plans Current Challenges and Outlook for the Future Michel Benoit - - PowerPoint PPT Presentation

Employer sponsored pension plans – Current Challenges and Outlook for the Future

Michel Benoit and Gerard Heeres

BIAC Ad Hoc Group on Private Pensions OECD, Paris December 4, 2012

Presentation by Michel Benoit

BIAC Presentation of December 3, 2007

 Pension policy must promote employer sponsored

pension plans, ensure delivery of the pension promise and balance the interests of all stakeholders

 Regulation of Funding and Design of DB plans must

provide flexibility

 Sponsors operate in a highly competitive and often

multi jurisdiction environment with limited resources available to administer complex pension arrangements

BIAC Presentation of December 3, 2007

 Funding volatility and overly restrictive regulation will

lead employers to re-assess the sustainability of defined benefit pension plans

 Growing concern by employers over the impact of

proposed changes to accounting rules on defined benefit pension plans

 Without significant improvement in the regulatory

and accounting environment the decline of DB Plans will accelerate with a corresponding increase in DC Plans

What happened between 2007 and 2012?

 2008: Worldwide financial meltdown  2009-2011: temporary pension funding relief

measures for DB plans provided by governments

 Worldwide review of financial sector regulation

(banks, insurance companies)

 Historically low yields on long term government

bonds in countries with strong economies coupled with downgrading of sovereign debt for many countries

What happened between 2007 and 2012?

 Continued implementation of IAS 19 (effective as of

01.01.2005) by IASB with clear preference for DC arrangements

 Continued and accelerated decline of DB plans  Legacy issues for plans with long service employees

and important retiree cohorts

 Improved longevity exacerbating longevity risk and

associated costs

What happened between 2007 and 2012?

 Growing acknowledgement that DC Plans are not the

best alternative to DB plans shortcomings

 Focus on de-risking and risk management  Redefinition of the “pension promise”: risk sharing of the

pension promise is increasingly perceived to be the answer to the continued uncertainty of the long-term financial environment (e.g. recent settlements in US and Canada between Unions and GM, Chrysler and Ford)

Presentation by Gerard Heeres

Two issues are of particular concern for DB Plans in Europe

 Revised International Accounting Standard 19 (IAS 19R)  Revision of Institutions Occupational Retirement

Provision (IORP) Directive 2003

International Accounting Standard 19

 Mandatory compliance for entities listed on recognized

exchanges

 Pension fund assets/liabilities to be reflected on the

balance sheet of the sponsoring entity

 Plans with  Fixed contributions  No risk for the entity

are the only plans considered as DC ; all other plans are DB

International Accounting Standard 19R, June 2012

 Effective as of financial year 2012/2013  Plans to be considered DC only if actuarial and investment

risks rest in substance with the employee

 All other plans classified as DB; as a result both risks rest

with the employer

 Risk-sharing and shared-funding in Defined Benefit

Obligations are recognized

 Elimination of the "corridor approach “; as a result actuarial

and investment gains and losses will be treated as " Other Comprehensive Income "

Consequences for DB-plans

 More volatility in the balance sheet of the entity  Risk of substantial impact on shareholder equity

is of paramount importance for the entity

 Employer financial risk is significantly increased  Rethinking / reviewing DB-pension plans and

pension design by employers

Revision of Institutions Occupational Retirement Provision (directive 2003) / Solvency 2

Three objectives:

 Maintain level playing field with Solvency 2  Promote more cross-border activity  Help improve overall pension provision in the

European Union

Consequences for DB-plans

 Enhanced capital buffers with ca. 10%  Enhanced Defined Benefit Obligations (10%-40% increase),

depending on the indexation promise

 Shorter repair periods  Defensive investment policy will dominate with a view of

enhancing short term security at the expense of long-term investment and pension adequacy (see Joint statement of 23.10.2012 by ETUC, PensionEurope, BusinessEurope, etc)

 Rethinking/reviewing DB-pension plans and pension design by

employers and employees

Conclusions (presented by Michel Benoit)

 In 2007 BIAC advised there would be little future for DB

plans, unless both accounting rules and solvency regulations were revised to provide more flexibility

 Unfortunately accounting standards and solvency

regulations have been made even more strict and this trend is expected to continue

 In a nutshell: the outlook for DB-plans is very poor

BIAC’s suggests that pension policy going forward be dictated by the following

A better outlook for all types of occupational

pension plans (DB, DC, Hybrid, etc) can be provided if all stakeholders agree to a redefinition of the “pension promise” through risk

• sharing. This would lead to better governance,

increased flexibility in funding and accounting rules and improved financial literacy by employees.