured), minister for pensions, said: “I want people to have the best pensions possible, where risks are shared between employers and their workers.
“Final salary pensions have been in long-term decline and if we do not act could disappear altogether. We want to help the best employers offer good alternatives including new forms of salary-linked pensions.
“We have looked at the best pension arrangements around the world and want to give British workers the chance to join such schemes.
”Our proposals for defined ambition pensions are designed to reinvigorate workplace pensions, providing people with more certainty about what they will get in retirement.”
Does not say much about NEST. Apparently the quality scheme which Employers can access without advice, according to Webb !!
It is good to see that today’s consultation paper gets to the heart of Steve Webb’s defined ambition project by looking at true risk sharing and pooling via collective vehicles. The consultation is timely given the Royal Society for the encouragement of Arts, Manufactures and Commerce (RSA) recent paper on collective pensions in the UK, the latest study to show the benefits of investing retirement funds in this way.
Collective pensions are available in other parts of Europe, such as the Netherlands and Denmark, and studies have suggested that by allowing the collective investment of members’ assets there are sizeable improvements to member outcomes, both in terms of amount and predictability of pensions. However, it is likely that the type of schemes described in the consultation would be unable to operate effectively under the current legislation.
With the end of contracting-out looming, many employers are considering the pension provision that they offer to their employees. If organisations are to be able to offer one of the structures discussed in the consultation then real priority needs to be placed on making sure the legal framework is in place.
There is no private pension structure that will entirely meet the needs of all stakeholders without some risks attached, however the options described in the consultation would help to alleviate some of the major issues that are present in the current pension landscape, which consists almost entirely of the polar opposites that are defined contribution and defined benefit.
Defined ambition is designed to slot into the gap between DC and DB, providing employers with pension options that allow for the greater sharing of risk. But, to date, employers have been hampered by a restrictive legislative regime, which tends to channel pension provision into two clear paths.
The main options on the table are flexible DB and an ability to provide greater certainty for employees through DC. The ability to pay fluctuating benefits, to increase pension age and the automatic conversion from DB to DC on the member leaving employment (as part of a flexible DB model) would go some way towards limiting volatility for employers. By contrast, providing a money-back, investment or retirement income guarantee may reduce volatility in DC for the member.
The “Pension Income Builder” option is inspired by the Dutch and Danish systems, the aim being to provide some certainty by securing a deferred nominal annuity for each year of contribution, while allowing the individual to take advantage of further investment return through a collective investment arrangement.
As parliamentary time is under pressure before the next election in May 2015, time will tell as to whether Steve Webb’s ambitions defined in this consultation paper will be realised.
We welcome the consultation, which we believe constructively advances the debate on UK pension provision and we relish the challenge thrown down by the pensions minister for innovation to deliver better member outcomes. However, the consultation does cover considerable ground and, for real progress to be made, we believe clearer priorities need to be set to allow the industry to concentrate in the most effective way.
In our view, the most important development in the consultation document is the potential introduction of collective DC (CDC) schemes. The report references Aon Hewitt research into collective DC plans without guarantees. Our research has shown that these plans offer a unique combination of being fixed cost for employers, while at the same time delivering higher, more stable outcomes for members. Initial discussions we have had with employers show there is a genuine interest and excitement in CDC plans being an option for future pension provision in the UK.
This is a welcome paper with some good ideas that are well worth exploring. However, first and foremost we need to ensure the pensions we have now deliver value for money and are run in the best interest of the member.
The vast majority of individuals will be saving through defined contribution schemes, so the focus needs to be on getting those right. Getting the basics right will go a long way to ensuring a good result for the saver. Low transparent charges and well-run schemes are crucial to achieving that.
Overall, we welcome the DWP’s consultation today. One of the most challenging aspects of defined contribution pension schemes, as it currently stands, is the dislocation between the saving and pay-out phases of what should be a single unified journey up to and through retirement.
Giving individual savers increased predictability of potential outcomes, not in terms of pot size but in terms of retirement income, is to be applauded. Whether or not this is best achieved through a ‘hard guarantee’ should certainly be explored. However, if we deliver this increased reassurance, it should give members the ability to adjust their behaviour towards saving in a way that it will have a positive effect on their retirement income. Consumers really don’t like nasty surprises.
