The Pension Loyalty Discount
“I warn you not to get old” was a line from Neil Kinnock’s 1983 stump speech ahead of the election where, despite his rhetoric, the Labour party suffered a massive defeat. But if you are over 50 and are employed in a large company with a defined contribution scheme, it is probably time to start becoming seriously worried. The recent U.K pension proposals of a major international bank are indicative of a more aggressive stance by employers and may start a trend towards cutting deferred pay in a manner which is particularly damaging to older employees. The bank concerned is in the midst of a consultation period (as required by law) where it is proposing to introduce an across the board fixed percentage contribution for core employer DC contributions and also the proportion of salary that the employer would pay in matching voluntary pension contributions by their staff. The bank’s CEO apparently proclaimed at a recent Town Hall meeting in London that he could not understand why such measures had not been introduced sooner.
The results of the planned changes are strikingly inequitable, the more so since they are being introduced at a time when the bank is reporting healthy profits and is not under any financial pressure. Perhaps the firm is adapting the maxim of Rahm Emmanuel by “never letting a good recession go to waste”. Under the draft proposals staff under 30 are actually slightly better off. Staff between 30 and 40 receive core contributions p.a. of 2% p.a. less than before; But the really spectacular losers are sustained by the 40-49 and over 50 age groups whose core employer contributions are set to drop by 4% p.a. and a whopping 9% p.a. respectively.
In the current environment it is, of course, hard to get people to shed a tear for bankers. Perhaps the firm’s CEO thinks that anyone still working at the firm by the time he or she reaches fifty should already be rich, so why should that person get a fat pension too? This rather ignores the fact that not everyone at the firm is as well-off as the investment banking elite. In any event the proposals represent a complete reversal of the usual policy introduced by employers when replacing DB schemes with DC schemes. The DC scheme replacements typically offer a rising scale of contributions over time in different age buckets. The rationale for this arrangement is that if in a DB scheme each extra year of service would generate a fixed fraction of pensionable salary as an extra annual pension entitlement, then as normal retirement age approaches a higher and higher amount would need to be put into the pension pot, other things being equal, to buy that constant extra amount of pension. The employer was, of course, likely to be better off anyway at the outset because the DC contribution rate was set such that the assumptions on future investment returns on the employees’ initial DC pots consistent with staff receiving the same pension as under a DB scheme were higher than then prevailing market forecasts of investment returns. Now just as the oldest, most loyal staff reach the promised land of the higher rates of employer pension contributions, the rug is pulled from under them.
This weekend’s Financial Times contains a special but hard-to-swallow Cadbury’s Creme egg from new owners Kraft. Upon discovering that Kraft cannot actually shut the Cadbury’s Pension Plan it wants to freeze the pay of staff for three years if they refuse to transfer out of the DB scheme. My advice to staff being pressured to transfer into a firm’s DC scheme is to make sure the employer’s future contribution schedule is legally binding. Otherwise a little way down the line the most loyal staff risk suffering again as their parent company changes the rules of the game a second time. And some people wonder why there is not much trust in leaders nowadays!
Richard Tray
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