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The pension system means that the general pension becomes smaller and smaller in relation to the final salary.
Private savings can save the pension in part, but the great effect is obtained with long deposits of occupational pensions.
The Minpension calculations show how the proportion of the final salary is reduced for each generation that retires: 59 born (59 percent), 66 (57 percent) and 89 (53 percent).
As life expectancy increases, the average pension decreases. Working longer makes up for the collapse, but occupational pension awareness can avoid the financial hit early on when life as a pensioner begins.
So the pension goes up
PERSON A
Final salary: 37,500 crowns.
Pension with collective bargaining occupational pension: 23,600 SEK.
Pension without collective agreement in a large company: 22,000 SEK.
Pension without collective agreement for medium-sized companies: 19,600 SEK.
Pension completely without occupational pension: 15,000 SEK.
PERSON B
Final salary: 44,300 SEK.
Pension with collective bargaining occupational pension: 28,700 SEK.
Pension without collective agreement in a large company: 26,700 SEK.
Pension without collective agreement for medium-sized companies: 23,800 SEK.
Pension completely without occupational pension: 17,900 SEK.
PERSON C
Final salary: 67,900 SEK.
Pension with collective bargaining occupational pension: 52,100 crowns.
Pension without collective agreement in a large company: 43,300 crowns.
Pension without collective agreement for medium-sized companies: 38,100 crowns.
Pension completely without occupational pension: 18,600 SEK.
The examples assume that the pension is paid for life. All figures are rounded to the nearest hundred.
Source: PTK
In a new poll conducted by Kantar Sifo on behalf of various pension stakeholders, the question was asked: In your most recent job interview, the person you spoke to about increasing an occupational pension?
Eighteen percent, or just under a fifth, said yes.
– The occupational pension is the most important employment benefit, but very little is said about it, says Anna Allerstrand, pension specialist at PTK, a cooperative organization of unions that organizes salaried employees in the private sector.
She believes that employers avoid the problem because they lack sufficient knowledge.
– And the employee may not think about it. But the payment of the occupational pension can be at least as important as the salary in a negotiation, says Anna Allerstrand.
You should always ask the employer if an occupational pension is offered.
– If you choose between two employers, you must choose the one with an occupational pension.
The most advantageous are almost always the forms of savings acquired collectively, where management fees are lower.
Anna Allerstrand believes that the employer’s contributions to the occupational pension should be indicated every month, in the salary specification.
– It would be great for the employee. And for the employer showing the great benefit offered to employees, says Anna Allerstrand.
Three questions to ask the employer
1. How much do you reserve for my work pension?
2. How do you make sure that you get the highest possible pension for the money?
3. What benefits, in addition to the old-age pension, are included in my work pension.
Even for people later in life, who are nearing retirement, there are reasons to keep track of occupational pensions.
– It is good to be interested in how the funds are invested. By doing so, you can adjust the risks to a level you are comfortable with and thereby increase performance.
You should also think about the withdrawal time in advance. Too short a period of abstinence can mean lean years already shortly after 70.
– It can also remove protection for survivors, which can significantly increase the pension, says Anna Allerstrand.
The second turbo effect for people over 60 is about working a few more years.
In that case, negotiate with the employer to continue occupational pension payments even after age 65.
Note: The survey was conducted by Kantar Sifo on the occasion of the Occupational Pension Day on September 27. The players behind are AFA Försäkring, Alecta, AMF, Collectum, Folksam, Folksam-LO Pension, Fora, KPA, Länsförsäkringar, minPension, OFR Public Employees’ Bargaining Council, PTK, Skandia, SPV, the Swedish Pension Agency, PRI and Pensionsvalet .
