Occupational pension fund (BVG): compare the pension plan carefully
An occupational pension fund combines retirement saving with benefits on disability and death. For a new arrangement or a switch, comparing total contributions alone is therefore insufficient. Insured earnings, the benefit plan, risk allocation and administration also matter. An initial request defines the scope; a binding quotation later requires verified information.
New affiliation, switching or voluntary pensions
Start by explaining whether you are covering employees for the first time, reviewing an existing arrangement or considering voluntary affiliation as a self-employed person. Owning an AG or GmbH does not by itself make someone self-employed for social insurance. The request must reflect the actual employment status.
Check who must be insured
Mandatory occupational pensions depend on factors including age, earnings and employment, with exceptions. Check the covered staff and insured earnings before obtaining a binding quote. Planned recruitment, part-time work and multiple jobs may require further clarification. Total company headcount cannot replace that assessment.
Set the benefit plan before comparing prices
Choose the benefit level to compare. Higher contributions may fund additional saving or different risk benefits. Examine part-time staff, employee groups and the employer share. In total, employer contributions must at least equal the combined employee contributions; the plan sets the specific allocation.
| Plan | Define for the comparison |
|---|---|
| Mandatory base | Covered people and salary basis |
| Additional benefits | Saving, disability and survivor benefits |
| Executive plan | Group definition and coordination with the base plan |
Separate the pension model from benefit levels
Full insurance and semi-autonomous arrangements allocate risks differently. Ask who bears investment and insurance risks, which guarantees apply and whether recovery contributions may arise. An expected return is not a guaranteed return. If the model is undecided, request comparable alternatives before choosing.
Make contributions and other charges visible
Costs depend on the plan, insured salary basis, age profile and risk assessment. Ask for saving, risk and administration components to be shown separately. Compare the same staff at the same reference date. A low risk premium alone does not describe the overall cost or future retirement benefits.
| Cost component | Check in the quote |
|---|---|
| Saving | Contribution basis, credits and employer share |
| Risk | Benefits, calculation and possible reservations |
| Administration | Fixed charges, per-person costs and additional work |
| Switching | Exit conditions, processing and possible charges |
Prepare a switch in the correct order
Check termination terms, staff consent and the new affiliation before ending the existing contract. A non-binding request does not confirm uninterrupted cover. Agree transfers, start dates, open benefit cases and responsibilities with the institutions. If the affiliation obligation continues, a new affiliation is necessary.
Move from an initial request to a verifiable quote
Initially provide the reason, desired plan, expected covered headcount, their approximate aggregate annual AHV payroll and locality. Briefly describe the business without names, birth dates or health details. Then agree the comparison date, exchange necessary data securely and review benefits, costs and affiliation conditions together.
Frequently asked questions
Is every employee automatically subject to BVG?
No. Age, earnings, employment and legal exceptions need to be assessed. The initial request does not replace checks by the competent institution.
Can self-employed people join a pension fund?
Voluntary affiliation may be possible. Employment status, a suitable institution and its conditions need to be checked in the individual case.
Is full insurance always cheaper?
There is no general answer. Compare identical benefits, risk allocation and all contributions and charges.
Must I upload an individual payroll list?
No. Headcount and approximate aggregate annual payroll are enough for initial scoping. Individual records can be requested later through a secure channel.
Can I switch without staff consent?
Switching requires employees’ prior consent. Clarify the procedure and contractual deadlines before terminating the existing arrangement.
What if the exact plan is still unknown?
Choose an open comparison and describe your objectives. Advice can first clarify the salary basis, covered people and suitable benefit alternatives.
