UK Country Report. Marek Naczyk Martin Seeleib-Kaiser

Transcription

1 Marek Naczyk Martin Seeleib-Kaiser

2 UK context UK welfare state = archetype of liberal welfare regime: State welfare provision kept to a minimum (with exception of universal healthcare cf. NHS) Workers encouraged to provide for themselves through private arrangements UK industrial relations = also liberal voluntary and highly decentralised collective bargaining minimal level of interference from the state Union density in 2013: 25.6% Coverage of collective bargaining in 2013: 29.5% Page 2

3 UK occupational welfare UK = relatively high spender on private (incl. occupational) welfare as a % of GDP Mandatory private spending mainly on sickness and disability benefits Voluntary private spending mainly on old-age pensions 4.3% of GDP on voluntary private old age UK 2011 OECD 2011 Mandatory private socx 1% 1% Voluntary private socx 5.3% 2.2% Rest on above-statutory maternity pay, private medical insurance and possibly extra-statutory redundancy payments Long history of occupational provision with friendly societies in 19 th century and mainly corporate initiatives in 20 th century Page 3

4 UK pensions and unemployment compensation For both risks, basic state benefits: Basic State Pension (BSP): per week after 30 years of contrib. Jobseeker s Allowance: per week for aged 25+ Additional provision through: Pensions: Flat-rate Second State Pension (S2P) or private (occupational/personal/stakeholder) pension Unemployment: Statutory and extra-statutory redundancy pay Major changes in UK pension system: From 2012, automatic enrolment in workplace pension schemes New state pension merging BSP and S2P (above per week after 35 years of contrib) Page 4

5 UK workplace pensions - coverage Source: Annual Survey of Hours and Earnings, Office for National Statistics Page 5

6 Origins: Origins and institutional traits 1859 Civil Service (final-salary) pension plan sets pattern Finance Act 1921: tax (EET) incentives for employer-provided plans Thatcher : creation of defined-contribution personal pensions = challenge for existing occupational schemes Regulation and Administration: Originally, OW created through unilateral management initiatives State regulation from 1970s (problem of early leavers ) Little involvement of unions in creation, more in defense when existing schemes threatened Funding: Workplace pension schemes usually fully-funded although public (civil service, teachers, NHS, police, etc.) schemes are PAYG Page 6

7 Access and benefits: Public vs. private employees 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% No Workplace Provision Unknown Pension Type Group Stakeholder Pension Group Personal Pension Occupational Defined Contribution Occupational Defined Benefit 0% Public 2002 Public 2006 Public 2010 Public 2014 Private 2002 Private 2006 Private 2010 Private 2014 Source: Annual Survey of Hours and Earnings, Office for National Statistics Page 7

8 Access by firm size (2014) Private 2011 Private 2014 Public 2011 Public Number of employees Source: Annual Survey of Hours and Earnings, Office for National Statistics Page 8

9 Access by occupation Elementary occupations Sales and customer service occupations Process, plant and machine operatives Skilled trades occupations Caring, leisure and other service occupations Administrative and secreterial occupations Managers, directors and senior officials Associate professional and technical occupations Professional occupations Source: Annual Survey of Hours and Earnings, Office for National Statistics Page 9

10 Access by working pattern and gender (2014) Male Female All Full time Part time Full time Part time Full time Part time All employees Public Private Source: Annual Survey of Hours and Earnings, Office for National Statistics Page 10

11 Access and benefits: by age band (2014) Source: Annual Survey of Hours and Earnings, Office for National Statistics Page 11

12 Pensions: Conclusion Automatic enrolment clearly makes a difference. Its impact will be felt in the next few years as also rolled out in smaller firms UK unions campaigned for mandatory workplace provision in the 2000s (Naczyk and Seeleib-Kaiser forthcoming) Issue is low level of contributions (eventually min. 8% of gross earnings) Unemployment: Next step: find info. on extra-statutory redundancy pay But publicly available data/information seems scarce Often, extra-statutory redundancy pay = part of individuals contract / not necessarily collective bargaining Page 12