A FRESH APPROACH TO EMPLOYEE BENEFITS

A FRESH APPROACH TO EMPLOYEE BENEFITS

Can we use employee benefits to save for more than just retirement?

Only 4.7 percent of retirement fund members who retired in2015 had enough retirement savings to provide them with an income or pension of 75 percent or more of their final salary, Alexander Forbes, South Africa’s largest retirement fund administrator says. This and other dismal statistics about our poor retirement savings rate and unwillingness to preserve our retirement savings got Alexander Forbes thinking that it might not be a good idea to convince us to focus solely on saving for retirement.

The truth is that employers and the retirement industry are not succeeding in persuading us to save for retirement.

If our employers allowed us to choose how much of our salaries should be pensionable or how much to contribute to a retirement fund, we would choose the lowest amount, because we need the money to survive from one day to the next, she says.

Many retirement fund members do not see retirement as their priority because they do not expect to live beyond60. According to Stats SA, in 2015 the average life expectancy in South Africa was 60.6 years for men and 64.3 years for women. In addition, trust in the financial services sector and the government is low. Year after year; the retirement industry urges people to save, but the message is ignored. “It’s time to come up with a better idea.” The governments looking for a better social protection plan and employers want to provide good employee benefits, but when it comes to participating in the provision of these benefits, employers are bowing out and outsourcing the role, and employees are clocking out.

Employers are providing benefits without assuming liability for providing pensions: they are moving employees out of funds that provide a predetermined income in retirement to ones that provide a lump sum at retirement that members must use to buy a pension.

Many are also choosing not be involved in running stand-alone retirement funds and are shifting employees to umbrella funds, typically sponsored by financial services companies and served by independent or sponsored trustees.

Your retirement fund is probably your most important savings vehicle, but many members do not understand its power.

Alexander Forbes looked around the world for inspiration and found it in the Singaporean retirement-funding model.

When Singapore became independent 40 years ago, it made people more fiscally responsible without introducing a welfare state. It found it was possible to teach people fiscal responsibility by giving them access to their retirement savings to buy assets and services that would ultimately develop the country and give them access to greater wealth.

Singapore made it compulsory for employees and employers ‘each to contribute 20 percent of the employees’ income to long-term savings, and allowed them to access these funds to pay for housing, education and health care.

The result is 40 years later Singapore has one of the highest financial literacy rates in the world, the third-highest rate of saving and one of the lowest levels of debt.

Receiving an income in retirement was their lowest priority featuring after having an emergency fund, buying or building a house, paying for education and paying for health care.

Alexander Forbes did some calculations to ascertain whether it would be possible to fund other expenditure from retirement savings without hiking contributions or significantly reducing what members could save by the time they reached retirement.

The calculations started with a member whose total (employee and employer) contribution to a retirement fund is 12.5% of his or her annual nett income of R72000. The member contributes from age 23 to age 63, with group life and disability benefits taken care of separately by the employer. Assuming this person received inflation-related salary increases throughout the40-year period and did not make any withdrawals from his or her retirement savings, he or she would retire with savings able to generate an income in retirement of 50% of his or her salary.

If this person was expected to contribute to an emergency fund, to pay-off a R250000 house by age 43, and to fund the schooling at R29000 a year and the tertiary education at R50000 a year of two children, he or she would have to save 60 to80 percent of his or her income.

Alexander Forbes calculated, however; that if a life – stage approach were used – more of the contribution meets immediate needs when you are younger and more is used to fund retirement when you are older – a member who contribute 46 % of his or her income would be able to save enough to meet all these goals and retire with an income in retirement of 51 percent of his or her final salary if you add up what you spend on education, housing, emergency and retirement savings, you would probably reach a percentage close to 46 percent, but this could still prove unaffordable for a member on income such as R72000 year.

The contribution level could drop to 20 percent if the education of employees’ children was subsidised by the employer. And saving through an employee benefits scheme could provide cost-efficiencies if the scheme were mandatory for all employees.

Wouldn’t it be better if 50 percent of South Africans saved enough to provide an income in retirement equal to 50% of their final salary than the current situation where only five percent of members save enough to provide a retirement income equal to75 percent of their final salary.

We need a new employee benefits model that meets some key social protection needs.

The objective of a retirement-funding system is to enable people to retire with financial security. The system must meet our needs for housing, the education of our children and savings for emergencies as a way of contributing to our financial well-being in retirement.

Reference: Laura du Preez