It is now down to the industry to build new innovative and improved investment solutions within a framework that should foster better outcomes as well as better inputs.
The government’s defined ambition proposals herald a major step towards the creation of sustainable defined benefit and innovative defined contribution schemes. They will help create a framework to enable the development of a genuine mixed economy of pension provision, where employers are free to provide pensions that are right for them and their employees. They will go a long way towards helping to reinvigorate workplace pensions, in line with NAPF recommendations.
But defined ambition will not be for everyone. Millions of people are going to be automatically put into a defined contribution pension, many for the first time. We must not get distracted from the task of getting good value for money out of this pension model. We have to step up efforts to improve transparency around charges and explore the benefits of economies of scale.
The timing of any legislation will be critical, if employers contracting in their defined benefit pensions between now and 2016 are going to be able to take advantage of this new framework.
As ever, the devil will be in the detail. It’s important that the government works with the industry on how these proposals will work in practice and to ensure that any new regulatory framework is kept straightforward.
Reviving the UK’s occupational pensions sector requires originality, determination and a need to engage with both employer and employee. We are greatly encouraged by the ideas that have been set out in today’s consultation, and feel that they present a blueprint for improved retirement outcomes for millions of future pensioners.
We are pleased that the government has finally opened the door to further debate on collective defined contribution in the UK. Such arrangements have a proven track record of success in Denmark and the Netherlands – the two nations ranked first and second for quality of pension provision in the Melbourne Mercer Global Pension Index. We believe strongly that this has the potential to work towards restoring the UK’s traditional reputation for delivery of first-class retirement for its citizens.
We are about to enter an exciting new chapter in the history of workplace pensions. It is a challenge, but one that we should look upon favourably as a positive step forward for the industry.
It is very positive that the society and the government are seriously thinking about how to set up a more resilient and robust pension system for the future. The UK faces a huge pension problem that needs to be addressed. Importantly, we can learn from the experiences of the others and look to build a defined ambition solution that is as least as good as those already in place in other countries. Although this is a step forward, we urge the government not to forget dealing with the large funding gap that exists in the closed DB schemes, since that could potentially lead to problems that will undermine all the good work that has been done so far in designing a better pension system for the future.
Government has got the message that employers are not going back to traditional defined benefit pensions in a hurry. So it’s welcome that these proposals provide a new landscape for the industry to explore.
Today’s consultation document is a positive step forward. At present the pension landscape is on a seemingly one-way trip from defined benefit (DB) to defined contribution (DC). The alternative models suggested are surprisingly novel and could benefit both employees and employers who want to provide a better deal for their staff.
On the DB side, there is flexibility that may extend the lifespan of some DB plans, and in the long run even encourage new ones. On the DC side, there is strong encouragement for the industry to develop different and better products for individuals – adding to the recent pronouncements on keeping pension charges down.
And then we have the ‘third way’ possibilities with a mix of guaranteed and targeted pension elements – coined ‘defined ambition’ by the pensions minister, and which have more than a passing resemblance to the Danish and Dutch models.
There will be more work needed to test whether all these models are workable, and devil in the detail to come, but the paper is a brave step in the right direction. The document is very focussed on better outcomes for members, more certainty than conventional DC plans and ultimately better pensions. The paper recognises that companies are voluntarily providing pensions beyond the statutory minimum, so government have to make alternatives look palatable for employers.
The thrust of the paper is that providing cast-iron guarantees to individuals is very expensive. But by providing slightly more flexible promises – and pooling the risks – pension savings can go further and deliver better pensions to people. For example, if pension indexation is not wholly guaranteed then pension assets can be put to work and hopefully deliver better increases than the individual could otherwise afford. This is an appealing concept and is a way of helping the average member get the most out of their pension savings.
Some will undoubtedly criticise the proposals and whether they will have a real impact. But we believe there are many employers that want to provide the best deal they can, and will seriously consider new options that do not add to their own risk. A better pension scheme may help them differentiate to attract and retain the best staff.
The emphasis of today’s paper is on the need to give people greater certainty of income in retirement. We agree with the aim but less with DWP’s approach to getting there.
