Member options have always been a natural part of a defined benefit (DB) pension scheme, providing members with choice as to when and how they take their retirement benefits.
Some member activity will occur naturally over time, but this can be accelerated and enhanced by communicating with members about their existing options and/or introducing new options. This also improves member understanding and gives members flexibility to take their benefits in a way that suits their personal circumstances, which should also mean better member outcomes.
Crucially – members accessing benefit options (such as early retirement or transfer) can provide schemes with lower risk and greater certainty over the benefits they need to pay out, which can ultimately lower the cost of providing the benefits. This can help schemes accelerate their journey plan against key funding measures, particularly buyout. It can also support schemes that want to work their capital a bit harder, in a risk-managed way, to generate further surplus for the benefit of members (for example to provide discretionary increases), the sponsor and the wider economy – see our White Paper: Six changes to seize the DB pension surplus opportunity for more information.
Where to start?
There’s a range of approaches that can be taken, depending on the scheme’s objectives and the timeline to their ultimate goal. Therefore, it’s important for trustees to develop a clear policy for member options that integrates with their wider strategy and ultimate target.
As a minimum, most schemes should consider issuing a bulk early retirement communication and a regular pre-retirement “warm-up” mailing. These act as a reminder to deferred members of the benefits available, which may have changed materially following recent high levels of inflation. Clear and engaging communications will increase member awareness and take-up of retirement options – increasing certainty of the scheme’s payments by crystalising commutation lump sums and pension payments.
