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Movement on automatic enrolment welcome but sustained momentum needed to meet ambitious timeline Close adherence to timeline required to ensure passage of legislation and establishment of Central Processing Authority (CPA) achieved without delay €1 for €3 model should be withdrawn and existing, well-established model of tax relief for contributions should apply  29 March 2022: Today’s launch by Minister for Social Protection, Heather Humphreys T.D. of Ireland’s long-awaited automatic enrolment pension scheme is positive news, but Chartered Accountants Ireland has noted the ambitious timeline and cautioned that legislative hurdles, the tendering process, and the establishment of the CPA must progress at pace.    The largest professional accountancy body on the island of Ireland made the comments in response to confirmation by Government today that an automatic enrolment pension scheme for workers will be introduced in January 2024.    Commenting, Cróna Clohisey, Tax and Public Policy Lead with Chartered Accountants Ireland said: “While today’s announcement is welcome given the pension crisis facing us, the timeline is ambitious to say the least. A significant amount of work needs to be done not just to develop the legislation underpinning the scheme, but also to finalise its design and to establish the various mechanisms that will be required for it to function.     “Employers will also need sufficient time to plan and budget for its introduction. Payroll service providers tell us that a lead-in time of at least 18 months would be required to properly develop, test, and deploy a fully operational system. As the legislation progresses, the Government must work closely with businesses to advise and help them prepare for the introduction of automatic enrolment.”   Over 90 percent of respondents to a 2021 survey by the Institute supported the introduction of automatic enrolment, a scheme by which workers would automatically be enrolled in a pension scheme by their employers, and both employers and employees as well as the State would contribute to the pension fund. Chartered Accountants Ireland has also called for the existing model for tax relief at both standard and marginal rates for pension contributions to apply to automatic enrolment. It calls for the proposal to introduce a second model, whereby the State contributes €1 for every €3 paid in by an employee, to be withdrawn.  Ms Clohisey continued: “One of the issues that remains unclear is how the existing and well-established model for tax relief at both standard and marginal rates for pension contributions will sit alongside the €1 for €3 State model that is planned for automatic enrolment. The operation of essentially two tax systems between auto-enrolment and private pension schemes will cause needless tax arbitrage and confusion within the market. We are therefore calling for the existing model of tax relief to apply to automatic enrolment and for the proposed State model to be abolished.”   ENDS For more information Jill Farrelly PR & Communications Manager Chartered Accountants Ireland     

Persistently low coverage a major challenge for state Receding pandemic is opportunity to progress recommendations of Commission on Pensions  Increasing private coverage via auto enrolment is only way to safeguard state pension     27 January 2022 – CSO statistics published this morning showing that a third of workers do not have pension coverage outside of the state pension must prompt renewed momentum towards auto enrolment, according to Chartered Accountants Ireland. The largest professional accountancy body on the island of Ireland highlighted again the pressure on the viability of the state pension, amid continued delays to pension reform.  The Institute, which represents over 30,000 members noted the window of opportunity, as the pandemic recedes in Ireland, to lay the groundwork for the introduction of auto enrolment, which would see employees automatically enrolled in a pension scheme by their employers.  Commenting, Tax and Public Policy Lead with Chartered Accountants Ireland, Cróna Clohisey said: “One third of workers remain without private pension provision and will be reliant on the state pension. Of employees with no supplementary pension cover, 45% stated that they have never gotten around to organising it or will organise it at a future date, which highlights that the issue isn’t going to be resolved without significant action by the government.    “We have long argued that the sustainability of the State Pension cannot be addressed without parallel reforms to increase private pension coverage. We welcomed last year’s recommendations by the Commission on Pensions including the need for a long-term strategy on state pension reform, delaying any increases to the State Pension Age until 2028, abolishing mandatory retirement ages and introducing automatic enrolment.”     The government is due to make further decisions on the Commission’s proposals this March, with auto enrolment potentially being introduced in late 2023. The Institute notes the time that is required to build such a system and the need for employers to have sufficient time to prepare for such changes.  Clohisey noted: “A clear road map from government will allow the necessary consultation with employers and business groups to progress. One of the many issues that remains unclear is whether the existing and well-established model for tax relief at both standard and marginal rates for pension contributions should apply to auto-enrolment. In its absence, the operation of two tax systems between auto enrolment and private pension schemes will cause needless tax arbitrage and confusion within the market.”   Further detail on pension reform can be found in Chartered Accountants Ireland’s (under the auspices of the CCAB-I) recent submission to the Commission on Taxation and Welfare.  ENDS   For more information Jill Farrelly PR & Communications Manager Chartered Accountants Ireland     

