Scope of pension plan

A type of retirement plan, usually tax exempt, wherein an employer makes contributions toward a pool of funds set aside for an employee's future benefit. The pool of funds is then invested on the employee's behalf, allowing the employee to receive benefits upon retirement.

Investopedia explains Pension Plan In many ways, a pension plan is a method in which an employee transfers part of his or her current income stream toward retirement income. There are two main types of pension plans: defined-benefit plans and defined-contribution plans. In a defined-benefit plan, the employer guarantees that the employee will receive a definite amount of benefit upon retirement, regardless of the performance of the underlying investment pool. In a defined-contribution plan the employer makes predefined contributions for the employee, but the final amount of benefit received by the employee depends on the investment's performance.

Benefits of pension plan

In economics, a defined benefit pension plan is a major type of pension plan in which an employer promises a specified monthly benefit on retirement that is predetermined by a formula based on the employee's earnings history, tenure of service and age, rather than depending on investment returns. It is 'defined' in the sense that the formula for computing the employer's contribution is known in advance.[1] In the United States, 26 U.S.C. 414(j) specifies a defined benefit plan to be any pension plan that is not a defined contribution plan where a defined contribution plan is any plan with individual accounts. A traditional pension plan that defines a benefit for an employee upon that employee's retirement is a defined benefit plan. The most common type of formula used is based on the employees terminal earnings. Under this formula, benefits are based on a percentage of average earnings during a specified number of years at the end of a workers career. In recent years, a new type of defined benefit plan, a cash balance plan, has become more prevalent for larger companies. Under this type of plan, benefits are computed as a percentage of each employees account balance. Employers specify a contributionusually based on a percentage of the employees earningsand a rate of interest on that contribution that will provide a predetermined amount at retirement, usually in the form of a lump sum. In the private sector, defined benefit plans are typically funded exclusively by employer contributions. For very small companies with one owner and a handful of younger employees, the business owner generally receives a high percentage of the benefits. In the public sector, defined benefit plans often require employee contributions.[2][3] Tool is statistical

ension plans offered by life insurance companies help. For, it is pension plans that provide individuals with a regular income in their golden years. individuals plan effectively

for their retirement

However, since the tax benefit on such plans is limited to Rs 10,000, investments in such plans have been somewhat subdued. Apart from the tax benefits, it is important that individuals evaluate pension plans from a retirement planning perspective.

This article takes a closer look at pension plans and the role they play in the individual's retirement planning exercise.

What are pension plans?

Simply put, pension plans (also referred to as retirement plans) are offered by insurance companies to help indivi duals build a retirement corpus. On maturity this corpus is invested for generating a regular income stream, which is referred to as pension or annuity. Pension plans are distinct from life insurance plans, which are taken to cover risk in case of an unfortunate event.

Pension plan details

Sum assured Age (Yrs) (Rs) 30 Tenure (Yrs)

Annual premium (Rs) 13,500 Maturity amt Maturity amt (@10%) (Rs) 1,590,500 7.80 118,500 (@6%) (Rs) 960,000 5.10 71,500

500,000 30

Actual rate of return (%) Annuity amt (Rs)

The example given above is illustrative. It will differ across insurance companies.

Let us take an individual aged 30 years who wants to buy a pension plan with a sum assured of Rs 500,000 for a 30-year tenure. The premium to be paid for the same is approximately Rs 13,500. In case of an eventuality, the beneficiary will stand to get the sum assured of Rs 500,000 plus the bonuses/additions, if any.

In case the individual survives the tenure, he will stand to benefit to the tune of the maturity amount as indicated in the table below. Assuming that he buys an annuity for life, the annual amount he would get as pension would be approximately Rs 71,500 (on Rs 960,000) or Rs 118,500 (on Rs 15,90,500). The o ption of receiving monthly/quarterly/halfyearly pension is available with most life insurance companies.

However, the returns shown at 6% and 10% are not calculated on the premium paid. They are calculated after deducting expenses from the premium. The actual compounded annual growth rate (CAGR) on the premium works out to approximately 5.10% (for the 6% figure) or 7.80% (for the 10% figure).

