Summary of Social Security and Private Employee Benefits TURKEY

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1 Private Employee Benefits TURKEY 2014

2 Your Local Link to IGP in Turkey: Allianz Yaşam ve Emeklilik and Yapi Kredi Sigorta Allianz Yaşam ve Emeklilik Allianz Yaşam ve Emeklilik, which operates in the private pension, life insurance and personal accident lines, offers a diversified range of products to address individual and corporate needs. These products are offered through the life insurance market channel as well as through the Smart Step Private Pension Plans. As in Turkey, life insurance started to get momentum during the second half of the 1980s, the life insurance department within Halk Sigorta was enlarged and incorporated within the group. Upon this decision, a new company was founded on January 21, 1991 under the name of Halk Yaşam Sigorta A.Ş..Established to operate in health, life and personal accident markets, the company was renamed as Halk Yaşam in On October 1, 2000, its trade name was subsequently changed to Yapı Kredi Yaşam with the objectif to enhance the synergy with the other subsidiaries from the group As in 2000, the company started to operate on the Private Pension System market, it was required by law to transfer the renewal transactions of its health insurance portfolio to Yapı Kredi Sigorta. Yapı Kredi Yaşam was acknowledged to be one of the first companies to satisfy the legal requirements throughout all phases of the transformation into a pension provider. Upon the final authorization received from the Undersecretary of Treasury (December 3, 2002), the company name was changed to Yapı Kredi Emeklilik. It was then incorporated into Koç Finansal Hizmetler, a joint venture of Koç Group and the Italian international banking group UniCredit in Allianz, one of the largest insurance companies in the world, became the main owner of the company as of July 12, 2013 by acquiring a percentage share of Yapı Kredi Emeklilik. Yapı Kredi decided to maintain its percentage share in order to promote its long-term strategic partnership with Allianz. The company started offering Private Pension Plans as of October 27, 2003 and was rapidly acknowledged as the leading provider in terms of number of contracts and net asset value in a market wherein 11 companies were already operating by the end of The company's area of activity is now to design pension plans, issue group and individual policies as well as to perform reinsurance activities both in Turkey and abroad. Yapı Kredi Sigorta With its professional agencies, 912 Yapı Kredi Bank branches, 950 employees all over Turkey, Yapı Kredi Sigorta is 5th in the insurance sector with a market share of 6,5%. Yapı Kredi Sigorta provides good quality and easy to reach services to its policy holders with contracted health corporations, and 847 contracted car services, and works with the largest and strongest reinsurance companies in the world. With 19% market share, Yapı Kredi Sigorta has been leading the Turkish Non-life Insurance market,for years, thanks to its contracted corporation network composed of 353 hospitals, 1043 pharmacies, and 346 doctor offices. 1

3 Your Local Link to IGP in Turkey: Allianz Yaşam ve Emeklilik and Yapi Kredi Sigorta Key Products Life and Personal Accident Individual and Group Term Life Policies (Death, Disability, Dread Disease) Individual Personal Accident Policies Medical Individual and Group Health Policies (Hospital and Surgical, Dental, Major Medical, Medical Coverage Abroad) Pensions Individual and Group Defined Contribution Personal Pension Plans Income Drawdown Plans Other Group Personal Accident Travel Accident Allianz Yaşam ve Emeklilik is located on the Internet at: (Information available in Turkish and English) Yapi Kredi Sigorta is located on the Internet at: (Information available in Turkish and English) 2

4 Social Security Introduction: The current structure of the social security system in Turkey and its problems are being extensively discussed in public since the beginning of the 1990s. One of these problems, the ever increasing deficits of social security institutions, has come forth especially since Upon this determination, all the public institutions and organizations related to social security have accelerated their preparations and efforts in this regard. The results of the studies show that, ensuring the financial sustainability of the system in the long run will not be the only and most important benefit to be achieved by a reform that will be realized with an integral approach. What is more important is that, such a reform will increase institutional efficiency, and will therefore create the opportunity to provide social protection for all the citizens without any discrimination, under equal conditions, at the scope and quality they deserve. Starting from 1999 the main steps of the reform are as follows: 1999 Social Security Reform Retirement age has increased 2001 Individual Pension System Law The first pension plan is sold in October Social Security Institution Law Consolidation of different social security institutions services to complement each other 2012 Reform in Individual Pension System - Individual Pension System Law and related tax laws are amended in order to promote the system and increase the domestic savings Eligibility: All employees, who have an employment contract, must be insured. Agricultural employees and miners are subject to a different benefit system. Contributions: Employees contribute to Social Security at a rate of 15% of their salary (14% plus 1% for unemployment insurance) up to a monthly earnings ceiling (TRY 6,961/USD 3,313 per month as of January 2014), and employers contribute between 19.5% and 25.0% (plus 2% contribution for unemployment insurance of the same salary, depending on risk classification). The salary ceiling is adjusted twice a year. Benefits: Old-Age Pension (OAP) The benefit is based on the level of contribution and the number of years of contributions. Normal retirement age is 60 for males and 58 for females. There is no age requirement if the insured has worked for 25 years or has made at least 9,000 days of contributions. Sickness and Maternity Benefits Cash benefits are payable for short-term illnesses and maternity. Sickness Benefit: To receive cash benefits, a contribution of 120 days during the previous 12 months is required. If the insured is hospitalized, the benefit is equal to 50% of earnings. If the insured is undergoing out-patient treatment, the benefit is equal to 66⅔% of e arnings. The percentages do not change if the insured has dependants. The maximum duration of payments is 18 months. 3

