SME Pension Advice: What to consider as an advisor?

MKB (SME) employers are busy. They're running a business, managing a team, and have little time to dive into pension legislation. As an adviser, you're the one who translates regulation into workable solutions. With the Wet toekomst pensioenen (Future of Pensions Act) on the horizon, that role is more important than ever.

In this article, you'll read what to look out for when advising SMEs on pensions, what the most common pitfalls are, and how Vive makes your work as an adviser easier.

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What makes pension advice for SMEs different?

SME employers are fundamentally different from large corporates when it comes to pension. They often don't have an HR department managing the pension file, no legal support for employee representation matters, and no time for lengthy implementation processes.

At the same time, they have the same legal obligations as large employers. The Wtp applies to everyone, regardless of company size. That makes your role as an SME adviser unique: you're not just an adviser, but also a project manager, communicator, and all-round problem solver rolled into one.

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What should you watch out for during the Wtp transition for SME employers?

Mapping the current scheme

‍Many SME employers don't know exactly what their current pension scheme entails. They took something out at some point and haven't heard much about it since. So always start with a clear analysis: what does the employer currently have, where does it deviate from the Wtp requirements, and what needs to change?

That analysis is also the starting point for the transitieplan (transition plan), which needs to be ready by October 1, 2027 at the latest.

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Compensation and eerbiedigende werking (grandfathering)

‍With the switch to a vlakke premie (flat premium), older employees end up worse off in some cases. As an adviser, you map out who's affected and which compensation solution fits best. That could be a higher employer contribution, a supplementary provision, or opting for eerbiedigende werking.

Eerbiedigende werking — where existing employees stay on the old scheme and only new employees switch — is a legitimate choice, but requires good communication. Running two schemes side by side is hard to explain internally.

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Medezeggenschap (employee representation) and consent

‍Many smaller SME businesses don't have an ondernemingsraad (works council), but they do have a personeelsvertegenwoordiging (employee representative body) or individual employees who need to give consent when the pension scheme changes. Make sure you flag this to the employer early on. Anyone who picks this up too late will face delays across the entire transition process.

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Communication to employees

‍The Wtp places the communicatieplicht (communication obligation) on the employer. In practice, that task often falls to you as the adviser. SME employees don't need a technical explanation of premium schemes. They want to know what's changing, what they're building up themselves, and whether they'll be better or worse off.

Clear, personal communication isn't a side issue here. It's a legal obligation and an opportunity to build trust with your client's employees.

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What are the most common pitfalls with SME pensions?

Starting too late

‍The January 1, 2028 deadline seems far off, but the transitieplan already needs to be ready by October 1, 2027. Preparation takes six to twelve months. Employers who haven't done anything by 2027 are running out of time.

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Underestimating the complexity

‍SME employers sometimes think adjusting a pension scheme is a matter of filling in a form. The choice of scheme type, the compensation arrangements, and the employee representation process make it a journey that deserves proper attention.

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Lack of employee communication

‍Employers who don't communicate the changes properly internally end up facing unrest and distrust among employees. That has a direct impact on the employer's reputation.

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How does Vive help you as an adviser?

Vive is built for employers who want to arrange pension in a modern, transparent, and straightforward way. As an adviser, Vive lets you offer your SME clients a solution that meets Wtp requirements while being low-threshold in use.

What Vive offers you as an adviser:

• A fully digital onboarding process that gets your client up and running quickly and without hassle
• A dedicated customer success manager who supports the employer after implementation
• An app that gives employees constant insight into their own pension assets
• And a scheme that complies with Wtp requirements, supervised by the AFM (Authority for the Financial Markets) and DNB (Dutch Central Bank).

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Pension as part of a strong benefits package

The Wtp isn't just an obligation for SME employers. It's an opportunity to modernise pension and make it visible as an employment benefit. Employees who can see what they're building up through an app appreciate that transparency. Employers who offer that stand out in the job market.

As an adviser, you're not just helping your client become compliant. You're helping them become a better employer.

[See what Vive offers for intermediaries]

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