Pension plans comparison table

HDFC [ Bajaj [ ICICI [

Get

] LIC [

Get Quote

] LIC

Quote

] Tata (Nirvana)

Allianz AIG (Swarna Vishranti)

(Jeevan Suraksha/ Jeevan Dhara) Nidhi)

Personal (Jeevan Pension Plan Regular

Prudential (ForeverLife)

Regular pension Regular Product type plan Minimum annual premium (Rs) 6,000 Minimum cover (Rs) Min-Max. 50,000 5 yrs - 30 yrs 50,000 pension plan

Regular pension plan

Regular pension Regular plan pension plan

pension plan

5,000

2,500

3,000

2,400

50,000 5 yrs- 40 yrs

50,000 2 yrs - 35 yrs

50,000

5 yrs - 35 yrs 10 yrs - 40

tenure (Yrs) 18-65 18-70 Min/Max Age at entry (Yrs) 20-60 Min-Max vesting (Yrs) age 50-70 50-65 45-70 Term cover, Hospital cash Critical rider, Riders available Life cover Yes Yes Yes Yes and illness Term rider, benefit, Accident Critical illness Accident rider cover, 50-79 40-75 Accidental death disability benefit Term Term assurance assurance Critical rider, Critical illness rider rider, and 18-55 18-65 Jeevan Suraksha) 18-65 (for (for

yrs

Jeevan Dhara);

18-60

50-70

Critical illness

disability rider, Accident benefit, Family rider,

benefit rider

income benefit illness rider

No

available

Conventional pension plans invest a major portion of the premium monies in bonds and government securities (G-Secs). That is why the returns are on the lower side. And if one were to factor into the equation an annual inflation figure of approximately 5%-6% per annum, then the real return figures look even more unimpressive.

This is where unit linked insurance plans (ULIPs) can play an important role in the retirement planning exercise. ULIPs have a mandate to also invest a portion of the premium in the stock market apart from bonds and G-Secs.

Studies have shown that from a long-term perspective, equities are equipped to give a higher return vis--vis other fixed income instruments like bonds and G-Secs.

And since retirement planning is a long-term exercise, individuals would do well to consider investing a portion of their retirement money in pension ULIPs.

Pension ULIPs: How they fare

HDFC ICICI (Lifetime II) Prudential Standard Life Birla Sun Life Pension (Unit Linked (Flexi LIC Plus) Pension Plan) SecureLife II) Market linked Market Product type Market linked plan plan plan Bajaj Allianz (Future (UnitGain easy Pension) linked

linked Market linked Market plan plan

Equity pension Equity pension Equity Growth Pension Maximiser Equity II (Growth), Pension managed fund, Balancer Protector II Balanced fund, II Secure fund, Nourish, (Balanced), Pension Defensive fund, ULIP fund options (Income), Preserver Liquid fund Bond Balanced Growth, Enrich fund fund, plus fund, pension pension

index fund, plus fund, MidCap pension fund, plus fund, plus

fund, Debt plus Income fund, Balanced fund, Growth Cash

pension fund Equity least index 85% in

pension fund: at stocks primarily from NSE Nifty Index; plus fund: 85%; MidCap least 100% in growth fund; 60-100% in 30-60% Up to 100% in 15-30% equity in in up managed fund; balanced fund; pension maximiser- defensive pension balancer-II; nil Allocation equities Preserver in Bond NIL; fund: more 20%; Balanced fund: Up to 35% in more Income Debt Not pension than NIL; plus 50% at Equity pension least Equity plus in plus fund: pension Balanced

pension fund: at fund: midcap stocks;

fund: 30%-50% Not in equity index than fund and 50%in debt Not plus fund; Cash than plus pension fund: NIL 10,000

II; up to 40% in managed fund; Enrich; to nil in Protector II & managed liquid fund 10,000

to 30%; Growth 70%

secure 20% in Growth; fund: & up to 10% in more Enrich 5,000 60% 5,000

Minimum premium 10,000

(Rs) Life cover option available Yes Option 1: Zero sum assured. accumulation. Option How assured calculated Min/Max entry (Yrs) Min-Max age (Yrs) vesting 45-75 50-70 50-70 40-75 8%-13% (Exact percentage depends upon premium 15% for the first year. Equity plus funds: Equity pension MidCap pension 1.5%; index fund: amount). * upon for 45-70 Age is 2: Sum 10 times the 5-20 times the Zero annualised premium assured. sum Pure Sum assured = annual Sum assured = regular contribution tenure. at Option 1: 18-65. 18-60 18-65 18-65 18-65 X Rs 1,000 plus premium the fund value. amount. Pure No Yes Yes No

accumulation.

