What to consider in terms of beneficiary arrangements

What happens to your pension capital if you die? A beneficiary's declaration lets you decide.

The death of a loved one is a profound experience that can turn your life upside down. So that at least the financial consequences remain manageable, spouses, registered partners and designated cohabiting partners are entitled to a partner’s pension. Depending on the pension plan, a lump-sum payment on death can be insured in addition to the partner’s pension. And voluntary purchases are usually treated as an additional lump-sum death benefit. How do you find out if you have additional insured lump-sum death benefits? Take a look at your insurance certificate – you’ll find the amounts under “Lump-sum payment on death” and “Additional lump-sum death benefit”.

Partners can be nominated as beneficiaries under occupational benefits insurance through a simplified process. We have to be notified of the names of the beneficiaries during the insured’s lifetime. We recommend that persons living in a cohabiting partnership as well as anyone who has made provisions for an insured lump-sum payment on death or for an additional lump-sum death benefit should think about beneficiary arrangements.

What do I have to do?

Who is to receive the additionally insured lump-sum death benefits, and in what percentages, can be stipulated in a beneficiary’s declaration. In order to make beneficiary arrangements more flexible, you now have the option of apportioning the lump-sum death benefit percentage-wise to a specific group of persons independently of an existing partnership:

  • Group a: spouse/registered partner and children entitled to orphans’ pensions
  • Group b: companion in life (cohabiting partner) or the person responsible for the maintenance of joint children
  • Group c: other children
  • Group d: parents
  • Group e: siblings

Group a may now be combined with or ranked lower than other groups, and the lump-sum death benefit can be divided up proportionally within a group as you wish.

And how does that concern me?

At all events, it makes sense for cohabiting partners to think about beneficiary arrangements. That being said, married couples or registered partners should take note of important changes under the new rules: The spouse, registered partner or designated cohabiting partner is no longer automatically the sole beneficiary of the lump-sum death benefit. Without a beneficiary’s declaration, it will be divided proportionally between said partner and any children entitled to orphans’ pensions.

So when should I complete a (new) beneficiary’s declaration?

A beneficiary’s declaration form needs to be completed if you wish to diverge from the new standard, i.e. you do not want equal shares to be apportioned to your spouse and any children entitled to orphans’ pensions. If, for instance, your spouse is to receive the full lump-sum death benefit despite the presence of children entitled to orphans’ pensions, a beneficiary’ s declaration is required. The same applies if children entitled to orphans’ pensions as well as those with no pension entitlement (e.g. if they are older than 25 or in gainful employment) are to be factored in. This is naturally also the case if you have been living in a domestic/cohabiting partnership with your life partner for more than five years and the latter is to receive your full lump-sum death benefit. These examples are not exhaustive – Asga’s new policy is intended to take better account of more complex family and relationship structures.

Seize the opportunity to determine the proportional allocation yourself by completing a beneficiary’s declaration. We therefore recommend you review your personal situation even if you are married, living in a registered partnership or have already submitted a beneficiary’s declaration. Let us know how you envisage your beneficiary arrangements. We have put together further information for you here.

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How to stay voluntarily insured if you lose your job

Losing your job is always challenging. To protect older employees from the financial consequences of retirement, the Federal Government has created the option of voluntary continued insurance.

If your employer terminates your employment relationship after you have reached age 58, the option of voluntary continued insurance is available to you. The advantages? You remain protected against the risks of death and disability, you can continue making savings contributions and increase your retirement lump-sum capital, as well as profit from above-average interest.

As an insured, you have the option of at least continuing the risk insurance (disability and death) or additionally the retirement planning (savings process). The total contributions (employee and employer contributions) will be borne by you as the insured. The contributions break down as follows:

  • risk contribution
  • administrative fees
  • savings contribution (continued retirement planning)
  • any restructuring contributions in accordance with Art. 50, Sec. 3 of the Fund Regulation (employee contributions only)

To get a general idea of the annual costs, please consult your current insurance certificate. You will find the relevant amounts listed under the headings risk contribution, savings contribution and administrative costs.

Summary of key points:

  • Since 1 January 2021, any insured who loses their job after age 58 can opt to remain insured in the pension fund with no change in pension benefits.
  • Insureds have more scope when it comes to pension planning and can also draw their retirement lump-sum capital in the form of a pension on retirement.
  • Voluntary continued insurance can be terminated at any time and ends no later than on reaching retirement age or starting a new job.
  • Contributions must be voluntarily financed 100% by insureds.

For detailed information, please consult the following information sheet:

Please submit your application for voluntary continued insurance and for any changes using the following forms:

Also of interest

How our members share in our success

We are a cooperative. That means every Swiss franc of profit we make stays within the organisation, meaning everyone benefits – active members and pensioners alike.

Our role is to produce outstanding results from your occupational benefits insurance. In other words: If we achieve our objectives, our members will benefit. The simplest way we do that is through interest on the retirement savings capital of active insureds. The minimum interest rate is set by the Federal Council, but we aim to offer more. That’s why we enable active  insureds to benefit from Asga’s success through a predefined mechanism. How does it work? We start by looking at the funded status: For example, if at the end of November the funded status was between 100% and 115% (including BVG minimum interest rate), the Board of Directors decides on any additional interest on the retirement savings capital of active members. If the funded status was between 115% and 116%, Asga pays an interest rate of 2.75%. The higher the funded status, the greater the participation of active members in our profit, which we generate chiefly through developments on the financial markets. If, for example, the funded status is 120%, an interest rate of 4% is applied. This mechanism can be abandoned by a resolution of the Board of Directors , for example in the event of a change in the structure of the insureds portfolio, or circumstances on the financial markets. Using this clearly formulated model, we also aim to correct some of the systemic unequal treatment between pensioners and active insureds (i.e. excessive interest rate on retirement savings capital of pensioners and associated potential transfer payments, i.e. conversion losses).

Pensioners benefit too

If the occupational benefits institution is performing well, we ensure that our pensioners benefit as well as our active members . The additional funds are distributed to pensioners  in the form of a 13th monthly pension payment. This pension is paid as soon as the interest rate on the retirement savings capital of active members exceeds the given interest rate implied by the conversion rate (CR). The additional pension is paid on an individual basis, depending on the respective CR for the pensioner at retirement as well as the funded status (example: if the funded status is greater than 121%, a 13th monthly pension payment is granted). The lower the CR and higher the funded status, the more likely it is that pensioners will enjoy a 13th monthly pension payment. Thus a higher funded status should benefit not only active members but also pensioners.

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