It’s not controversial to say a key regulatory objective is to encourage consumers to shop around for financial services products. As well as driving competition, it also ensures the customer gets the product best suited to their needs. This is also the case where the customer is an employer choosing a workplace pension. So reports that some independent schools are asking advisers to “rubber stamp” recommendation of an off-the-shelf solution are somewhat concerning.
In this Q&A, we outline why independent schools are increasingly looking at new defined contribution (DC) arrangements, and some of the key issues advisers can discuss with schools to help ensure they keep an open mind.
Why are independent schools moving to DC schemes?
Employer contributions to the Teachers’ Pension Scheme (TPS) in England and Wales increased by approximately 40% from 1 September 2019. As independent schools aren’t eligible for government funding to cover the increase, there’s an increasing number of them looking to make efficiency savings. For many, the most appropriate way of doing this is to change teachers’ pension arrangements.
Can schools close access to TPS for new entrants?
Under current regulations, all schools admitted to TPS must offer access to all their eligible teachers. A Department for Education consultation on allowing independent schools to close access to TPS to new joiners only, closed in early November 2019, and a response is awaited.
This “phased withdrawal” option would only deliver cost savings to schools over a period of time through staff turnover, so may not suit schools with a more urgent need to address their additional pension costs.
Are there regulatory reasons why schools should shop around?
Legal responsibility for automatic enrolment rests with the employer so it’ll need to ensure the minimum requirements are met. The scheme must offer a default arrangement that’s suitable for teachers who don’t actively make investment choices. However, it also needs to offer the flexibility for those who do. For example, sharia- compliant funds and/or a wide choice of ethical funds will be more important to teachers in some schools than others. It may also be possible to extend a new or existing workplace pension arrangement to non-teaching staff in a way that offers value and meets the needs of all members.
What advantages does shopping around give? It allows schools to find the best value solution that’s tailored specifically to the needs of their expected members, whether that’s all the schools’ employees or just teaching staff. An off-the-shelf solution may have charges which reflect the profile of teachers at other schools and the fund range might not sufficiently reflect member preferences. Employer pension contributions are a significant investment and schools may want to help ensure teachers value this by bespoke branding of member communications.
What factors should schools consider?
In addition to investment choices and member charges, schools should also try to understand the relative importance to members of:
- The pension provider’s policy on social responsibility
- The ability to continue contributing to any new plan if they leave teaching
- Having online access to their plan via the provider’s website or mobile app
- The ability to continue contributing to any new plan if they leave teaching
Whenever practicable, it would also be helpful for each school to understand:
- Whether staff would appreciate greater flexibility to exchange part of the value of their employer’s pension contribution for extra benefits/pay/holiday. This will help determine whether staff would welcome their pension being structured as part of a flexible reward package
- The number of teachers who have opted out of TPS, their rationale and the number of teachers paying additional contributions to TPS. This, together with pay data could help inform the employee contribution structure and method(s) of giving tax relief under any new scheme
Will shopping around help schools get teachers to agree to a change in pension?
There’s no guarantee that teachers will agree to changes to their pension arrangements without challenge. It’s worth remembering that Teachers’ Pensions underwent significant structural overhaul in 2015 and the unlawful age discrimination issues falling out of that overhaul are yet to be remedied. So teaching staff may be entering into negotiations already feeling battle-worn. But there’s no doubt that genuine consultation with staff will be key to member engagement and acceptance.
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