Option 2: 18-60

17%-22% in first yr. 8.50%-22% for 12%-15% second percentage Initial expenses years' annual amt). for years 1 and 2. yr.(Exact (Exact percentage premium the

years 1 and 2.

depends upon the depends

annual 21% for the first the

premium amt). year.

plus and Equity

1%; Debt plus pension fund fund and Cash plus and Income pension fund: fund: 1%; 0.70%; Bond Maximiser II- 1.5%; balancer-1.0%; Fund management protector charges II & 0.80% 1% preserver-0.75% Balanced fund: Balanced plus 1.25%; pension fund: Growth fund: As applicable 1.50% on component

funds

Expenses

after 1% for years 3 to 1% 10. Nil thereafter.

third

yr 2.2%

second 2.50%

2% second year onwards

initial years (%)

onwards.

year onwards 35 (Additional

charge of Rs 2 levied in case Fixed monthly 20 15 life insurance 20 expenses (Rs) cover opted for) 15

1% of top-up value 2.5% for initial Charges on top- for first 10 yrs. Nil two ups (%) thereafter. yrs. 1% 1% 1.25% 2% thereafter. Up to 5 free switches in a year. Up to 2% of the switched amt may be 2 free switches 4 of the charged 4 free switches in a additional year. Rs 100 per switches Switch charges switch thereafter thereafter. 3 free switches in a year. 1% of free switched amt or 100, is

for in a year. 0.50% switches in a Rs amt year. Rs 100 whichever per switch higher thereafter. thereafter transferred thereafter.

Apart from the expenses mentioned above, LIC's Future plus also charges for the following: (1) Life cover charge (as applicable) (2) Administration charge: Rs 1 per thousand of sum assured subject to a max. of Rs 1,000 in each of the first 2 years. (3) Policy charge: Rs 0.10 per thousand in each of the first 2 years (in case of life cover); Rs 0.10 per thousand of the total premiums payable in each of the first 2 years The information in the table is as sourced from companies' Web sites. Individuals are advised to contact the insurance company for further details. Fixed monthly expenses for some companies are subject to

inflation-based indexation and may change in future. Companies reserve the right to change their policies anytime in the future.
Having said that, it is also important that investments in ULIPs are made after considering expenses like fund management charges since this will impact returns over the longterm. Also, don't lose sight of your overall equity allocation.

For example, if the individual has already invested a significant amount of his money in stocks and equity funds, then he might be better off investing in a conventional pension plan from a diversification perspective.

ULIPs other important benefits like liquidity. You can withdraw money from a ULIP to meet emergencies. Also, you can invest surplus money (i.e. top-ups) over and above the premium amount.

Some insurers have launched capital guarantee ULIPs. Such products aim to guarantee the premiums paid by the individuals (net of expenses) plus the bonus declared, on maturity. Individuals, who fear 'loss of capital' in a ULIP, will find such products attractive.

However, capital guarantee ULIPs have lower equity exposure which could dampen returns for the aggressive investor.

'With cover' and 'without cover' plans

Pension plans are also classified as 'with cover' and without cover' plans. The 'with cover' pension plans offer an assured life cover (i.e. sum assured) in case of an eventuality.

Under the 'without cover' pension plan, the corpus built till date (net of deductions like expenses and premiums unpaid) is given out to the nominees in case of an eventuality. There is no sum assured in this case.

'Immediate annuity' plans and 'Deferred annuity' plans

Pension plans are also classified as 'immediate annuity' plans and 'deferred annuity' plans. In case of immediate annuity plans, the annuity/pension commences within one year of having paid the premium (which is usually a one-time premium).

The premium paid for the immediate annuity policy is also known as the purchase price. Currently in India [ Images ], very few life insurance companies offer immediate annuity plans. LIC's Jeevan Akshay II is an example of an immediate annuity pension plan.

In case of deferred annuity, the annuity/pension does not commence immediately; it is 'deferred' up to a time, which is decided upon by the policyholder. For example, if an individual buys a pension plan with tenure of 30 years (also known as the 'deferment period'), then his annuity will begin 30 years hence.

Deferred annuity premiums can be paid as a 'single premium' or as regular premium. Presently, most pension plans available are deferred annuity plans.

Difference between conventional life insurance plans and pension plans

There are some fundamental differences between life insurance plans and pension plans, with the objective behind both of them, being the most important. Life insurance plans aim at covering the risk from an unfortunate event. Pension plans on the other hand work on the opposite scenario that if an individual survives beyond an age (retirement age), he will need to provide for himself.

