EntgeltPlus: Selling only company pensions wastes potential
Why modern retirement provision needs more than salary conversion
The company pension scheme (bAV) is one of the most important instruments of workplace retirement provision. Yet in many companies, its potential remains untapped.
This is not because retirement provision is unimportant. Most employees know that additional provision is necessary. At the same time, many traditional company pension concepts run into a simple limit: every additional contribution has to be financed from current income.
For many employees, that is precisely the biggest hurdle.
Anyone who views retirement provision solely through the lens of salary conversion therefore often overlooks a substantial part of the possibilities.
The problem is often not the retirement provision itself
Many companies already have various benefits in place for their employees:
- employer contributions
- capital-forming benefits
- non-cash benefits
- health benefits
- subsidies for mobility or internet
- company pensions
However, these building blocks are often viewed and administered separately from one another.
This creates a situation in which individual benefits exist, but their combined potential remains untapped.
The crucial question is therefore not only:
“How do we increase the company pension contribution?”
But rather:
“How can we meaningfully combine existing employer benefits?”
When benefits and retirement provision work together
This is exactly where additional room to maneuver emerges.
Those who look at benefits, employer contributions, and company pensions together often identify ways to use existing budgets more efficiently.
Depending on the company’s situation, benefits with tax and social security advantages can help create additional financial leeway. This, in turn, can be used to make building up workplace retirement provision more attractive.
This fundamentally changes the conversation.
Instead of talking solely about sacrifice and salary conversion, the focus shifts to how existing budgets can achieve greater impact.
More employer attractiveness with the same budget
For companies, this results in a double advantage.
On the one hand, employees benefit from additional benefits and a better perception of the overall compensation package.
On the other hand, employers can deploy their budgets more precisely without automatically having to incur ever higher personnel costs.
This becomes especially important in a labor market where skilled workers are scarce and employees increasingly evaluate their employer’s overall package.
Attractive employers today are not defined by salary alone. What matters is how meaningfully compensation, benefits, and retirement provision work together.
From individual product to overall concept
The greatest impact therefore rarely comes from a single measure.
Successful employers treat retirement provision, benefits, and other HR instruments as one interconnected concept.
This makes more than just financial advantages visible. Communication, employee retention, and employer positioning also benefit from a clear structure.
Individual benefits come together into a coherent overall picture that employees can understand and appreciate.
How EntgeltPlus helps
EntgeltPlus combines company pensions, salary-related benefits, employer contributions, and other compensation components into one integrated concept.
It is not just about calculations or individual products. EntgeltPlus supports analysis, advisory, communication, and implementation in one end-to-end process.
This turns various individual measures into an understandable employer concept that offers employees a higher perceived added value and helps companies use existing budgets more effectively.
Because those who sell only company pensions often consider just part of the possibilities. The greatest potential emerges where retirement provision, benefits, and employer-provided benefits are thought of together.
