Prinsjesdag 2026: what does it mean for HR and pensions?

Prinsjesdag is traditionally the moment the government presents its plans for the coming year. For HR professionals, it is more relevant than ever, as pensions are high on the agenda. From developments in Box 3 to the approaching WTP deadline and changes within the WKR: these are the key points to keep an eye on.

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Box 3 is becoming less attractive, but the 3rd pillar is not

A definitive breakthrough regarding Box 3 did not materialize on Prinsjesdag. The cabinet still intends to work toward a system in which the actual return on assets is taxed. The target implementation date is January 1, 2028, but there is still uncertainty about the exact design.

For HR, the difference compared to pension accrual via the 3rd pillar is particularly relevant. Annuity contributions can be tax-deductible within the available annual margin and carry-forward margin, and the accumulated annuity capital does not fall into Box 3 during the accumulation phase. For employees who are building up free capital in addition to their pension, it remains important to clearly understand the difference between the two forms.

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The WTP deadline is approaching

The Future Pensions Act (WTP) remains in effect with a transition deadline of January 1, 2028. For employers with an existing pension scheme, this means that the transition to the new system must be in full swing. HR plays a key role in this, both in coordinating with the pension provider and in communicating with employees.

For employers without a mandatory collective pension scheme, the transition period offers an opportunity to take a fresh look at pensions as an employment benefit. An employer-sponsored annuity can be a way to allow employees to build up individual pensions without the complexity of a full WTP transition.

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More tax-free allowance within the WKR

There are also changes within the work-related expenses scheme (WKR). From January 1, 2027, the tax-free allowance on the first €400,000 of the fiscal wage bill will increase from 2.00% to 2.16%. For the portion of the wage bill exceeding €400,000, the percentage remains 1.18%.

This is relevant for employers who wish to facilitate pension contributions via a final levy. They will receive slightly more tax-free allowance within the first bracket. Which route is most suitable—via net salary or via a final levy—remains dependent on the specific situation of the employer and employee.

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What does this mean for your organization?

Prinsjesdag 2026 does not bring any major new pension schemes for employers, but pensions and employment conditions remain in flux. The WTP deadline is approaching, the WKR (Work-related Expenses Scheme) is being slightly expanded, and uncertainty remains regarding the future of box 3.

For HR, this means three things. First, ensure your pension communication is up to date. Employees have questions and expect HR to have the answers. Second, assess whether your current scheme still aligns with your organization and the legislation. Third, investigate whether an employer annuity could be a supplement or an alternative.

Want to know how other employers are handling this? View the brochure for SME employers.