Our research shows that employers are much more willing to support DC-based pensions that guide people to a target income rather than the traditional solutions put forward in today’s paper. Employees too are receptive to their employer taking a more active role in managing their pension with 43% of DC savers saying they would prefer it if someone else took care of their pension. Employers need to take a more hands on approach to ensuring workers save enough and guide people towards a target retirement income.
The DWP is proposing changing the legislative environment to make salary-related retirement benefits more attractive to employers. In our view, much of the infrastructure for risk sharing already exists. If there was a substantial appetite among employers for greater risk sharing, we would be seeing more employers pursuing defined benefit arrangements. For example, cash-balance plans.
Employers have invested heavily in DC in recent years and are unlikely to return to defined benefit unless they are compelled to do so.
Under this new proposal workers could save diligently throughout their lifetime, only for the rug to be pulled out from under them at the last minute. The government is trying to manage the decline of final salary pensions, but flexible defined benefit schemes will be complicated, costly and will create huge uncertainty for pension savers about what pension income they can expect.
Employers are in the middle of implementing auto-enrolment, one of the biggest shifts in workplace pension provision ever embarked upon on the UK. Talking to them about flexible defined benefits is about as useful as offering a marshmallow to someone fighting a fire. The DWP should be focusing its energy on making auto-enrolment work rather than carrying on with this wild goose chase.
As identified by the Pensions Commission, there is a ‘major shift of risk [from employers and the state to individuals] occurring as many people move from DB to DC provision’.
In the private sector, only around 8% of workers still have a defined benefit (DB) pension. For everyone else, the pension risks – longevity, investment and inflation – are being transferred to individuals who may not be best placed to manage and diversify those risks.
So, we believe that there is a social interest in exploring defined ambition (DA) options and our own research indicates that there is some appetite among employers to take back a certain amount of risk. The same research, however, suggests that some of the scheme designs currently being explored, based on international experience, will not prove popular with employers.
In short, alternatives to conventional pension scheme designs are worth exploring. However, we believe that the priority for government, industry and employers should continue to be ‘getting DC right’ and encouraging contributions above minimum levels to ensure decent outcomes for as many people as possible.
Notwithstanding our in-principle support for exploring alternatives to traditional DB and conventional DC, in our discussions with employers, we also highlight the ‘political risks’ of adopting any form of DA scheme design. The impact of layer upon layer of regulation on private sector final salary is well known and it is imperative, therefore, that this is cross-party support for any regulation-light framework in respect of DA.
For many employers, it will be a case of ‘once bitten twice shy’ and for these organisations sufficient assurance will be needed for them to engage with the DA proposals.
With 9 million workers auto-enrolling into workplace pensions, and a decline in employers providing DB pensions, government is right to focus attention on the pensions occupational schemes will eventually provide. New DC models will allow employers to provide their workers with greater certainty over their retirement incomes, without shouldering financial risk. And employers may in the future be able to support the new, more flexible, DB schemes, where current schemes are proving unaffordable.
But employers will want to see clarity and certainty over these new pensions, before committing themselves.
The claim that keeping restrictions on DB design in place would prevent pensions from being levelled down has been tested to destruction. Employers that are not prepared to continue offering the benefits prescribed have simply closed their schemes instead.
Organisations that have completely closed defined benefit schemes will take some persuading to dip their toe in the water again, especially while they still have plenty of pension risk on their balance sheets. In the short term, the main impact will therefore be to provide more choices to employers that still have members building up DB benefits and that need to trim back the costs one way or another. However, even if most employers currently have little appetite for providing DB pensions, the government is still right to offer a more extensive menu for those who do.
In a world where the overwhelming majority of DC savers buy flat annuities, why should employers be banned from offering flat DB pensions? Equally, some employers may be prepared to take risks for current employees, but not for people who now work for competitors, especially if they want to limit the size of pension liabilities relative to the size of their business. The government should be applauded for being hard-headed enough to recognise that. However, the cost of providing these benefits will depend on the terms on which pensions are transferred out – a question that remains on the DWP’s to-do list.
Guarantees are expensive to provide, especially if they can bite at any time. There was therefore a tension between the pensions minister’s desire to encourage guarantees and his plans to cap charges and to have DC pensions automatically following employees from job to job. Today’s paper suggests that the DWP is prepared to square the circle by exempting DC schemes that buy guarantees for members from both the charge cap and pot-follows-member.