5 Maternity Benefit: Contributions of at least 120 days (husband) or 90 days (wife) during the last 12 months are necessary. Earnings are payable for up to eight weeks before and eight weeks after delivery. Permanent Disability Pension In order to qualify, the insured must have contributed for five years or have a total contribution period of 1,800 days and have lost two-thirds of his or her ability to work. The disability pension is equal to 70% of the average covered salary during the previous five years, plus a 10% supplement in cases requiring a constant attendant. The payment continues as long as the insured is under a doctor's supervision or until death. Pensions are periodically adjusted to reflect changes in the cost of living. Survivors Pension The insured must have contributed for five years or have a total contribution period of 1,800 days. A widow without dependent children or a disabled widower receives 75% of the insured's paid or accrued pension. If there are dependent children, 50% of the pension is paid to the widow. Each orphan receives 25% of the insured's pension (50% if full orphan) if under age 18 (age 25 if in higher education, age 20 if in secondary education). There is no age limit for unmarried daughters or disabled children. The maximum survivors pension paid cannot exceed 100% of the pension of the insured. Social allowances are also available. A funeral benefit determined by the government is payable. Medical Benefits All employees and their dependants are covered. Benefits consist of care by a general practitioner or specialist, hospitalization, laboratory services, and 80% of the cost of drugs prescribed on an out-patient basis. Workmen's Compensation All employees are covered. Benefits consist of a temporary, permanent, and partial disability benefit, survivors' pension and medical benefits including care by a general practitioner or specialist, hospitalization, surgery, laboratory services, medicines, appliances, and transportation. Termination Indemnity A severance indemnity is paid on death, retirement, redundancy, military service (males) or marriage (females) after one year of service. The benefit that is not taxed is equal to one average monthly salary per year of service and is subject to an upper limit. Some employers supplement this by including salary in excess of the ceiling; however, this is subject to income tax. 4

6 Group Life: Group life insurance plans cover death by natural causes, accidental death, disability by illness, disability by accident, dread disease, and death as a result of using public transportation. Accidental death and disability cover is usually equal to twice the amount of benefit for normal death or disability by illness. Dread disease benefit is equal to half of the death benefit. The group life benefit is typically a multiple of the annual salary or based on certain amounts specified by the employer. Disability Benefits Total and Permanent Disability Coverage: In the event of sickness and/or accident, indemnities are paid up to 100% of the benefit limits specified in the policy. Partial Permanent Disability Coverage: In the event that the insured's partial permanent disability is incurred by accident and/or by sickness, a payment is made in accordance with the percentage list of disability indemnities stated in the general and special provisions scale up to the limits specified in the policy. Premium Payments The employer normally contributes 100% of the premium. All employees between the ages of are eligible for cover. Health Insurance Coverage: Group Medical Benefits At present, health insurance in Turkey is covered under the Social Security system. This is not always effective, as first-class treatment may not be provided immediately due to the shortage of hospitals, health personnel, etc. As health insurance continues to become a major issue in Turkey, people are more conscious of the convenience provided by health insurance, and the number of plans is growing rapidly. It is now recognized that it is very important that the employees, who contribute to the success of any organization, be provided with adequate health insurance. In accordance with the list of covered employees submitted by the employer on the beginning date of the insurance, all employees between the ages of will be accepted in the insurance plan without having a medical examination, provided that they fill out a health declaration form. In the event of an accident or sickness suffered by the insured, the insurance company will meet the expenses for medical examinations, diagnosis, and treatment. Yapi Kredi Sigorta's health insurance plan is also valid for sickness incurred outside of Turkey. The bills will be reimbursed in Turkish currency up to the limits of health coverage according to the exchange rate set by the Central Bank of Turkey. Yapi Kredi Sigorta developed a medical plan called Flexi-Plan, which allows customers to select different options to meet their specific requirements. Available options include: unlimited in-patient treatment, out-patient treatment covering medical examinations, prescription drugs, diagnostic procedures, and minor treatment within a total annual limit. Different deductibles can be applied annually or on per prescription, per invoice or per case basis. 5

7 Coinsurance options may also be applied within these plans. Age, sex, and occupation of the group members and location of the customer company within Turkey are the main criteria for the calculation of premium. Additionally, contingency loadings are calculated automatically according to the type of benefit, limit, and size of scheme. A variety of benefit levels is available. Corporate Pension Scheme: A corporate pension scheme can be designed as a defined contribution based on group personal pension contract. Contributions are normally made by the employer and employees at certain percentages. Corporate pension schemes are most often written as defined contribution plans allowing certain inflationary adjustments each year, and vesting rules are determined by the employer. Scheme Design: Defined contribution pension plans are preferred and are offered to clients. The main purpose of the regulation for the individual pension system is to regulate and govern the principles and procedures related to pension contracts made by and between the pension companies established in Turkey. The participants joining the individual pension system are based on a voluntary participation scheme and according to a defined contribution scheme. However, upon request, schemes functioning similar to defined benefit plans may be prepared (target values and contributions can be calculated every year). The employees and the employer make premium contributions to the plan, each contributing a certain percentage. The contributions are deducted from the payroll account on a monthly basis and accumulated in pension funds, whereby the value of the funds increases according to the investment performance of the company. Contributions are normally defined in one of two ways: Earnings-Related Contributions: The employer will determine at the onset what earnings are Pensionable Earnings (i.e., earnings on which contributions are based). Contributions level will vary with the earnings. On giving notice to the members affected, the employer can change the percentage at any time. Level Contributions: A fixed amount payable for each member, as determined by the employer at the annual renewal date. 6

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