Many trustees are planning to ensure that their occupational pension schemes will fully comply with IORP II regulations by the end of 2022. Munro O’Dywer explains how companies, as sponsors, should use the remainder of 2021 to strategically assess their existing pension value proposition and determine if they should consider a different approach. Pensions represent a significant component of the employee benefit value proposition. However, employees often do not see the actual value in their pension arrangements due to their inherent long-term nature. Those companies who can convey the value of their pension structures to their employees, both in the short- and longer-term, will drive increased loyalty. But what does value mean in the context of the pension scheme for the employee? This should not simply be viewed as the level of employer contributions being made. Adequate contributions are only a small part of the overall retirement planning jigsaw. Other aspects that should come into consideration include: scheme participation; investment options; investment performance; charges; member outcomes at retirement; member support to make optimal decisions; and the use of technology. The changing needs of employees Delivering a pension scheme that meets the needs of all five generations that exist in today’s workplace is by no means easy. Each generation has its own set of preferences. In addition, many will have different pension makeups (e.g. defined benefit only; a mix of defined benefit and defined contribution; and defined contribution only). Defined contribution pension schemes are becoming the norm. There is a greater focus on the adequacy of retirement savings and broader financial wellness. Employees can also have multiple pension sources, potentially across different countries. This creates added personal portability and taxation challenges. Furthermore, how employees expect to be supported on their retirement savings journey varies. There are different preferences around communication channels and the level of support (self-guided, group, or one-to-one). Achieving the right mix of pension components – structure, contributions, employee support and communications etc. – to maximise their effectiveness for all employees is more critical than ever. The market evolution In the same way generational needs and preferences differ, the pension providers, their propositions and the regulatory and taxation environment in which they operate continue to evolve. Operational changes, technology enhancements, investment thinking, and member engagement innovations are only some of the areas providers continue to adapt to, each of which has a knock-on impact on costs. For companies, it is essential to benchmark existing structures relative to the broader market. This will likely become a feature of the new regulatory regime, as outlined in the draft Code of Practice. The impact of the new regulatory regime The past ways of governing and managing trust-based pension schemes are expected to change under IORP II regulations. There will be a greater focus on risk management, value for members, and the ongoing monitoring of outsourced arrangements. As well as the culture and the ability of the trustees to look after member interests, risk, time and cost will increase when it comes to operating a single trust-based pension scheme. Many pension schemes can spend a disproportionate amount of time on regulatory compliance. This can come at the expense of those aspects that are likely to be valued higher by employees. This imbalance has the potential to be heightened by the new regulations. Areas include the adequacy of contributions, achieving strong investment returns, and making the right decisions at the right times before, at, and after retirement. What employers should consider before 2022 Companies have until the end of 2022 to be compliant with the new regulations. 2022 will be a year of pension changes. Companies need to ensure that their changes in 2022 are well considered in the context of the broader pension value proposition and look to enhance, rather than diminish, it. An effective way for companies to use the remainder of 2021 is as follows: Document your existing pension value proposition for employees (benefits/costs) Companies should document all benefits that employees receive from the pension scheme (e.g. employer contribution, tax relief, strong governance, investment options, help and support etc.) and the associated costs. Understand your employee needs and how these will evolve The next stage is to consider your employees and their particular needs. This will help companies understand if the employees’ views on what is valuable to them about their pension scheme are consistent with the benefits/costs documented and, if not, where the gaps lie. Consider the impact of the new regulatory regime IORP II regulations will mean more time and cost spent on regulatory compliance. This could affect the employee pension value proposition, where the elements most valued are neglected due to regulatory pressures. Consider how the existing proposition can be adapted or modified Companies should explore alternative pension structures (e.g. consolidation of pension schemes or master trusts), which will help mitigate the regulatory impact but where the employee pension value proposition remains intact or is indeed enhanced. Munro O’Dwyer is Pension Partner at PwC.

The following document provides a brief outline of retirement benefit measures contained in the Finance Bill that were not announced as part of Budget 2022.

The Irish Government has published the Report of the Commission on Pensions which puts forward a number of proposals to address the sustainability of the State Pension. Many of the recommendations put forward by the Institute to the Commission form part of the proposals including the need for a coherent long-term strategy on State Pension reform, delaying any increases to the State Pension Age until 2028 in order to give workers time to plan for their retirement, abolishing mandatory retirement ages and introducing automatic enrolment as soon as possible.   Overall, the Commission recommends that any of the proposals that are progressed by Government are subject to further gender, equality and poverty proofing. The Commission also emphasised the need for “enhanced transparency and recommends ongoing communication relating to State pension reform to secure public understanding of the importance of sustainability, certainty and poverty prevention.” A summary of the recommendations is provided below. State Pension Age 10 of the 11 members of the Pension Commission recommended a gradual incremental increase in the State Pension age by three months each year commencing in 2028, reaching 67 in 2031 (10 years from now), with further increases of three months every second year reaching 68 in 2039. Retirement Age Retirement ages in employment contracts should be aligned with the State Pension age, by introducing legislation that allows but does not compel an employee to stay in employment until State Pension age.  More generally, an employer would not be able to set a compulsory retirement age below the State Pension age. Flexible Access The Commission recommends that a person may choose to defer access to the State Pension up to age 70, and receive a cost neutral actuarial increase in their State Pension payment. The Commission also recommends that a person can continue to pay PRSI contributions past State Pension age at their existing PRSI contribution rate (employees, employers and the self-employed) to improve their social insurance record for State Pension Contributory purposes. The Commission also views it worthwhile in recognising long PRSI contribution histories by including a provision whereby those who choose to retire at 65, and have a long Total Contributions (TCA) record of 45 years, may receive a full pension. Financing the State Pension The Social Insurance Fund should continue to be financed on a pay as you go basis, and there should be a separate account in the SIF for State Pensions in order to provide transparency and the Fund’s ability to meet its commitments on an ongoing basis. Annual Exchequer contributions to the ‘State Pension’ account of the SIF should be made rather than relying on Exchequer subventions only when the SIF is in deficit. PRSI recommendations Maintaining the exemption from PRSI on all social welfare payments Removing the exemption from PRSI for those aged 66 years or over - the Commission recommends that all those over State Pension age should pay PRSI on a solidarity basis (Class K) on all income currently subject to PRSI Removing the exemption to pay PRSI on supplementary pension income (occupational and personal pensions, and public sector pensions). Increasing self-employed PRSI from 4 percent to 10 percent gradually and in the medium term, Class S PRSI rate should be set at the higher rate of Class A employer PRSI (currently 11.05 percent). Not increasing employers and employees PRSI until after 2030. After than the rate would increase by 1.35 percent by 2040.  Payment rate The Commission endorses the principle of benchmarking and indexation of State Pension payments and supports the establishment of an independent standing body to advise the Government on pension rates of payment Total Contributions Approach v Yearly Average The Commission recommends that the full transition to a Total Contributions Approach and the abolition of the Yearly Average approach to calculating entitlement to the State Pension Contributory rate of payment should be implemented as soon as possible, pending the passage of necessary legislation and IT system changes. Since 2019, both calculation methods have been in operation with the better rate from the two methods awarded. However, this has caused anomalies and unfairness in the system where people with fewer contributions can still qualify for further high levels of payment. Therefore, the Commission recommends that for those who are better off under the Yearly Average approach, a phased transition to the TCA approach should apply gradually over a 10-year period. Long-term carers Long-term carers are defined as carers who have been caring for more than 20 years. The Commission recommends that they should be given access to the State Pension Contributory by having retrospective contributions paid for them by the Exchequer when approaching pension age for any gaps in their contribution history from caring.   Increasing private pension coverage The Commission also endorses the early introduction of an auto enrolment pension savings system, to improve retirement income adequacy for future pensioners.  

