As an employer, there are various ways you can increase your part-time employees’ occupational pension capital.
Insure a higher portion of salary: You can voluntarily waive the coordination deduction or adjust it to the part-time working hours. This helps women in particular to minimize their pension shortfall.
Pay in higher contributions: As an employer, you are legally obliged to pay at least half of the contributions into the pension fund. If you pay more voluntarily – for example 60 percent – you ensure that your employees have more net money in their wallets at the end of the month.
Optimize the savings process and start earlier: To give employees the opportunity to build up higher retirement savings capital in the second pillar, you can offer them savings from the age of 18, for example. The earlier the savings process starts, the higher the retirement pension will be. It may also be worthwhile increasing benefits beyond the legally required minimum – for example, through higher annual savings contributions or an improvement in risk benefits.
Offer optional savings plans: An optional savings plan is comprised of two additional savings plans that the company can offer to employees. This not only encourages your employees to make additional savings, but also offers them more scope when it comes to shaping their retirement provision.