Part 1: Strategic decision-making aid for selecting an Occupational Pension Plan

„The Occupational Pension Plan for HR: choose with foresight“

Occupational pension provision is not only a legal obligation for companies in Switzerland, but is increasingly becoming a strategic tool for positioning themselves as attractive employers. For HR managers, this means that choosing the right pension fund solution is a key lever for employee retention, cost control, and risk management. But how can you make an informed decision?

The changing market

Over the past ten years, the Swiss pension fund market has undergone significant consolidation, with the number of funds falling from over 2,000 to around 1,320. This development reflects a structural change driven by increasing regulatory requirements, digitalisation, and the desire for economies of scale. For HR, this means that the range of providers has changed – and with it the requirements for a sound evaluation.

Understanding the different models

There are basically four models to choose from: autonomous funds, semi-autonomous solutions, collective foundations, and comprehensive insurance. Each option has its own specific advantages and disadvantages:

• Autonomous pension funds offer maximum freedom, but require internal expertise and bear the full investment risk.
• Semi-autonomous solutions combine flexibility with professional management, but are volatile in terms of performance.
• Collective foundations offer standardised but scalable solutions – ideal for SMEs.
• Full insurance guarantees security, but is often less profitable and more expensive.

HR should evaluate these models not only from a financial perspective, but also in terms of corporate culture, employee structure and strategic goals.

Define decision-making criteria

An informed selection is based on clear criteria. These include:

• Coverage ratio and interest rate 
• Cost structure (administrative costs, risk premiums)
• Flexibility in pension payments (capital, pension, combination)
• Transparency and digital services
• Governance and advisory expertise

Tools such as the SPKR rating, the Swisscanto, pension fund study, or Pensionskassenvergleich.ch help to compare providers objectively.

Take a strategic perspective

The choice of an Occupational Pension Plan solution should not be considered in isolation. It influences:

• Employer branding: A modern pension solution signals care and foresight.
• Employee retention: Flexible models with options increase satisfaction.
• Cost control: Efficient providers reduce the burden on employers and employees in the long term.
• Risk management: The right balance between security and returns protects against surprises.

HR should therefore make the decision together with management, finance, and, if applicable, the foundation board.

Recommended actions

• Create a requirements profile for your Occupational Pension Plan solution.
• Use comparison platforms and studies to analyse providers.
• Hold discussions with providers, focusing on transparency, advice, and digital services.
• Involve employees in the communication process – e.g. through information events or surveys.