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Pension

Lifecycle

The innovative pension solution where the investment strategy evolves in step with your staff member’s age.

Wide array of Branch 23 funds

Less risk, more risk? There’s something for every employer.

Bespoke plan

Decide the number of age categories of the Lifecycle in accordance with your corporate culture. And you can choose the Branch 23 funds and the mutual ratios.

Additional risk coverage

Finance different kinds of risk coverage, such as death benefit coverage, occupational disability or waiver of premiums.

Possible as Cafeteria Plan

Integrate Lifecycle in a Cafeteria Plan (with a choice of the risk benefits).

Unique digital support

My Global Benefits and AG EB Online: two digital platforms offering complete support for employer and employee alike.















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​Lifecycle in a nutshell

The Lifecycle concept allows you to adapt the Branch 23 investment strategy automatically to your staff member’s age.

At the start of his/her career, for example, you can invest the contributions for your staff member in Branch 23 funds with a high risk/high return strategy. You will then invest in percentage terms a higher proportion of the savings contribution in asset classes with a higher risk (like shares) to pursue a higher return. Any setbacks can then be more easily absorbed thanks to the long investment horizon. This is the accumulation phase.

If your staff member is approaching retirement age, the investment in the higher-risk asset classes will automatically be phased out in order to invest more percentagewise in lower-risk asset classes (such as bonds or cash). With this low risk/low return strategy, you make the entire pension nest egg safer and expose it less to market corrections. This is the consolidation phase.

See also

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Important role for the employer


It's up to you to choose the personnel categories you wish to reward with group insurance and you choose the budget. You express the budget as a percentage of salary or as a lump sum. It means you know from the start the exact cost price of the plan.

You then choose, consistent with the size of your company and specifically for the Lifecycle concept:
how many age brackets you want;
for each age bracket, the fund (or funds) in which you want to invest the contributions and accrued reserves.

Transition to the next age category occurs automatically. Neither you nor your staff member needs to do anything personally.

Check out this example. Say you choose a Lifecycle concept with 7 age categories and two Branch 23 global funds, namely Rainbow Red (100% shares) and Rainbow Blue (100% bonds). For each age category you decide the maximum exposure to an asset class (for example, 90% shares (Rainbow Red) and 10% bonds (Rainbow Blue) for the youngest age category, 80/20% for the next one and so on). The higher the age category, the more defensive the investments become through a higher percentage of bonds. This enables you to make the entire saved reserves safer the closer your employee comes to retirement. For the final age category, you opt for the Rainbow Absolute Return Flexible fund, a Branch 23 fund with an investment strategy aimed at estate management.


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Risk coverages and integration in Cafeteria Plan


Risk coverages

As the employer, you decide which additional types of risk coverage you want to offer your staff members.

death benefit

death caused by an accident

occupational disability

waiver of premiums

Each of these benefits can be financed within or above the defined budget. Even there you have a choice.

Bear in mind, however, that the Lifecycle concept applies only to the contributions for accrual of a pension nest egg, and not to the supplementary benefits.

Integration in Cafeteria Plan

When choosing the risk coverages, it's up to you to indicate whether you wish to give your staff members individual options. This will be done within the limits that you personally define: you select the benefits for which you want to offer individual options, and also determine those options.

If you give your staff members individual options, they can use My Global Benefits to run simulations 24/7 and make changes online. They will be processed automatically. If your staff members do not want to use these options, they will still enjoy the advantages that AG Employee Benefits provides for them as standard.

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Unique advantage: digital support

AG Employee Benefits has capitalised on the digital revolution to provide additional value to its customers. For the benefit of you and your staff members, we’ve developed a unique digital platform that offers a multitude of possibilities, all in a user-friendly environment.

AG EB Online

Whether it’s to enrol new employees, manage existing plan participants or transfer other data, you’ll be happy to know that your days of endless paperwork are over. It’s all right at your fingertips with this user-friendly web application.

Find out more about AG EB Online


My Global Benefits

The market’s very first digital supplementary pension platform for employees. In just a few keystrokes, your participants can check the size of their supplementary pension as well as their death benefit coverage. And that’s not all – we’ve even
incorporated their healthcare plans.

More information about My Global Benefits

Want to find out more?

Send in your questions about Lifecycle or request a non-binding quote via the contact button. 


Do you have a question?

Contact one of our sales managers

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