Managing retirement with global DC optimization
Given defined contribution (DC) plans now provide most retirement benefits for employees globally, good oversight and management of these arrangements are in the spotlight. But what does “good” look like?
The presence of defined contribution (DC) plans, funded by employees and their employers, has grown in the past decade. We’re now living in a DC world, with assets in DC plans exceeding defined benefit (DB) plan assets.
According to Mercer Marsh Benefits’ 2024 People Risk report, the top concern for HR and risk professionals globally is rising health and benefit costs. Given that DC plans make up the biggest proportion of many employers’ benefit spend, it’s a critical topic for HR and Risk professionals alike. Another threat (#5 of 10) facing employers is the changing legislation and scrutiny organizations are under, which is increasingly a focus in the DC space.
Managing defined contribution plans in multiple countries creates unique challenges for multinationals. While the move from DB to DC plans is typically seen as a de-risking move and often also a cost-reduction opportunity, the reality is that the risks have simply shifted from investment, inflation, longevity and interest rate risks to governance and administration risks.
So, how can businesses manage these risks and optimize their DC plan management at a global scale?
Common DC challenges facing multinational businesses
How can companies improve the effectiveness of their DC plans?
According to Mercer’s Global Pension Index 2023, companies can improve the adequacy, sustainability and integrity of their retirement income systems by:
- Increasing coverage through autoenrollment or increasing contributions.
- Making it easier to work longer by improving the flexibility of retirement in light of labor shortages. DC plans can encourage people to work longer, help provide a glide-path into retirement and help businesses retain essential skill sets. This can also help lengthen the time employees contribute, as well as deferring the point at which the employee needs to access retirement savings, which can improve overall retirement outcomes.
- Increasing pension contributions (although, for some employers already concerned about rising costs, increased contribution requirements globally are adding to the strain).
- Reducing “leakage” - while early access to DC balances is a new opportunity that adds flexibility for employees who need access to funds in difficult times pre-retirement, it increases the future financial risk for plan participants.
- Transparency and disclosure so individuals can educate themselves about their retirement options.
How have multinationals successfully managed global DC plans?
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Centralized governanceBusinesses that have been successful in this area take the stance that any employee, wherever they are, should be entitled to a good quality retirement plan. For some companies, this means following best practice from a country such as the US and applying this to other countries, even where this may not be typical local market practice. This mindset is about being risk-averse and taking care to seek to optimize employees’ retirement outcomes.
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Keeping stakeholders closeDedicated committees, whether focused on investment performance, the administrative aspect of DC plan management, or the broader benefits offering, oversee retirement plans globally, and work directly with local offices to share best practices, advice and guidance.
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Dedicated support and guidance for local plan sponsorsManaging fiduciary risk with dedicated pension support for local offices encompassing the latest regulatory changes and market trends. This is particularly helpful if local offices are not retirement plan experts but are responsible for benefits across the board.
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Consistent pension plan auditsEnsure plans are running optimally with regular pension “health checks” across countries that focus on fiduciary risk, fees and investment performance. Also keep track of the online tools available to members, take-up rates and any complaints that need to be addressed.
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Championing financial well-beingBring vendors on site to host educational sessions, with a particular focus on younger workers who generally have less knowledge of retirement planning.
