Frequently asked questions.
Two perspectives, so you find the answers relevant to you right away.
What sets you apart from my bank or insurer?
We are unaffiliated and do not sell a single product. Instead of a policy or a loan, you get a strategy that brings all your company’s financial topics together — objectively and transparently.
Are the benefit models audit-proof?
Yes. We implement benefits within the applicable tax and social security rules and coordinate the implementation with your tax advisor. This includes supplementary employment-law agreements, the involvement of legal teams, and binding rulings from the competent tax offices.
What does the first assessment cost?
The first conversation and potential assessment are free of charge and non-binding. Only when we jointly see a benefit do we talk about implementation.
How much effort is the rollout for my team?
Low. We handle analysis, design and rollout, and connect the benefits to common payroll systems. Your team keeps the overview without much extra work. With good cooperation, onboarding can be completed within two weeks.
From what company size is it worthwhile?
We mainly work with companies of 10 to 500 or more employees. Even smaller teams see a tangible net benefit — with larger ones, the effect scales accordingly.
How are the benefits administered and paid out?
The childcare and internet subsidies are paid out with the salary; an annual proof of nursery fees or internet costs is required. The job ticket is also paid out with the salary or booked directly by the employer. The recreation allowance is paid via payroll with proof of vacation. Company health insurance runs through a separate membership with a health insurer.
How is the company pension structured contractually — and which documents are issued?
The employer is the policyholder and pays the contributions to the insurer. The employee is the insured person and beneficiary, and receives a policy document from the employer. Once a year, a status report informs about the contract’s development.
How do I use the benefit in kind via the credit card?
The benefit in kind can be used via a credit card — for example within the postcode area of the company or of the employees.
The following questions concern the company pension (bAV) in the form of salary conversion or mixed financing via direct insurance or a pension fund under Sec. 3 no. 63 EStG.
What happens during long sick leave, parental leave or a sabbatical?
During unpaid periods, the employer typically doesn’t pay contributions (the pension scheme rules apply); the contract’s benefits reduce accordingly. Full coverage can be maintained by continuing contributions from your own funds — as governed by your deferred compensation agreement or scheme rules.
Can I increase or reduce my contributions?
Yes — at any time in agreement with your employer, by amending the salary conversion agreement. Reduction to zero (contribution pause) is possible; benefits are adjusted accordingly. Tax benefits apply up to the legal maximum.
What happens when I leave the company?
Contributions from salary conversion are fully vested from day one. The contract can be paused or continued — when changing jobs, by you or by your new employer (statutory deadlines apply). During unemployment, the contract is usually paused; if you receive citizen’s income, the surrender values — unlike private assets — are protected from the state and other creditors.
What happens if the employer becomes insolvent?
The direct insurance from salary conversion is fully protected against insolvency. It is separated from the insolvency estate and transferred to you. You can continue it with your next employer or privately.
Can the pension be used as collateral, assigned or cancelled early?
No. The pension cannot be assigned, pledged or used as collateral — neither by the employer nor the employee. Cancellation by the employee is not possible. Without further contributions, the contract continues contribution-free; benefits are available from age 62.
Annuity or lump sum — what do I receive at retirement?
By default, the accumulated capital provides a lifelong annuity. If your tariff includes a lump-sum option, you may instead choose a full or partial payout — usually from one year before retirement at the earliest. Benefits can be drawn when you enter statutory retirement, from age 62 at the earliest. Payouts are subject to deferred taxation (Sec. 22 no. 5 EStG) — usually at a significantly lower rate than today. Retirees insured in the statutory pensioners’ health insurance pay the full health insurance rate on bAV benefits; for lump sums, one-120th of the amount counts as monthly income subject to contributions for up to 10 years. An allowance applies for health insurance and a threshold for long-term care insurance (Sec. 226 SGB V).
How does salary conversion affect social security?
Salary conversion reduces the assessment base for statutory social security benefits (pension, health, care, unemployment and accident insurance) and possibly other benefits such as parental allowance — later benefits may be correspondingly lower. For voluntarily insured employees, salary conversion can also trigger renewed compulsory membership in statutory health and care insurance.
What happens in the event of death?
If death occurs during the savings phase, the death benefit stated in the offer is paid to eligible survivors. During the payout phase — if a guaranteed annuity period was agreed — the pension continues to eligible survivors until the end of that period. Details are governed by the pension commitment.
Who can receive benefits in the event of death?
As a rule, the revocable beneficiaries are, in this order: spouse or registered partner · children eligible for child benefit (Sec. 32 EStG) · a named life partner (marriage-like partnership with the same primary residence). If there is no eligible survivor, a death grant of up to €8,000 is paid.
What costs do I incur?
Acquisition and administration costs are not billed separately — they are factored into the ongoing premiums. All costs are fully disclosed in the insurer’s offer.