Wie sieht eine Pensionskassenberatung für KMUs aus?

Die Beratung beginnt mit einer Analyse der bestehenden Pensionskassenlösung. Anschliessend prüft die 360 Consulting AG, ob die Leistungen marktgerecht, kosteneffizient und auf die Bedürfnisse des Unternehmens abgestimmt sind.

BVG steht für das Bundesgesetz über die berufliche Alters-, Hinterlassenen- und Invalidenvorsorge. Es regelt die zweite Säule der Altersvorsorge in der Schweiz.

Was ist eine Kaderversicherung im BVG?

Eine Kaderversicherung ist eine Zusatzlösung innerhalb der Pensionskasse für Kader- oder Führungspersonen. Sie ermöglicht eine höhere versicherte Lohnbasis und bietet flexiblere Vorsorgepläne.

Was sind die Voraussetzungen, um eine Kaderversicherung in der Pensionskasse zu etablieren?

Voraussetzung ist, dass das Unternehmen bereits über eine BVG-Vorsorge verfügt. Für bestimmte Mitarbeitergruppen können spezielle Lösungen definiert werden.

Welche BVG-Lösungen stehen einem Unternehmen zur Verfügung?

Unternehmen können zwischen Sammelstiftungen, Gemeinschaftsstiftungen oder einer eigenen Vorsorgestiftung wählen. Die 360 Consulting AG zeigt auf, welche Lösung für das jeweilige KMU am besten geeignet ist.

Wie kann ein KMU die Attraktivität als Arbeitgeber mit der Pensionskasse steigern?

Flexible Pensionskassenlösungen – etwa höhere Sparbeiträge oder Kaderpläne – sind ein starkes Argument im Wettbewerb um Fachkräfte und signalisieren Wertschätzung gegenüber Mitarbeitenden.

Was kostet eine Pensionskassenlösung für ein KMU?

Die Kosten hängen von Löhnen, Leistungen und Vorsorgemodell ab. Ein Anbietervergleich lohnt sich, da sich Unterschiede direkt auf Prämien und Leistungen auswirken.

Kann ein Unternehmen die Pensionskasse wechseln?

Ja, ein Wechsel ist möglich und oft sinnvoll – besonders bei steigenden Kosten oder unflexiblen Leistungen. Die 360 Consulting AG begleitet den gesamten Wechselprozess.

Welche Kündigungsfristen gelten bei einem Wechsel der Pensionskasse?

Die meisten Stiftungen sehen eine Kündigungsfrist von bis zu 6 Monaten auf das Jahresende vor. Ein Wechsel ist also meist per 31. Dezember möglich. Wichtig: frühzeitig prüfen!

Wie profitieren Mitarbeitende von einer guten Pensionskassenlösung?

Sie erhalten bessere Leistungen im Alter, bei Invalidität oder im Todesfall – und gewinnen Vertrauen in den Arbeitgeber. Eine transparente Kommunikation ist dabei zentral.

Pension Fund.

Pension Fund Solutions for Companies.

Companies need a solid and affordable pension fund solution to be attractive to qualified employees in the job market. The complexity of occupational pension provision increases year by year, and our goal as your broker is to enable you to concentrate on your core business thanks to our advice and support.

Your advantages:

1 contact person
Development of optimal pension fund solutions for the company
Development of optimization possibilities for management personnel
Regular review and control of the current situation throughout the year
Development and submission of various solution options
Advice and support throughout the year
Employee orientations on occupational pension provision

Benefit from our SME service now and request a policy comparison.

SME Comparison

BVG Solutions for SMEs.

Choosing the right pension solution is a central point for many companies, especially when it comes to recruiting new employees. Within BVG insurance, you can choose between a full insurance, a partial and autonomous, or a 1e pension solution:

Full insurance:

Full insurance offers the greatest possible security, as all risks are borne by an insurance company.

(Partially) autonomous insurance:

With the (partially) autonomous BVG solution, an investment strategy, which is determined by the board of trustees within the legal framework, can be used to generate additional interest on retirement assets. The pension fund must pay the currently valid minimum interest rate of 1.25% (as of 2025) on the BVG capital.

1e pension solutions:

Offer management employees with higher incomes individual solutions in investment strategy, which can be co-determined. The pension solution can be individually adapted for each insured person.

In principle, various BVG solution variants are possible:

BVG Standard:

For smaller companies or start-ups with few employees, standardized solutions are possible, which are more cost-effective.

BVG Individual with super-mandatory pension provision:

Depending on the size of the company and the number of employees, an individual solution with different plans for respective employee groups can be defined in most cases.

The super-mandatory pension provision (management insurance) supplements the mandatory part of the BVG and offers special benefits, e.g., for management.

There are many different design options

Formation of categories such as middle management, senior management, executive board
Design of pension benefits
The parity body, consisting of company representatives and employees, determines the pension benefits, which must comply with industry standards.