This week’s call by the Commission on Pensions for the early introduction of an auto-enrolment pension savings scheme is an important reminder of the scale of the challenge of pension provision in the coming decades in Ireland, according to Chartered Accountants Ireland. The proposal was part of a series of recommendations set out by the Commission on Pensions following their examination of the sustainability of the State Pension. A survey this year of some of Chartered Accountants Ireland’s 30,000 members, recorded 93 percent support for the introduction of auto enrolment, a scheme under which workers would automatically be enrolled in a pension scheme, with contributions by employers, employees, and the state. In February 2021, the Government announced that its introduction would be delayed until at least 2023. Commenting, Cróna Clohisey, Public Policy Lead with Chartered Accountants Ireland said: “It has been our position for years now that reforms to enhance the sustainability of the State Pension cannot take place without parallel reforms to increase private pension coverage in Ireland, which at the moment is around 60 percent. The scale of the pension funding problem will only grow unless more workers start to save for a pension.  “Starting the lengthy process of introducing auto-enrolment as a matter of urgency is the obvious answer to what is already a huge problem. This scheme will incentivise people to save and that in turn will reduce the reliance on the State Pension and therefore enhance its sustainability.” When it comes to the State Pension age, the Commission recommends gradual incremental increases of three months each year starting in 2028, reaching 67 in 2031, with further increases of three months every second year reaching 68 in 2039.  Commenting Ms Clohisey said: “Minister Humphrey has stated that the Government will not make a decision on these proposals until March 2022, and while we understand the widespread impact that these proposals would have, the further delay is regrettable. Based on the State’s history of addressing pensions policy, by the time any changes are implemented, we fear that 2028 will not be very far away.   “Workers approaching State Pension age, many of whom will have already worked for in excess of 40 years, deserve clarity on what age they can become entitled to the State Pension so that they can plan for their retirement. Therefore, we are urging the Government to expediate decision making on the State Pension Age in particular.” The Commission on Pensions’ recommendations also contained proposals to abolish mandatory retirement and allow workers to continue in employment until they reach State Pension Age if that is what they wish to do, a proposal welcomed by Chartered Accountants Ireland.  Commenting Ms Clohisey said: “Increasing the State Pension age without also addressing the issue of contractual retirement ages will also put pressure on the State’s finances as many workers have to bridge the gap to the State Pension by availing of the Benefit Payment for 65-year-olds. The Commission’s recommendation to align retirement ages in employment contracts with the State Pension age will help bridge this gap but for those who wish to retire at 65 years however, the State Benefit Payment for these individuals should continue.”  

Director of Advocacy and Voice, Dr Brian Keegan spoke on RTE's Morning Ireland in relation to the choices facing the Irish Government on the sustainability of the State Pension ahead of Budget 2022. Listen here.  

The Minister for Finance, Paschal Donohoe TD, published a report Population Ageing and the Public Finances in Ireland highlighting the likely economic and budgetary impacts of Ireland’s rapidly aging population over the coming decade and how reform is “absolutely necessary”.  The report notes the demand for demographically sensitive public expenditure such as health and pensions grow, with significant costs for the State.   Significant structural reforms are detailed as being “absolutely necessary” to meet the costs associated with population ageing in the Minister’s press release. Analysis in the report suggests that without structural reform, a large deficit will emerge, and the debt ratio will move onto an unsustainable path. The report suggests reforms such as linking the State pension age to life expectancy could significantly reduce the cost burden. The window of opportunity to address the budgetary implications of Ireland’s pension provision is said to be rapidly closing, and any delay will inevitably raise the fiscal cost of population ageing. For more information see the summary on the report.

Applications for tax approval of a pension scheme should be submitted electronically to Revenue through MyEnquiries, as per the update to paragraph 1 of Revenue’s Pensions Tax and Duty Manual Chapter 18, dealing with Pension Scheme Approval - Administrative Matters. See Revenue eBrief No. 156/21 for further details. 

The Institute wrote to Tánaiste Leo Varadkar recommending that in order to avoid confusion and tax arbitrage within the market, the current model for tax relief for pension contributions should be applied to automatic enrolment and the proposal to apply a specific State incentive model should be abolished.  We also called for a reasonable timeline for the introduction of automatic enrolment to be published immediately to give businesses and payroll operators time to develop and deploy an operational system.   Read the letter    

  The Institute has written to Tánaiste Leo Varadkar this week asking his Department to consider applying the current tax relief system to auto-enrolment and also to consider the timeline for auto-enrolment’s introduction.

