Increasingly, more people recognize that the state pension scheme does not sufficiently provide them with a sustainable standard of living; neither does it ensure proper health care after retirement. An appropriate tool to supplement their decreased income upon retirement is the occupational pensions.

As part of the agreement between employers and employees, the question of what portion remuneration does the employee demand right now or in the future. The instrument of deferred income is known as the occupational pension, a pension insurance solution formulated with the involvement of the employer. There could be numerous tools of implementation, such as contribution to occupational pension fund, retail pension fund, life and pension insurance, or individual pension savings accounts.

At most workplaces, at least a part of the employees have some kind of pension insurance. Generally, these evolved from onetime initiatives in the past. In other cases, they are based on previous decisions, such as the establishment of an earlier pension fund. Changes in legislation, benefits, as well as in employee structure justify the regular review of the company's pension policy and the implementation that of. Among others, a review may include the modeling of employee pension perspectives, and the analysis of the employer contributions' efficiency.

It is possible that the company does not have a formal pension policy. In this case, the task begins with the selection of the opportunities feasible to the company and includes the implementation of the chosen pension plan as well. It is nonetheless, part of the assignment to communicate the pension plan, as well to select and monitor contracted providers.

In general, projects related to occupational pension—and health care—plans do not comprise the core activities of the company; they occur rarely, however, they define substantial future expenses. Hewitt is a partner in the preparation and implementation of decisions, as well as in consistent monitoring.