The Wtp Countdown Calendar
The Future of Pensions Act is coming sooner than you might think! Download this handy calendar to see exactly what you need to arrange and when.
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Ensure your organization is Wtp-ready on time
Learn handy 'pro tips' to get ready for the Wtp as efficiently and effectively as possible
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How does Vive help with the transition to the Wtp?
Important to know: Vive does not carry out your Wtp transition. Amending a second-pillar scheme runs via your pension provider and your pension adviser, with a transitieplan and the consent of the works council or employee representation.
What Vive does help with: switching to a new provider or setting up a scheme for the first time, and adding a flexible layer on top of your second pillar through the werkgeverslijfrente — for example to absorb a compensation issue. Discuss your situation in an introductory call.
What does Vive offer employers around the Wtp?
Vive is not a Wtp scheme. The Wet toekomst pensioenen concerns second-pillar pension schemes, which fall under the Pensioenwet. Vive offers a lijfrente arrangement in the third pillar and therefore falls outside it.
What Vive does offer employers around the Wtp: a flexible layer on top of the second pillar via the werkgeverslijfrente, for example to absorb a compensation issue in the move to flat premiums. And for employers without a scheme: a way to set one up. See pension for employees.
What is a werkgeverslijfrente?
A werkgeverslijfrente is a third-pillar lijfrente arrangement that an employer offers or contributes to as an employment benefit. The account is in the employee's name and stays theirs, including when they change jobs.
Unlike a second-pillar scheme it does not fall under the Pensioenwet, but under the fiscal rules for inkomensvoorzieningen. That makes it more flexible: you decide who takes part and how much you contribute, and you can set this differently per employee. Read what a werkgeverslijfrente is or see pension for employees.
What is the difference between the Wtp and the old pension system?
Three main differences:
- From benefit to contribution. The old system often fixed a benefit; the new one puts the contribution central and your pension depends on returns.
- Personal pot. Every participant builds their own pension capital, instead of entitlements in a shared pot.
- Flat premium. One contribution percentage for all ages; the age-dependent scale disappears.
The system becomes more transparent, but the participant carries more investment risk. Also read the drawbacks of the new pension system.
What changes with the Wet toekomst pensioenen (Wtp)?
The Wtp reforms the Dutch pension system. For employers with a second-pillar scheme, the following changes:
- Defined contribution becomes the standard. Every employee builds a personal pension pot; its size depends on contributions and returns.
- Flat premium. One contribution percentage for all ages; the age-dependent scale disappears. For existing employees, eerbiedigende werking may apply.
- Simplified survivor pension. Partner and orphan pensions become a fixed percentage of salary, independent of years of service.
- Scenario reporting. Providers communicate expected benefits across different market scenarios.
Schemes must be adjusted by 1 January 2028. Read what the Wtp means for employers.