With the retirement and investment market facing a period of significant change, Aon’s Betty O’Reilly assesses the shift towards impact investing and what it means for investment managers and pension fund trustees. Responsible investment, the strategy and practice of incorporating environmental, social and governance (ESG) factors in investment decisions, has come to the fore in recent years. But it is by no means an entirely new development. “It’s been there for a long time,” says Betty O’Reilly, Senior Investment Consultant at Aon. “It started out as ethical investment many years ago. This involves the exclusion of companies that engage in the sale of tobacco, alcohol, controversial weapons and so on from investment choices.” Climate change has brought new energy to these issues, and the conversation and approach have moved on from beliefs-based investing, of the old ethical style, to one of risk management. The EU has also put its weight behind it and has taken several steps to encourage investors and other financial markets participants, including pension funds, to act responsibly. Of course, investment managers and pension fund trustees have a duty to seek the best returns possible for investors and members, and questions have been raised regarding the efficacy of responsible investment. “There have been a number of studies looking at the return on responsible investment funds versus the traditional approach,” says O’Reilly. “The data from those studies certainly show that the approach doesn’t do any harm. The funds are not just investing in companies doing good things in relation to climate change and other factors, but in good, well-managed companies that are carrying out their activities in a responsible way.” According to O’Reilly, three particular pieces of European regulation are driving ESG factors to the top of the investment agenda. “The key one for pension funds is the IORP II directive,” she says. The EU adopted the second directive on the activities and supervision of Institutions for Occupational Retirement Provision (IORP II) in 2016. It introduces several new requirements for Irish occupational pension schemes covering governance and risk management, member communication requirements, and other areas. “Ireland is the last country in the EU to convert the Directive into local regulation,” says O’Reilly. “We are now quite late, but the Pensions Authority says it will be done soon. The Directive requires pension schemes to disclose how they take ESG factors into account in their investment strategy and to consider ESG risk when making investments.” The second regulatory requirement is the EU Shareholders Rights Directive II (SRD II), which sets out to strengthen the position of shareholders and ensure that decisions are made for the long-term stability of a company. It requires institutional investors and asset managers to be transparent about how they invest and how they engage with the investee companies. The aim is to encourage investors to adopt a more long-term focus in their investment strategies and consider social and environmental issues. The directive adopts a ‘comply or explain’ approach. If an investor decides not to comply with the rules, they need to explain why not. “It’s already enacted and requires investing entities to state publicly how they are making their decisions regarding climate and other factors,” she adds. Then there is the EU Sustainable Finance Disclosure Regulation, which came into force on 10 March 2021. This introduces new disclosure obligations on financial market participants and financial advisers to integrate ESG factors into their investment and risk management processes. The Disclosure Regulation is aligned with other parts of the legislative package, including the Taxonomy Regulation, which establishes an EU-wide classification system to provide businesses and investors with a common language to identify to what degree economic activities can be considered environmentally sustainable. Draft guidelines on the Disclosure Regulation have been produced, but it is not clear how rapidly it will be implemented. “Pension schemes and investment managers are affected by this regulation. It will be supervised by the Central Bank, which will require statements on sustainability in relation to investment products and strategies. It will make sure that investors are not just paying lip service to ESG. If you’re not actually doing something, you will have to say why not.” The regulations apply to investment firms, investment products and financial advisers as well as to pension schemes. They will have to declare reasons for investing the way they do publicly, and there can be a reputational issue if they are not seen to engage in responsible investing. Regulation isn’t the only driver. “There is also pressure coming from pension scheme members,” she notes. “Defined contribution pension scheme members may request particular funds. Our global research shows an increased focus on responsible investing on the part of pension scheme members.”  And ESG doesn’t begin and end with climate change. “ESG is about the environment, social and governance,” O’Reilly emphasises. “The environmental factor encompasses climate risks, biodiversity, resource scarcity, and that’s what’s exercising most people’s attention at the moment. The social dimension covers business relationships, labour practices, communities, and overall social impact. Governance factors include how boards are structured, how companies meet the needs of shareholders, business ethics and so on. Investment managers and consultants like Aon now take all of these factors into account.” Aon prides itself on leading the way in this regard and is the first global professional services firm to sign up to the Principles for Responsible Investment network. It is a United Nations-supported international network of investors that works to implement a voluntary and aspirational set of investment principles and actions to incorporate ESG issues into investment practice. Aon is also a member of The Investment Leaders Group (ILG), a global network of pension funds, insurers and asset managers committed to advancing the practice of responsible investment. Facilitated by the University of Cambridge Institute for Sustainability Leadership (CISL) and supported by academics at the University of Cambridge and elsewhere, the ILG holds a unique position at the intersection between academic research and cutting-edge corporate leadership. Aon’s clients benefit from the work of the ILG. “We have developed a methodology to help clients understand responsible investing and develop their own policies in relation to it. We also advise clients on how to incorporate ESG factors into their investment strategies. For our fiduciary clients, we have incorporated ESG factors into the Aon funds. For example, the default investment strategy for participants in the Aon Ireland MasterTrust includes climate change and social responsibility factors in the equity allocation. We are also about to bring an impact investing fund to the Irish market. This takes a gold star approach to ESG investment, which aligns with the UN Sustainable Development Goals by selecting managers who invest only in companies that achieve positive, measurable social and environmental outcomes alongside competitive financial returns.” ESG and responsible investing will continue to grow in importance, O’Reilly believes. “The climate change issue will intensify, so it’s important for pension schemes to become compliant with the new regulations. But many will rightly go further and embrace these issues more holistically in their investment decisions. We are helping clients work their way through that. Also, some studies show that the best ESG performers have outperformed the best non-ESG. There is now a range of low-cost passive ESG equity funds investors can select, for example. It has been interesting to see how impact investing has become more and more popular, and we expect this will continue to be the case.” Betty O’Reilly is Senior Investment Consultant at Aon.

