Set up the 2nd pillar for your teams
Occupational pension covers retirement, disability and death. It must be compliant, but can also become a real HR lever.
Yes from CHF 22,680 in 2026
The employer must affiliate as soon as an employee subject to OASI reaches the entry threshold, with an employment relationship of more than three months.
Compliance, cost and attractiveness
The right plan protects employees, clarifies the employer charge and enhances the company for key profiles.
Company LPP priorities
Correct enrolment, risk benefits, then above-mandatory HR top-up.
- Risks Disability / death What staff actually receive
- Obligation Plan and fund Who is enrolled, on what terms
Cost is not the only criterion: read the benefits.
Occupational pension, an obligation that deserves a strategy
La prévoyance professionnelle couvre la vieillesse, l’invalidité et le décès. Tout employeur qui occupe des salariés soumis à la LPP doit s’affilier à une institution de prévoyance et annoncer les collaborateurs concernés.
The legal minimum is rarely enough to create a real social policy. By adapting the plan, you can better protect part-time staff, executives, high salaries and families, while controlling the employer charge.
A company occupational pension is built like this
The fund is not only an administrative cost: a clear plan shows on the pension certificate and influences employer attractiveness.
Choices that change the quality of the plan
Reducing or adapting the coordination deduction often improves cover for part-time staff. Insuring beyond the mandatory ceiling avoids a gap for executives and high earners. Increasing the employer share above 50% becomes a visible social benefit.
You can also strengthen death-disability benefits, create an executive plan for objectively defined groups, and clearly explain the pension certificate to employees. A good plan has more value if it is understood.
Full insurance or semi-autonomous solution?
Full insurance offers more security: the insurer carries investment risks and limits the risk of underfunding. It often suits small structures that want a predictable charge and little complexity.
The semi-autonomous solution aims for better long-term return potential, but the company and insured persons accept a share of investment risk. It can be attractive for more established SMEs, with sufficient payroll and good risk tolerance.
First employees
You need to choose a fund, affiliate correctly and decide whether the legal minimum is already enough for your HR policy.
Part-time staff
Full coordination can leave cover too weak. Adapting the plan often corrects this gap without changing the whole fund.
Executives and high salaries
Bonuses, salaries above CHF 90,720 and reinforced risk benefits often require supplementary cover.
Growing SME
Age structure, costs, service and attractiveness evolve. A regular audit avoids keeping a plan that has become too expensive or too weak.
Common pitfalls
Mistakes are rarely paid when signing. They appear during a recruitment, a departure, a disability or a fund change that comes too late.
Change or audit an existing fund
Un audit compare certificats, règlements, coûts employeur-employés, structure d’âge, délais de résiliation et impact sur les salaires nets. Avant de changer, sécurisez aussi les entrées/sorties, les réserves, les conditions d’acceptation et la communication aux collaborateurs. Coordonnez ensuite avec la protection collaborateurs, la perte salaire maladie et la LAA/LAAC.
We set up clear and manageable occupational pension provision
We audit your plan, compare funds, quantify the employer-employee impact and help you choose a solution adapted to your HR policy. The goal: compliance, cost control and real usefulness for your teams.
Complete your corporate pension provision
These pages detail the covers that most often frame coherent company occupational pension provision.
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