EntgeltPlus for advisors: How benefits turn into additional retirement provision

More retirement provision instead of more persuasion

Many advisors know the situation: the company pension scheme (bAV) makes sense professionally, is tax-advantaged, and is subsidized by the employer. Nevertheless, participation rates and contribution volumes often fall short of expectations.

The reason is often not a lack of interest in retirement provision. Rather, many employees have limited financial leeway. Rising living costs, higher housing costs, and growing everyday burdens mean that additional retirement contributions from current income are hard for many employees to manage.

This is exactly where traditional salary conversion often reaches its limits. Every additional contribution has to be explained, justified, and ultimately financed from disposable income.

For advisors, a different question is therefore increasingly coming to the fore: How can existing employer budgets be deployed so that additional retirement provision is created without employees having to accept a comparable reduction in net pay?

Looking at the entire employer budget

Many companies already invest considerable resources in their employees today. Beyond salary, there are often subsidies, capital-forming benefits, health offerings, non-cash benefits, or other voluntary benefits.

Often, however, these building blocks are viewed and administered in isolation. As a result, potential goes untapped.

A modern advisory approach therefore looks not at individual products but at a company’s entire compensation and benefit structure. When benefits, subsidies, and company pensions are considered together, new financial leeway often emerges that can be used to build up additional retirement provision.

This fundamentally changes the conversation.

Instead of discussing why employees should give up disposable income, the focus shifts to how existing employer budgets can be used more efficiently.

The focus shifts from persuasion to design.

From individual product to employer concept

This approach becomes particularly effective when company pensions, salary-related benefits, capital-forming benefits, and other HR instruments are presented as one interconnected concept.

For employers, this creates tangible added value. They can deploy existing budgets more precisely, increase their employer attractiveness, and take a more modern position in the competition for skilled workers.

Employees benefit from additional benefits, a higher perceived value in return, and a stronger link between immediate benefit and long-term retirement provision.

At the same time, a new level of conversation opens up for advisors.

Instead of talking solely about product features, guarantees, or pension benefits, the company’s entire compensation strategy is considered. This creates significantly more points of contact with management, the HR department, and payroll.

A single company pension solution becomes an employer concept that connects strategic, economic, and organizational questions.

Greater potential within existing client relationships

For many advisors, the biggest growth opportunity does not lie solely in winning new companies.

Considerable potential often also exists within existing employer relationships.

Many companies already have a company pension in place. At the same time, numerous employees use it only to a limited extent or forgo additional retirement contributions entirely.

Those who consider benefits, subsidies, and retirement provision together can often develop new solutions that unlock previously untapped potential.

This results not only in higher retirement provision volumes but often also in additional advisory opportunities and longer-lasting client relationships.

Digital processes instead of paperwork

The more comprehensive employer concepts become, the more important efficient implementation is.

In many companies, advisory, documentation, and contract conclusion are still characterized by manual workflows. Data is entered multiple times, documents are created in different systems, and information is exchanged via email, Excel files, or PDF documents.

This costs time and increases the risk of errors.

With EntgeltPlus, company data is entered once, various scenarios are calculated automatically, and the required documents are generated directly from within the process.

Benefit limits, employer contributions, collective agreement conditions, and other relevant factors are systematically taken into account.

From the captured data, employer concepts, individual employee offers, agreements, advisory documents, and contract documents are generated automatically. Digital signatures can be integrated directly.

This significantly reduces breaks between systems, manual transfer errors, and administrative effort.

For companies, this means a faster rollout. For advisors, it creates a repeatable process that can be carried out efficiently even in larger rollouts.

More time for real advisory work

When calculations, documentation, and administrative tasks are largely automated, there is room for the actual advisory work.

The focus then shifts to questions such as:

• Which combination of benefits fits the company’s situation?
• What impact do tax and social security savings have on the available budget?
• How can health budgets, non-cash benefits, or capital-forming benefits be integrated in a meaningful way?
• Which measures strengthen employee retention, recruiting, and retirement provision at the same time?
• How can existing employer budgets be used more efficiently?

For decision-makers, these conversations are often far more relevant than a pure product discussion. The advantages become immediately visible because they are comprehensible both economically and organizationally.

A strong concept needs clear boundaries

As effective as integrated employer concepts can be, they are no substitute for an individual case-by-case review.

Not every benefit solution is suitable for every company. Tax, social security, and labor law requirements must always be taken into account. The company’s economic goals and structure also play an important role.

It is precisely this realistic perspective that builds trust.

A good concept does not need to make unrealistic promises. It is already convincing when a retirement provision topic that often requires a lot of explanation turns into a comprehensible, standardizable overall concept that is equally attractive to employers, employees, and advisors.

Conclusion

The future of successful company pension advisory does not lie solely in optimizing individual products.

What is increasingly decisive is the ability to view retirement provision, benefits, and compensation as one interconnected employer concept.

EntgeltPlus combines salary-related benefits, company pensions, company health insurance, and other compensation components in one structured advisory and implementation process. This creates new opportunities to use existing employer budgets more efficiently and to unlock additional retirement provision potential.

For advisors, this means less persuasion, more strategic consulting, and the opportunity to create lasting added value for employers and employees alike.