The response is based on the feedback provided by members in a survey conducted in February and March 2021 where our members raised concerns about the sustainability of the current State Pension, and the requirement for clear and coherent government pensions strategy with adequate lead-in time for any changes to allow workers to plan for the long-term.  The Institute’s response focused on 4 key areas:  The Government must set out a clear, consistent long-term strategy, particularly in terms of future State Pension Age increases, and any significant changes should be communicated 10 years in advance. Reform to the State Pension Age cannot take place without commitment and action to increase private pension coverage. Automatic enrolment should be introduced in Ireland for private sector workers. Mandatory retirement in employment contracts should be abolished to afford workers the choice to work or retire. The Benefit Payment for 65-year-olds should continue for those retiring at 65 years of age until they reach State Pension Age. The four-week public consultation process  was launched in February to examine how Ireland's State Pension system can be funded in the future on a fiscally and socially sustainable basis. We would like to thank those who contributed to the survey and for comments provided by members. The Pensions Commission is due to report on its work, findings, options and recommendations to the Government by 30 June 2021. We will keep readers posted of developments. Read our response. 

  In this week’s Public Policy news, read about developments on the future of the Irish State pension, a consultation process on Ireland’s National Recovery and Resilience Plan, and the UK government’s plans to fund businesses across the UK to improve the efficiency of their industrial processes and reduce energy demand. Public consultation launched on future of State pension Pensions were in the news this week, with the Commission on Pensions in Ireland launching a four-week public consultation process on the future of State pensions to ensure that the national pension system can be funded in the future on a fiscally and socially sustainable basis. The Irish Government announced this week that it will delay until at least 2023 the introduction of auto-enrolment, the scheme intended to address the sole reliance by almost 40 percent of workers in the private sector on the state pension to fund their retirement. This announcement was made despite figures released by the CSO showing once again the scale of the pensions challenge facing Ireland. These figures, which show estimate of pension liabilities from 2018, are summarised below: Irish pension schemes had liabilities of €607.9 billion at the end of 2018 State pension schemes account for 59% (€360bn) of the total liability Private pension schemes equated to 21% of the total liability (€99.1bn) The liabilities equate to 186% cent of Irish GDP at that time, compared to 167% when figures were last released for 2015. Commenting for Chartered Accountants Ireland's Public Policy Lead, Cróna Clohisey said: “The lack of private pension provision has been on the agenda of various governments in Ireland over the past 20 years and the only solution the State has given serious consideration is to make people work longer. This approach is simply unsustainable.” Commenting further, Clohisey said that it was not surprising that auto-enrolment has been put on hold, but that the lack of private pension funding isn’t going to be solved without significant action by the Government. The Institute plans to respond to the public consultation on State Pensions and would welcome any comments from members.  These can be emailed to publicpolicy@charteredaccountants.ie. We will continue to monitor developments and bring updates to members. Consultation process opens for Ireland’s National Recovery and Resilience Plan The Minister for Public Expenditure and Reform, Michael McGrath TD has announced a consultation process, which will run until the 22 February, on the development of the National Recovery and Resilience Plan (NRRP) for approval by the EU. This plan will enable Ireland to access funding under the EU’s Recovery and Resilience Facility (RRF), under which Ireland is expected to receive €853 million in grants in 2021, 2022 and, potentially, 2023. The plan is to include reforms and investments to be supported by the RRF that seek to address challenges identified in the relevant Country Specific Recommendations (CSRs) received by Ireland in 2019 and 2020, which arise as part of the European Semester process.  The Minister for Public Expenditure and Reform, Michael McGrath TD has announced a consultation process, which will run until the 22 February, on the development of the National Recovery and Resilience Plan (NRRP) for approval by the EU. This plan will enable Ireland to access funding under the EU’s Recovery and Resilience Facility (RRF), under which Ireland is expected to receive €853 million in grants in 2021, 2022 and, potentially, 2023. The plan is to include reforms and investments to be supported by the RRF that seek to address challenges identified in the relevant Country Specific Recommendations (CSRs) received by Ireland in 2019 and 2020, which arise as part of the European Semester process.  Ireland’s National Reform Programme in 2021 will be integrated into our National Recovery and Resilience Plan and will have a particular focus on green and digital transition, as well as supporting economic recovery and job creation. UK governments to fund heavy industries’ reduction of carbon emissions and energy bills The UK government has this week announced that a total of £289 million will be made available in funding until 2024 to support the government’s mission to ‘build back greener’ from the COVID-19 pandemic impact and support heavy industry as the UK transitions to a low-carbon economy. The grants will be available across England, Wales and Northern Ireland to enable businesses to use new technology to improve the efficiency of industrial processes and reduce energy demand. Grants  will be made available to businesses in energy-intensive sectors, including pharmaceuticals, steel, paper and food and drink through the government’s Industrial Energy Transformation Fund (IETF). The new minimum grant amount of £100,000 for deployment projects is to allow more flexibility for small businesses to receive funding. Applications may be made from Monday 8 March until Wednesday 14 July. Find out more about funding here.   Read all our updates on our Public Policy web centre

