Helvetia LOB Invest. The semi-autonomous employee benefit scheme with potential returns.

In the compulsory pension segment of the LOB, the upper limit for the insurable salary is set at three times the amount of the maximum single OASI pension. Any portion of the salary above that limit is not insured. This leads to a loss of income in old age and in the event of disability.

The following graph illustrates how the benefits from the first and second pillars (OASI and LOB) decline in relation to the overall salary and how the pension shortfall grows ever larger as income rises.

• Savings to cover retirement (retirement pensions and pensioner’s children’s pensions)
• Disability pensions and disabled’s children’s pensions
• In the case of death, surviving spouse’s pensions and orphan’s pensions, or partner’s pensions for registered same-sex partnerships
• Vested benefits (accumulated retirement savings) upon leaving the company
  

The following supplementary cover is always included:

• In contrast to the LOB regulations, spouse’s pensions are paid regardless of the beneficiary’s age, the duration of the marriage and whether there are surviving children.
• Partner’s pension
• In the event of death, the accrued retirement assets are paid out as a lump-sum death benefit to the extent that no pensions have to be paid out to spouses, registered partners or life partners (this is known as “restitution of contributions”).
  

Flexibility for the insured persons is also part of the benefits offered:

• Employees have the option of early retirement or continued insurance beyond the reference age – also in several phases.
• Measures that enable insured persons to retire early without a pension reduction (contributions to finance early retirement).
• Voluntary purchases to make up for any shortfalls in contributions and to lower the employee’s tax burden.
• Options to remain in the occupational benefit scheme in cases of unpaid leave
  

The law only prescribes minimum benefits. However, these can be improved without great effort in favour of the insured, for example

• by extending the salary base beyond the maximum statutory salary to be insured;
• with an additional lump-sum death benefit or other improvements in survivors' benefits;
• with a reduced waiting period and/or higher benefits for the disability pension;
• with increased savings contributions;
• by insuring the salary of part-time employees according to their degree of employment;
• by contributing more than 50% of the contributions to your employee benefit scheme.
  

You choose from a wide range of pension modules those that best meet your needs. The insured salaries and pension amounts are thus defined in a manner that is comprehensible and transparent for everyone involved.

Here you will find the most frequently selected pension options of our customers:

As the employer, you are responsible for transferring these contributions and premiums to Helvetia.