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Erschienen in:
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2019 | OriginalPaper | Buchkapitel

Pensions in the Fluid EU Society: Challenges for (Migrant) Workers

verfasst von : Ivana Vukorepa, Yves Jorens, Grega Strban

Erschienen in: The Future of Pension Plans in the EU Internal Market

Verlag: Springer International Publishing

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Abstract

For majority of people, pensions are the most important income replacement benefit, when the ability to work is reduced (or no economic activity is expected anymore) due to old age. Moreover, equal access to social protection, regardless of the type and duration of employment, is one of the goals of the European Pillar of Social Rights, aiming also at adequate income in retirement. Hence, the paper focuses on old-age pensions and highlights potential national and mobility linked problems and challenges for future pension adequacy concerning persons working in non-standard forms of employment and self-employment. After the introductory part in which also the fluidity of the EU society is being explained, paper focuses on three aspects: 1) necessary changes in the pension systems due to new working arrangements, 2) appropriateness of the EU legislation on free movement and social security coordination in relation to public and supplementary (occupational) pension schemes, and 3) importance of combating fraud and error.

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Vorheriges Kapitel How to Best Address Pension Adequacy and Financial Sustainability in the Context of Population Ageing: The Labour Market as a Key Determinant
Fußnoten
1
Now corresponding to Article 7(4) of Regulation (EU) 492/2011.
 
2
Private contractual pension schemes fall only exceptionally under the material scope of Regulation (EC) No 883/2004, provided that Member States have made a declaration to that effect (Article 1(l) of Regulation 883/2004). So far, only France made such declaration for workers of ARRCO and AGIRC.
 
3
Member States having such schemes are: BG, CZ, DK, EE, FR, HR, LT, HU, AT, PL, PT, SI, SL, SE, and UK.
 
4
As indicated above, first problem arises if non-standard form of work is not covered in earning-related pension schemes, hence no pension benefit is being accrued. A second problem relates to the pension adequacy since certain forms of non-standard employment or self-employment usually provide a lower income and are less stable, hence also resulting in less contribution density (e.g. fixed-term employment, casual work, agency work). Thirdly, where the insurance period is an important element in the benefit calculation, application of a recalculation method to full-time equivalents or averaging it to some pecuniary threshold or a specific type of time-related threshold might seems might seem necessary and as a fair solution compared to ‘standard’ workers, but nevertheless can affect the future level of benefits.
 
5
Since retirement ages and other qualification requirements (e.g. insurance period) are not harmonised within EU, differences between Member States might cause deferral of a pension by an insured person. In that case, pursuant to Article 50(2) of Regulation 883/2004, the Member State which conditions are satisfied, when calculating benefit, shall not take into account periods completed under legislations of a Member State whose conditions are not satisfied (or if person concerned expressly requests deferment of the award of old-age benefit under the legislation of one or more Member States).
 
6
Member States can waive the right to a pro rata calculation provided that the “independent benefit” invariably results in being equal to or higher than the pro rata benefit. Such situations are listed in Part 1 of Annex VIII and concern the following countries: DK, IR, CY, LT, LI, NL, AT, PL, PT, SK, SE, UK. In addition, a pro rata calculation is not applied in schemes that provide benefits in respect of which periods of time are of no relevance for the benefit calculation. In practice, this manly concerns contribution-funded schemes operated by pension funds. Such schemes are listed in Part 2 of Annex VIII and concern the following countries: BG, CZ, DK, EE, FR, HR, LT, HU, AT, PL, PT, SI, SL, SE, and UK.
 
7
Article 52(3) Regulation (EC) No 883/2004.
 
8
Waiving is allowed pursuant to Article 52(4) and countries are listed in Part 1 of Annex VIII: DK, IR, CY, LT, LI, NL, AT, PL, PT, SK, SE, UK.
 
9
According to Article 8(1), Member States had to adopt the laws, regulations and administrative provisions necessary to comply with Directive 2014/50/EU by 21 May 2018, or ensure that the social partners introduce the required provisions by way of agreement by that date.
 
10
This can be concluded by comparison of definition for „supplementary pension scheme” defined by Article 3(1)(b) of Directive 2014/50/EU and by Article 3(1)(b) of Directive 98/49/EC.
 
11
The final conclusions on the personal scope of Directive 2014/50/EU in the national context will be available only after comparative legal analyses conducted within the MoveS network of experts scheduled for second half of 2019, and after formal report of the European Commission due by the 21st May 2021 (pursuant to Article 9(2) of Directive 2014/50/EU).
 
12
For more critical approach to the right to information see Sol and Rocca, 2017, 146–148.
 
13
Waiting period is defined as the ‘period of employment, required under national law or by the rules of a supplementary pension scheme or by the employer, before a worker becomes eligible for membership’ (Article 3(d) Directive 2014/50/EU).
 
14
Vesting period is defined as the ‘period of active membership of a scheme, required under national law or the rules of a supplementary pension scheme, in order to trigger entitlement to the accumulated supplementary pension’ (Article 3(e) Directive 2014/50/EU).
 
15
However, this potential form of age discrimination might be considered justified if allowed by national legislation, since Article 6(2) of Directive 2000/78/EC establishing a general framework for equal treatment in employment and occupation prescribes the following: “Member States may provide that the fixing for occupational social security schemes of ages for admission or entitlement to retirement or invalidity benefits, including the fixing under those schemes of different ages for employees or groups or categories of employees, and the use, in the context of such schemes, of age criteria in actuarial calculations, does not constitute discrimination on the grounds of age, provided this does not result in discrimination on the grounds of sex.” By comparing the wording of Article 6(1) that is general provision on justification of difference in treatment on the grounds of age, and of Article 6(2) which represents a special rule for occupational schemes, it seems that Member State’s discretion to allow difference in treatment based on age pursuant to Article 6(2) is larger, since that provision does not provide for objective and reasonable justification by a legitimate aim (unlike the wording of Article 6(1)). The only outspoken concern of Article 6(2) is that discrimination on the grounds of age in occupational schemes should not result in discrimination on the grounds of sex. Hence, it is worth reminding that differences in pensionable age and access conditions to an occupational retirement scheme can represent indirect discrimination based on sex, and hence fall under the scope of Art 157 TFEU on equal pay between man and women (se e.g. Bilka-Kaufhaus (C-170/84) and Barber (C-262/88)).
 
Literatur
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Metadaten
Titel
Pensions in the Fluid EU Society: Challenges for (Migrant) Workers
verfasst von
Ivana Vukorepa
Yves Jorens
Grega Strban
Copyright-Jahr
2019
Verlag
Springer International Publishing
Buch
The Future of Pension Plans in the EU Internal Market

Print ISBN: 978-3-030-29496-0

Electronic ISBN: 978-3-030-29497-7

Copyright-Jahr: 2019

DOI
https://doi.org/10.1007/978-3-030-29497-7_18