When less is not necessarily more

Caroline Overton

The perennial question of how much information should be given to members pops up to vex employers and trustees from time to time. Generally, it is possible for trustees and employers to steer a careful course between complying with statutory disclosure obligations and avoiding the pitfalls of providing tax or financial advice. This month, however, Read More

Compensation for distress and inconvenience – where are we now?

Amy Priestley

Pension schemes are complex and even the best-run schemes have to deal with complaints. When advising on complaints being considered under a scheme’s internal dispute resolution procedure (IDRP), I’m often asked ‘should we offer compensation?’ and, if so, ‘how much?’. Read More

Where flexibility risks liability

Caroline Overton

Flexibility is a good thing – especially for sports professionals, gymnasts, and those of us balancing work and domestic commitments. In a pension context, the increased flexibility introduced by the 2015 freedom and choice reforms has generally been seen as a welcome response to the evolving nature and shape of retirement. The flexibilities have proved Read More

A moral duty to inform?

Jason Shaw

Deciding whether, or how much, information to provide to members/employees can be a difficult call for employers and trustees – in some cases there is a clear legal requirement to provide the information, but what if there isn’t? In this context, the dismissal of a recent Pensions Ombudsman complaint about a failure to inform members Read More

Information for vulnerable members – what to do?

Jason Shaw

One question that employers and trustees frequently ask is how far they have to go in providing information or assistance to employees/members, especially as the consequences of a wrong approach can be costly. The answer isn’t always clear, but the Pensions Ombudsman has repeatedly held that where a member is particularly vulnerable – for example Read More