Simon Shirley examines the recent report from the Interdepartmental Pensions Reform and Taxations Group and what it means for pension reform down the line. In 2018, the Irish government published A Roadmap for Pensions Reform 2018–2023, in respect of a proposed five-year plan for comprehensive reform of the state and private (or ‘supplementary’) pension systems. A key aim of the Roadmap is to promote long-term pension saving to address income adequacy in retirement. The Interdepartmental Pensions Reform and Taxations Group (IDPRTG) – chaired by the Department of Finance and includes representatives from the Department of Public Expenditure and Reform, the Department of Social Protection, Revenue, and the Pensions Authority – was established to carry out several tasks set out in the Roadmap, namely: proposals aimed at simplifying and harmonising the supplementary pension landscape; an assessment of the cost of State support for pension savings; and a review of the Approved Retirement Fund (ARF) structure. The group engaged in a public consultation process and received submissions from various stakeholders, including pension/life insurance companies, trustees, lawyers, advisors/brokers, investment managers, and private individuals. In recent weeks, it published a report on some of its work-to-date. This report has been broadly welcomed by the private pensions industry and contains positive and practical steps. The report contains several proposals to reform and simplify the existing supplementary pension system, i.e. the system that is relevant to most of us working in the private sector who have pension plans. This system consists of two pillars, broadly summarised as follows: Employer-arranged pension plans, known as occupational pension schemes. These are provided by employers for employees and are arranged on a “group” basis (i.e. for more than one employee and are the most common arrangements for employees in the private sector), or on an “individual” basis (i.e. for one employee only and are typically used by company owners and key executives). Individual plans, which are typically used by self-employed sole traders/partners, employees in non-pensionable employment, and employees who are changing/leaving employment. While many of the proposals make sense at a technical level, at the end of the day, many of us will always require advice on saving for our retirement, irrespective of the number of products, rules, options, etc., that are available.  As professional pension advisors/brokers, we are at the coalface of the system. For decades we have been advising employers, and individuals from all walks of life, from late teens to 90s, whether starting out or in retirement, whether running their own business to working for a multinational, on planning for retirement and planning in retirement. No matter how many technical groups are assembled, reports published, public consultations undertaken, etc., the fact remains that adequately planning for retirement will remain challenging for many of us, as we are programmed to engage more with short- to medium-term matters, rather than long-term issues and requirements. While the current system does have anomalies and inconsistencies, some of these wrinkles can often lead to improved outcomes for individuals, and can actually improve the attractiveness of saving for retirement, in conjunction with appropriate advice. I welcome that the report acknowledges the need for advice and states: “The need for independent financial advice in the lead up to, at the point of, and during retirement is widely accepted. Improving the availability of appropriate advice for pension savers received significant support in the consultation responses.” However, the danger in this process could be that the need for advice ends up being a footnote rather than being front and centre, given the various perspectives, experiences, and interests of the large stakeholders (i.e. the government, relevant state bodes, pension/life insurance companies, etc.).  Pension and retirement planning is a very personal experience, and a simplified one-size-fits-all solution may not always be in the best of interests of citizens, who tend to have very varied personal and financial backgrounds, objectives and expectations. To assist the large stakeholders in this process, the voice of the experienced professional advisor (through representative groups such as Chartered Accountants Ireland and Brokers Ireland) should be a key influencer in any changes to be made.  So far, I have been impressed overall by the preparatory work done by the government and the state bodies in recent years – however, effective ongoing communication and practical implementation of the reforms/changes to be made will be the ultimate litmus test. Simon Shirley is the Founder of Simon Shirley Advisors. He is the author of the new book, A Practical Guide to Pensions and Life Insurance, from Chartered Accountants Ireland.

A renewed commitment must be made by government to the long-awaited reform of Ireland’s pension system in 2021, according to Chartered Accountants Ireland. The Institute’s comments come as legislation was debated in the Dáil last night, halting the increase in the State pension age to 67.   This legislation ensures that the State pension age remains at 66 until the work of the Pensions Commission concludes, which is expected by the end of June 2021. This comes a week after the Irish Fiscal Advisory Council (IFAC) estimated that the additional cost of providing for new pensioners (public sector and social welfare recipients), will be €370m a year between 2021 and 2025.   Commenting, Cróna Clohisey, Public Policy Lead, Chartered Accountants Ireland said  “Understandably, pension reform slipped off the agenda in 2020. A global pandemic and the conclusion of the Brexit transition period have dominated the minds of policymakers and preoccupied businesses simply trying to stay afloat.  “The need for pension reform has not dissipated though, and as we move into 2021, and economic forecasts start to look slightly brighter, attention must return to it. Political minds today are focused on the state pension age, but the reality is that the state pension in its current form may not even be sustainable in the decades to come.   “A long-term, consistent approach is needed from government, one that will be adhered to and from which we will start to see a sustainable system of retirement planning emerge in Ireland.  The work of the Pensions Commission must result in a clear policy on the State pension age. Workers planning or approaching their retirement need reassurance and greater certainty on this issue so that they can plan adequately and responsibly.  “The figures are already failing to add up, in that the numbers of workers to support those retired is on a downward trajectory, and this needs to be addressed in a sustainable way in 2021.”  Chartered Accountants Ireland made this call to action today as it launched a new publication on retirement planning, A Practical Guide to Pensions and Life Insurance. The publication provides accountants, tax advisors and other financial advisors who provide financial planning advice with a practical resource to help individuals and businesses plan for retirement.   Commenting, the publication’s author, chartered accountant Simon Shirley said  “Pensions exist so we can afford to stop working one day and should be one of our most important financial assets at retirement. They are also without doubt the most tax-efficient and effective way of saving in a sustained low-interest rate environment.  “Although the basic concept of pension planning makes sense, terms like ‘investment risk’, ‘volatility profile’ and ‘cash and cash equivalents’ often induce the ‘glaze’ that all pension advisors recognise.   “We have to tackle a deep-rooted lack of understanding and demonstrate the importance of prioritising long-term provision over often important short and medium-term needs. Over 50% of the Irish workforce do not have a personal or employer offered pension plan, so the task is considerable. The more you know, however, the better positioned you will be to take advantage of pensions for your personal benefit and, in the case of advisors, for the benefit of your clients.”   ENDS     Publication details:  A Practical Guide to Pensions and Life Insurance  Publisher: Chartered Accountants Ireland  Publication date: 10 December 2010  ISBN: 978-1-912350-95-7  184 pages   Price: €25.00 / £22.50     The Author  Simon Shirley is a Fellow of Chartered Accountants Ireland, a Revenue-approved pensioneer trustee and the founder of the financial advisory firm Simon Shirley Advisors. 