Increase in savings contributions – thus better benefits in old age
Different savings plans – up to 3 plans are possible
Adjustment of insured salary: e.g., without coordination deduction and/or increase of the BVG salary upper limit
Contribution split between employers and employees
Adjustment of the coordination deduction to the degree of employment for part-time employees
Coordination with personal insurance (collective daily sickness allowance/accident supplementary) with optimization of waiting periods and avoidance of over-insurance
Benchmarking (comparison of your company’s pension benefits with competitors)
Compensation for conversion rate reductions
Pension provision for apprentices

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The following points must be considered when choosing a BVG solution:

Pension conversion rate.

The pension conversion rate is the value by which the available retirement capital is converted into a lifelong pension upon retirement. The legally prescribed minimum conversion rate for the mandatory retirement assets of the pension fund is currently 6.8% (as of 2025).

Swiss pension funds must pay out pensions according to BVG (Pillar 2) at the legally prescribed minimum conversion rate or higher. For the super-mandatory savings portion (Pillar 2b), there is no legally prescribed minimum, so the conversion rates vary greatly here and should be compared. The conversion rate for voluntary pension provision differs depending on the pension fund and pension plan.

Example: If you have accumulated 100,000 Swiss francs in retirement assets by retirement age, you will receive a pension of 6,800 Swiss francs per year on the mandatory assets.

Security of the foundation and coverage ratio.

The coverage ratio and its development are an indicator of the level of reserves and the security of a foundation.

Risk premiums, administration costs.

The cost factor is an essential element. Risk premiums are premiums paid for benefits in the event of invalidity or death of the insured person. Administration costs can also vary greatly from one pension fund to another. Therefore, we regularly compare and control these costs. As a rule, costs are borne 50% by the employer and 50% by the employees. Other contribution solutions are also possible in favor of employees, and the company may assume an increased share of the deductions.

Interest on retirement assets.

The Federal Council sets the minimum interest rate on BVG retirement assets. However, what is important for the individual insured person is the effectively granted interest rate of the pension funds on the respective savings assets. These super-mandatory interest distributions are surprisingly very different.

There are other points that can be essential when choosing a BVG solution:

Spouse’s pension: Entitlements according to regulations
Beneficiary arrangement for death capital
Partial retirement: Maximum number of possible steps, minimum reduction in working hours
Postponement of retirement: Continued insurance with or without savings contributions possible?
Unpaid leave: Continued insurance of risk benefits possible?
Buy-in to the pension fund: Will the buy-in amount be paid out separately as additional death capital in the event of death?
Entitlement to disability benefits: From 40% or already from 25% incapacity to work?

As an insurance broker, we advise and support you in choosing the right pension fund solution.

Frequently asked questions regarding pension funds (BVG):

What does BVG mean?

BVG stands for the “Federal Act on Occupational Retirement, Survivors’ and Disability Pension Plans.” It regulates the second pillar of old-age provision in Switzerland. Employers are obliged to insure their employees under the BVG from a certain income level.

What does pension fund consulting for SMEs look like?

The consultation begins with an analysis of the existing pension fund solution. Subsequently, 360 Consulting AG checks whether the benefits are market-driven, cost-efficient, and tailored to the company’s needs. The goal is a solution that benefits both employees and the company.

What is management insurance in the BVG?

A management insurance is an additional solution within the pension fund for management or executive personnel. It allows for a higher insured salary base and offers more flexible pension plans. Companies can thus specifically retain executives and create attractive benefits.

What are the prerequisites for establishing management insurance in the pension fund?

The prerequisite is that the company already has a BVG pension scheme. In addition, special solutions can be defined for specific employee groups (e.g., executive board or key personnel). 360 Consulting AG supports SMEs in checking whether management insurance is sensible and financially viable.

Which BVG solutions are available to a company?

Companies can choose between collective foundations, joint foundations, or their own pension foundation. In addition, models with different contribution and benefit plans exist. 360 Consulting AG examines the options and shows which solution offers the best conditions for the respective SME.

How can an SME increase its attractiveness as an employer with the pension fund?

Flexible pension fund solutions – such as higher savings contributions or management plans – are a strong argument in the competition for skilled workers. A well-structured pension fund signals appreciation for employees.

What does a pension fund solution cost for an SME?

Costs depend on salaries, desired benefits, and the chosen pension model. A provider comparison is worthwhile, as differences directly impact premiums and benefits. 360 Consulting AG creates transparent comparisons and identifies optimization opportunities.

Can a company change its pension fund?

Yes, a change is possible and often makes sense. Especially with rising costs or inflexible benefits, a market comparison is worthwhile. 360 Consulting AG accompanies the change process and ensures that employees are optimally informed.

What notice periods apply when changing pension funds?

Most collective and joint foundations stipulate a notice period of up to 6 months to the end of the year in their contracts. This means that a change of pension fund is generally possible as of December 31, if notice is given in good time. For SMEs, it is therefore important to check the notice period early – ideally in the first half of the year. 360 Consulting AG helps to determine the right time and plan the change process carefully to avoid any gaps in benefits.

How do employees benefit from a good pension fund solution?

You receive higher benefits in old age, in case of invalidity, or death. Furthermore, fair pension provision strengthens trust in the employer. Employees appreciate transparent information and the possibility of individual advice.

Contact us.
We are happy to advise you.

Alina Andrey

Adrian Grünenfelder

Daniel Hänni

Pension Fund.