How does a corporate pension work?

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Let's imagine that a 35-year-old woman with a regular income of 100 thousand rubles joins a corporate pension program. Every month she will contribute 3% of her salary to the program, and the employer will add the same amount. Let's assume that wages will be indexed by 3% annually, and the return on investment will be 7% per venezuela mobile phone numbers database annum. As a result, from the age of 60, the woman will begin to receive a monthly lifelong corporate pension of 34,280 rubles.

How does a corporate pension work?

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A man with similar accumulation parameters will receive a larger pension - from 65 years of age at 75,750 rubles per month, since the accumulation period for males is longer and the life expectancy is shorter than for women.

The employer may set special conditions for the employee's participation in the program. For example, it will only be available after a certain period of service with the company or successful completion of a project. If the employee leaves before retirement, his personal savings and investment income (or part of it) remain with him, but the employer's contributions may be cancelled or partially paid, depending on the company's policy.

Participants in the program can begin receiving non-state pension payments from the age of 55 (women) or from the age of 60 (men).

The calculations provided are based on the average annual yield of pension reserves of NPF Sberbank over the past ten years. However, past investment results do not guarantee future income.

Many large financial and technology companies are creating complex ecosystems of services for legal entities. These include accounting services, electronic cash registers, investments, tax consultations and insurance.

Corporate pension programs fit perfectly into these ecosystems, becoming as much a part of the social package as voluntary health insurance.

At the first stages, boxed product solutions aimed at small and medium businesses are used. For large scale, an individual approach to choosing the parameters and conditions of corporate programs will remain relevant for now, so the format of face-to-face discussions and selection of plans for specific companies is retained.