Future Pensions Act (Wtp): what does this mean for you as an employer?

The Wet toekomst pensioenen (Future of Pensions Act), or Wtp for short, is the biggest overhaul of the Dutch pension system in decades. Every pension scheme in the Netherlands must comply with the new rules by January 1, 2028 at the latest. For you as an employer, that concretely means you have less time than you think.

In this article, you'll read what the Wtp entails, what changes compared to the old system, and which steps you can take right now.

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What is the Wet toekomst pensioenen?

The Wet toekomst pensioenen is the new pension law that's been in effect since July 1, 2023. It replaces the old system of fixed pension payouts with a system based on personal pension pots and flat premiums. The goal is to make pensions more transparent, fairer, and easier to understand for everyone who participates.

The Wtp applies to all employers that offer a pension scheme, regardless of company size. Even if you don't have a verplichte bedrijfstakregeling (mandatory industry-wide scheme), the new rules apply as soon as you offer your employees a pension scheme.

In practice, the Wtp means participants now build up their own pensioenkapitaal (pension capital), with the eventual payout depending on investment returns. That sounds uncertain, but in most scenarios it actually leads to a higher payout than the old system, which went decades without granting indexation.

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What exactly changes under the Wtp?

Flat premium across all age groups

‍Under the old system, older employees paid a higher premium than younger colleagues. That's gone. The Wtp prescribes a vlakke premie (flat premium) — the same percentage for every participant, regardless of age. For employers, that's financially predictable; for employees, it's fairer.

Younger participants benefit the most here. Their contributions have more years to generate returns, meaning they build up more pension capital with the same premium than under the old system. For older employees, it can work out the other way around. Due to the reduced accrual rate, they end up worse off in some cases. As an employer, it's important to be aware of this and decide whether and how to compensate this group.

Personal pension assets

‍Every employee gets their own pensioenpot (pension pot). That makes it immediately clear for participants how much they've built up and what they can expect at retirement. At Vive, this happens through a personal dashboard in the app, so employees always know where they stand.

This also changes the communicatieplicht (communication obligation) for employers. The Wtp requires active and understandable communication about the pension scheme. Employees need to know what they have, what they're contributing, and what that will deliver later on.

New nabestaandenpensioen (survivor's pension)

‍The nabestaandenpensioen is now arranged more simply and consistently. Under the old system, the rules varied widely per scheme, which led to confusion when an employee passed away. The Wtp standardises this: the death benefit is now linked to salary, not to accumulated capital.

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When does your pension scheme need to comply with the Wtp?

The deadline is January 1, 2028. All employers with a collective pension scheme in the tweede pijler (second pillar) need to be Wtp-proof by that date. Do you only have a derdepijlerregeling (third-pillar scheme), such as a lijfrente (annuity)? Then you're already Wtp-proof and don't need to change a thing.

Still, 2028 is closer than it looks. A transition to a new scheme takes an average of 12 to 24 months. That includes analysing the current situation, choosing a new pension product, aligning with employees and potentially the ondernemingsraad (works council), and the technical implementation. If you haven't done anything by 2026, you're putting unnecessary pressure on yourself.

A workable timeline looks like this: in 2026, you analyse your current scheme and explore new options. In 2027, you choose and implement the new scheme. Before January 1, 2028, all participants have been migrated and communication is wrapped up.

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What happens if you don't switch in time?

Employers who don't have a Wtp-compliant scheme by January 1, 2028 are acting in breach of the law. The AFM (Authority for the Financial Markets) and DNB (Dutch Central Bank) supervise this, which can lead to fines. The bigger risk, though, is employer liability. If an employee later claims damages because of a non-compliant scheme, you're the one on the hook.

Beyond the legal risks, there's a practical argument too. The longer you wait, the less room you have to choose your scheme type and provider. Because every pension adviser is going to be swamped.

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How do you ensure a smooth transition to the Wtp as an employer?

A Wtp transition runs in three phases.

The first phase is about understanding your current situation. Have your existing pension scheme analysed. Which elements already comply with the Wtp, and where are the gaps? That analysis determines how much work still needs to be done.

In the second phase, you build a new plan. You choose a Wtp-proof scheme that fits your organisation and employees — think premium structure, investment profile, and communication approach. Involve your employees or ondernemingsraad in those choices in good time.

The third phase is implementation and communication. You roll out the new scheme and make sure employees understand what's changing. The Wtp explicitly places the communication obligation on the employer — vague communication is no longer an option.

At Vive, we guide employers through the implementation of both tweede pijler (second-pillar) and derde pijler (third-pillar) pension schemes. Do you have an existing collective scheme in the second pillar as an employer? Then we can help if you terminate that scheme and switch to a third-pillar scheme through Vive. Are you already working with a third-pillar scheme, or looking to start one? Then you can come to us at any time. Through the Vive app, employees have direct insight into their personal pension assets.

[View pension for employees]

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The Wtp and pension as an employment benefit

The Wtp makes pension more visible for employees. Where pension used to be an abstract promise, it's now a concrete amount in an app. Employers who communicate this well use their pension scheme as an active recruitment tool.

For many employees, pension is one of the most significant employment benefits. With the Wtp, it becomes easier to make that value visible — both in recruitment and in retention.

Vive clients like Miyagami, One Hundred, and Jopp already actively use their pension scheme as part of their employer branding. A Wtp-compliant scheme with real-time insight attracts better talent and reduces turnover.

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What this means for you as an employer

The Wet toekomst pensioenen isn't a threat — it's an opportunity to modernise pension. More transparent for employees, more financially predictable for you, and more effective as an employment benefit.

The question isn't whether you need to switch, but when and how. The sooner you start, the smoother the transition.

Curious what Vive can do for your organisation? Schedule an introduction and discover the possibilities.

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