The difference in objectives is the main reason for the differences in the features of life insurance and pension plans.

Spot the difference

Conventional insurance plans Pension plans

Only up to one-third of the maturity amt can be withdrawn. Remaining Full maturity amount received by 2/3rd amt has to be compulsorily Maturity payouts the individual invested in an annuity. Nominees/ beneficiaries have the option of receiving either the entire Full maturity amount received by maturity amt or investing up to 2/3rd Death benefits the nominees/ beneficiaries of the amt in an annuity.

Deduction up to Rs 100,000 Deduction up to Rs 10,000 available Tax benefits available under Section 80C under Section 80CCC. Up to 1/3rd of the maturity amt, if withdrawn, is treated as tax-free. Pension received on the remaining Taxation maturity payouts of Entire maturity amt treated as tax 2/3rd amt is taxed as per the free in the hands of the receiver individual's tax slab Entire maturity amt/ death benefit On maturity, provides for a regular received in one go. No provision stream of income. In case of an for a stream of income by way of eventuality, Stream of income pension.
1. Maturity payouts

option

of

pension

benefits available

In case of conventional insurance plans, the individual receives the entire corpus on maturity. However, in case of pension plans, the individual has the option of withdrawing up to one third of the maturity amount in cash.

He will have to buy an annuity with (at least) the remaining two thirds amount from any life insurer of his choice.

2. Death benefits

In case of an eventuality under life insurance plans, the nominees receive the sum assured plus the bonuses/ additions if any. Not all pension plans offer a life cover (as already covered above). Also, in case of a pension plan, the nominee has the option of receiving the entire amount on maturity in cash and buying an annuity with the same.

3. Tax benefits

Premium paid up to Rs 100,000 per annum is eligible for deduction under Section 80C in case of insurance plans. However, premium payments towards pension pl ans are eligible for deduction under Section 80CCC; the limit being set at Rs 10,000.

However, the deduction under Section 80CCC falls under the overall limit of Rs 100,000. For example, if an individual pays a premium of Rs 15,000 for a pension plan, then the tax benefit of Rs 10,000 only. Also, his overall tax benefit will stand reduced to Rs 90,000 (i.e. Rs 100,000 less Rs 10,000).

4. Taxation of maturity payouts

The maturity amount in case of conventional insurance plans is treated as tax free in the hands of the individual. However, it is slightly different in case of pension plans. Up to one third of the maturity amount, which can be withdrawn, is treated as tax free in the hands of the individual.

The pension, from the remaining two-thirds amount, is taxed according to the marginal rate of tax.

5. Income stream

On maturity, pension plans provide a regular source of income by way of annuities. In case of conventional plans, the individual receives the entire maturity amount in lump sum.

Options available to individuals on pension plans

Pension plans come with various annuity options. We have explained them below:

1. Lifetime annuity without return of purchase price: Under this option, the individual receives pension for as long as he lives. The pension ceases on occurrence of an eventuality and the insurance contract comes to an end.

2. Annuity for life with a return of the purchase price: If this option is exercised, the individual receives pension till he is alive. In the event of an eventuality, the purchase price of the annuity is paid out to his nominees/beneficiaries. Purchase price here means the maturity amount, which includes the basic sum assured plus the bonuses/additions, if any.

3. Lifetime annuity guaranteed for a certain number of years: Under this option, the individual receives a pension for a certain number of years (as prescribed by the plan) irrespective of whether he is alive for the said period or not. A major positive of this option is that, if he survives the period, he continues to receive pension for the rest of his life.

For example, if the individual has opted for 'Lifetime annuity guaranteed for 15 years', and he meets with an eventuality after only 3 years, then his nominees will keep receiving annuity for the remaining 12 years (i.e. 15 years less 3 years). After the said 15-year period, the annuity will cease and the pension plan will draw to a close.

4. Joint life/ Last survivor annuity: The individual receives a pension till he is alive. In case of an eventuality, his spouse receives the pension.

Apart from the options mentioned above, some companies also offer both, 'with' and 'without return of purchase price'. Under the 'Joint life / last survivor annuity with return of purchase price', in case of an eventuality to both the individual as well as his spouse, the purchase price of the annuity is 'returned' to the nominee.

Evidently, pension plans help individuals prepare for their retirement needs. Not only do they aid in building a corpus over a period of time, but they also provide income for life. That is why it is important that individuals include pension plans while conducting their retirement planning exercise