A large majority of the people being automatically enrolled will join DC pensions. Despite the low opt-out rates seen so far, the government fears that people may turn their backs on pensions if they see the value of their investments or their expected retirement income fall. That’s certainly plausible, but it will take a market downturn to test the theory and certainty comes at a price: paying for guarantees could further reduce the retirement incomes that low contribution rates can be expected to provide.
Many of the advantages that are claimed for collective DC schemes flow from the belief that continuing to invest in equities beyond retirement age will deliver higher returns. You don’t need collective arrangements to do that – only to bail people out if things go wrong. As the DWP says, this inter-generational risk-sharing would require members to trust those running the schemes to distribute both gain and pain fairly between members. The danger is that pensioners would lobby for big benefit increases when things have gone well and against cuts when they have not, leaving younger members more exposed. The government has also concluded that collective DC schemes need scale, and it’s not obvious how quickly they could achieve this from a standing start.
The flexible DB proposals are reminiscent of suggestions that were put to the DWP more than a decade ago. None of the mainstream parties were supportive at that time, and the ideas were widely dismissed as politically unacceptable, so it is interesting to see them re-emerge as government policy today.
It is hard to say whether these flexibilities (some of which are already available and all of which would be confined to future service) will be enough to encourage employers to retain defined benefit arrangements; the prospects might have been better ten years ago when DB provision was not yet so far in decline.
We would be delighted if flexible DB can be made to work. Additionally, with the shift to money purchase having gone as far as it has, we very much welcome the initiatives to provide additional models and options for members and employers.
The suggestion in some headlines that inflation protection will be taken away from members misses the broader point that the intention of this consultation is to revive the possibility of future defined benefit provision – which, for most employees, was a lost hope – while protecting benefits earned to date.
There is also confirmation that employers would like to do more to protect members if the regime were to permit it. The paper states: ‘The majority of employers said they would welcome the emerging flexible DB scheme design features… aimed at making it easier for employers to sponsor pension schemes’.
We also welcome the clarification the DWP is giving in its attitude to employers that want to offer choice in respect of past service promises. While the DWP makes clear that employers should not be able to transfer or modify past service accrual beyond what is already allowed in legislation, it also indicates that it wants to support those employers that wish to alter the shape of past accruals (for example, through incentive transfer exercises) so long as the exercise is well-run and in line with best practice.
The suggestion that the government actuary’s department be asked to produce a longevity index is also interesting. We believe it would support employers struggling to know how much allowance to make for longevity trends in future. It could help those that wish to allow the normal retirement age for new pension accrual to vary in line with longevity movements.
Overall, it is very pleasing that the DWP is demonstrating such a high level of engagement in the development of sustainable pensions for the longer term. It is important that these new ideas shouldn’t be judged against a long-vanished, golden-age past.
Steve Webb is absolutely right – UK pensions are a mess. But he is wrong in blaming charges.
The first flat-rate state pension was instigated more than 65 years ago, and has been followed by the graduated scheme, SERPS, reductions in SERPS and S2P. Now the wheel has gone full circle with everything being abandoned for a new flat-rate system with a complex hangover of benefits from the past.
In the private sector, far-reaching legislation, regulation and tax changes have had the effect of actually reducing the number of employees with adequate pension provision.
Final salary schemes have virtually all been abandoned leaving often ruinous liabilities on companies, following, among other issues, raids on surpluses by the government and removal of valuable tax credits.
Additional complications have been caused through the introduction of personal and stakeholder pensions. In addition, contracting out has left the government with their own mis-selling scandal that they will not even acknowledge.
Governments of all colours have reduced the tax relief on contributions and brought pension funds into the tax net. Further reductions in tax benefits are threatened.
Finally we have auto-enrolment – a step in the right direction but not enough and too late. Keith Joseph’s pension bill 40 years ago was on the same lines with higher contribution rates, but was abandoned with a change of government. If only!!!
All this change has been dealt with by super-imposing legislation and regulations on what already existed causing appalling complexity.
History shows politicians’ actions on pensions have been disastrous. Webb should pay heed to that. Market forces are dealing with the charges issue and an enforced cap is going to lead to unintended consequences.
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