  In this week’s Public Policy news, read about recommendations contained within a report on Ireland’s pension landscape; the European Commission’s economic forecast for Ireland and its proposal to grant Ireland €2.5 billion in financial support; a proposed expansion in Northern Ireland's aerospace sector; and the emergence of the world’s largest trading bloc in Asia. New report recommends simplifying Ireland’s pension landscape The Interdepartmental Pensions Reform & Taxation Group last week released a new report, running to 140 pages, which looks at ways to simplify the supplementary pension landscape, a review of the Approved Retirement Fund (ARF) as well as assessing the cost of the State providing tax relief for pension savings.  The Group which is chaired by the Department of Finance and includes members from Revenue, the Department of Social Protection, the Pensions Authority and the Department of Public Expenditure and Reform have written the report based on responses to the 2018 public consultation exercise. The report recommended several areas of reform to consider including the following: The normal retirement age should increase from70 to 75 years (i.e. the age by which pension funds have to be drawn down). The age at which people can access their pension funds will be standardised at 55. The report says that this is in line with longer working as a result of increasing age. Accurately calculating the total cost of tax relief on pensions is a challenge due to limited availability of data. However, tax relief on pension contributions benefits middle income levels the most with those on higher incomes also benefiting. Automatic enrolment has the potential to address both the coverage and adequacy gaps in Ireland; however care needs to be taken to ensure that any State Benefit is aligned in some way with the current tax relief. Buy out Bonds (BOBs) and Retirement Annuity Contracts (RACs) should cease. Existing BOBs and RACs should be allowed to run-off over time. The PRSA should operate as the sole personal pension product. The Approved Minimum Retirement Fund (AMRF) should be abolished given that the State Pension means the requirement to have an annual guaranteed income of €12,700 is largely redundant. The differential treatment of the PRSA for funding purposes should be abolished, employer contributions to PRSAs should not be subject to BIK. In addition to this, a new Pensions Commission has been set up to examine the possibility of increasing the State Pension Age. Auto-enrolment proposals are still under review. We will keep readers posted of developments. European Commission publishes Autumn Economic Forecast for Ireland  The European Commission this week published its Autumn 2020 Economic Forecast. It projects that Ireland’s economy will contract by 2.25 percent in 2020. The 3 percent growth it anticipates in 2021 will be followed by further growth of 2.5 percent in 2022. A better reflection of the underlying domestic economy, though, is modified domestic demand. This the Commission expects to fall by 6.5 percent in 2020 and grow by 7.25 percent in 2021 and 4.5 percent in 2022.  A summary of the forecast has been reproduced below:   2019  2020   2021 2022  GDP growth (%, yoy)   5.6   -2.3  2.9   2.6   Inflation (%, yoy)                                                                                0.9  -0.5   0.3  1.6 Unemployment (%)  5.0   5.3   8.9   8.7   Public budget balance (% of GDP)   0.5   -6.8   -5.8   -2.5   Gross public debt (% of GDP)   57.4   63.1   66.0   66.0   Current account balance (% of GDP)   -11.3   5.7   0.2   -1.1 Source: Economic and Financial Affairs       European Commission Despite a strong rebound in the third quarter after the severe shock in the first half of the year, the later resurgence of the pandemic means that growth projections over the forecast horizon for the euro area and the EU are subject to an extremely high degree of uncertainty and risks. Output in both is not expected to recover its pre-pandemic level in 2022, In the case of Ireland, the Commission found that Ireland’s domestic economy was hit severely by Covid-19 control measures in the first half of the year. The fall in real GDP was cushioned by strong exports by multinationals and employment has been shielded by state income support schemes. However, the contraction in the economy, combined with the high fiscal stimulus packages are expected to significantly widen the budget deficit, so, similar to the euro area and EU, risks to Ireland’s outlook remain exceptionally high. The full Irish forecast can be found here. €2.5 billion proposed for Ireland under SURE The European Commission has proposed a decision to grant €2.5 billion in financial support to Ireland under SURE. SURE is the European instrument for temporary financial support to mitigate unemployment risks in an emergency.  It is part of EU's strategy to mitigate the negative consequences of the COVID-19 pandemic by protecting jobs and workers. It covers 18 Member States, including Italy, Spain and Poland. If the proposal is approved by the European Council, Ireland will receive loans on favourable terms to help cover the costs associated with the Temporary Wage Subsidy Scheme. Northern Ireland’s aerospace sector set for expansion   Invest NI has announced it is seeking a contractor to deliver a new ‘Northern Ireland Aerospace Customer Diversification Programme’. Anticipating an ‘inevitable upturn and new world of aerospace’, the scheme reportedly plans to diversify Northern Ireland’s aerospace sector and help it expand to reach new and emerging markets. A further goal is to research and identify areas where the existing manufacturing supply chain can collaborate with “Northern Ireland’s cybersecurity and technology sectors to target emerging opportunities in new sectors and aerospace with a view to the decarbonisation of aviation”, placing emphasis on markets where the Northern Ireland Aerospace supply chain and associated technology supply chain can compete. UK publishes 10-point plan for ‘green industrial revolution’ This week UK Prime Minister Boris Johnson published a 10-point plan for a ‘green industrial revolution’. The plan aims to create and support up to 250,000 jobs. The points of the plan are: Producing enough offshore wind to power every home. Increasing the production of low carbon hydrogen, with the aim of developing the first town heated entirely by hydrogen by 2030. Advancing nuclear as a clean energy source. Accelerating the transition to electric vehicles and transforming the national infrastructure to better support electric vehicles. Making cycling and walking more attractive ways to travel and investing in zero-emission public transport of the future. Supporting industries that are difficult to decarbonise to become greener through research projects for zero-emission planes and ships. Improving energy efficiency of homes, schools and hospitals, and installing 600,000 heat pumps every year by 2028. Becoming a world-leader in carbon-capture technology, with a target to remove 10MT of carbon dioxide by 2030. Protecting and restoring our natural environment, and planting 30,000 hectares of trees every year. Developing relevant cutting-edge technologies and making the City of London the global centre of green finance. Read more about this plan at gov.uk. Agreement reached to create world’s largest trading bloc 15 countries have agreed to set up the world’s largest trading bloc. Called the Regional Comprehensive Economic Partnership, or RCEP, its aim is to reduce barriers in an area covering one-third of the world’s population and economic output. The countries in the bloc include China, Japan, South Korea, Australia and New Zealand, as well as the countries in the 10-nation Association of Southeast Asian Nations (ASEAN). These include Cambodia, Indonesia, Laos, Burma, the Philippines, Thailand, Brunei, Singapore, Malaysia and Vietnam. The deal followed eight years of negotiations, which culminated at the annual summit of the 10-nation Association of Southeast Asian Nations (ASEAN), hosted by Vietnam. Although the deal is not expected to integrate member economies as the EU does, it does build on existing free trade arrangements, and will further reduce already low tariffs on trade between member countries. Read all our updates on our Public Policy web centre.  

The state pension age will not increase from 66 years to 67 years in January 2021.  This is in line with the Programme for Government. During his speech today, Minister Michael McGrath said that a Pensions Commission would be established to consider the issue; however, no details or commitment on a timeframe were given.  

Originally posted on Business Post 6 September 2020. One of the many unpleasant side-effects of the coronavirus pandemic is that it has pushed pre-existing problems which still need to be solved into the background. Key issues in the February general election campaign have been dwarfed by the scale of the Covid-19 crisis. The pensions conundrum, specifically whether the retirement age should remain at 66, is a key example. Last week, the government promoted the reduction in the standard rate of Vat from 23 per cent to 21 per cent. The cost to the exchequer will be some €450 million. Coincidentally, this is the same amount that it would cost to retain the retirement age at 66 rather than increase it to 67 next year. In February, some politicians baulked at that kind of money being spent. Now, as can be seen from the August exchequer returns, €450 million is a relatively minor component of the cost of the national coronavirus response. Should we now also be spending this kind of money on managing future pensions provision? The pensions challenge is fundamentally one of demographics. At present, broadly speaking, for every retiree there are five people in the workforce, earning and paying taxes to support their pensions and welfare. That proportion will drop over the coming years. Low birth rates in a shifting demographic prejudice our capacity to pay state pensions in the future. State pensions are managed on a pay-as-you-go method, rather than out of an accumulated pension fund. The state pension is provided out of the social insurance fund which in turn is funded by PRSI contributions. It is topped up from general taxation from time to time whenever there is a shortfall. In 2018, more than 70 per cent of the social insurance fund went in pension payments. The state contributory pension is particularly good value for the lower paid, because the benefits are not tied to how much PRSI has been paid in cash terms, but to how many times PRSI was paid over the working career. The state contributory old age pension is worth just over €1,000 a month irrespective of how much PRSI was paid in over the years. This, of course, is only possible because of support from the exchequer. Over the last two decades, the state pension has increased substantially and is now a vital component of any retirement planning, as only about one in three workers in the private sector makes contributions to pension schemes. There is currently a proposal to improve the level of private pension savings by introducing a process called auto-enrolment. The idea behind this is that all employees will be put into a contributing pension scheme whenever they start a new job with an opportunity to opt out, rather than relying on people’s prudence by opting in as is currently the case. Even for those who have opted in, and even allowing for the tax relief on pension contributions, private sector workers have a retirement savings mountain to climb. As a rule of thumb, it costs about €30 of pension savings to buy €1 worth of an annuity on retirement in the current market. This means that a person who spent their career in the private sector literally has to retire as a millionaire to secure an annual private pension on retirement which could compare with the average wage. It is no longer obligatory to spend all of a pension pot on an annuity, but as we all are living longer, more money is needed to ensure a comfortable retirement. Auto enrolment, if it is ever implemented, will be helpful for many people, but other techniques to help individuals provide for retirement are necessary. It is already possible for people to choose to make voluntary PRSI contributions to avail of contributory old age pension benefits. Perhaps we should now consider extending these choices. Rather than establish a whole new auto-enrolment system, there may be merit instead in offering enhanced state pension entitlements to workers who choose to make additional PRSI contributions over the course of their working lives. The social insurance fund, which is already under threat from the current economic crisis, could use higher contributions now. There will be a payback for what in effect would be a different form of government borrowing, but that payback would go directly to the benefit of Irish workers in their future retirement. Pandemics don’t come cheap. The costs of providing education, healthcare and senior care will remain higher than before the coronavirus happened, and long after a vaccine against this scourge has been delivered. A higher PRSI contribution option, rewarded by a better future state pension, would be a step in the painful process to which we must likely become accustomed in the future – paying more taxes. There will be life after the pandemic. We need to look at ways to ensure that there is also life after retirement. Dr Brian Keegan is Director of Public Policy at Chartered Accountants Ireland.  

The Irish Fiscal Advisory Council (IFAC) on 15 July published its first Long-Term Sustainability Report , which assesses the sustainability of the State’s public finances for the period 2025-2050. The projections reflect population ageing and expected future economic growth. The report warns that failure to increase the pension age as planned in 2021 would cost €575 million annually, with that figure rising over time, leaving the public finances on a vulnerable and unsustainable footing. The report advises that pension age should be pushed out to reflect increasing levels of life expectancy, and argues that ageing pressures mean the cost of maintaining existing services levels each year would “exceed the available fiscal space” by an average of €1.7 billion per year by the early 2030s. “Given the scale of the challenges, a combination of measures is likely to be needed,” the report said, and suggested reducing benefits through indexing to prices (rather than wages), raising the retirement age, raising PRSI contributions, developing a second contributory pillar or encouraging more private pension saving. Read the full report here.