CMS heeft de Amerikaanse private equity partij Turn/River Capital geadviseerd bij de aankoop, via haar portfoliobedrijf PairSoft, van alle aandelen in het kapitaal van APRO Software Solutions, een toon­aan­ge­ven­de...

CMS heeft Daihen Corporation geadviseerd bij haar overname van Rolan Robotics. Daihen Corporation is een Japanse ontwikkelaar van innovatieve elektrische apparatuur, lasmachines, industriële robots en...

CMS heeft Oliver Wyman geadviseerd bij de verwerving van alle aandelen in Innopay. Innopay is een internationaal adviesbureau gespecialiseerd in digitale transacties. Ze helpen bedrijven waar ook ter...

CMS heeft Carl Zeiss Meditec AG, genoteerd aan de MDAX en TecDAX van de Duitse effectenbeurs en internationaal toonaangevend bedrijf op het gebied van medische technologie, geadviseerd bij haar overeenkomst...

CMS heeft het Deense Royal Unibrew A/S geadviseerd bij de acquisitie van Vrumona, een doch­ter­on­der­ne­ming van Heineken. Met deze overname is een bedrag gemoeid van 300 miljoen euro. Vrumona is de op één...

CMS heeft AI service provider Veritone geadviseerd bij de overname van Broadbean voor $52 miljoen. Broadbean is een soft­wa­re-as-a-ser­vi­ce technologie die het werven en binden van talent efficiënter maakt...

On 30 May 2023, the Dutch Senate has adopted the Future of Pensions Act. On 30 May 2023, the bill and submitted motions were voted on and a majority was achieved. The plenary debate took place on 22 and 23 May 2023, with a total of 30 motions submitted. The Future of Pensions Act will come into effect on 1 July 2023, with a transition period until 1 January 2027. Pension funds will have until 1 January 2028 to comply with the new law. The Future of Pension Act brings significant changes, in­clu­ding:Tran­si­ti­on from pension entitlements to personal pension pots: the current defined benefits schemes will be replaced by defined contribution schemes. Abolition of the uniform premium: the premium contribution in the new defined contribution schemes will become age-independent. Each participant, regardless of age, will receive the same premium percentage (a flat-rate premium). The maximum premium is 30% of the pensionable salary. Transitional arrangement for current age-dependent premiums: employers who already have a defined contribution arrangement with an age-dependent premium before 1 July 2023, can use a transitional arrangement. They can continue the existing pension scheme for participants who are employed before 1 January 2027. Minimum entry age of 18: the statutory minimum entry age for the pension scheme will be lowered from 21 to 18 years as of 1 January 2024. Changes to partner and orphan pensions: the amount of insured partner and orphan pensions will be standardized and expressed as a percentage of the salary. Employers and employees will face challenges, as non-compliance with the legislation from 1 January 2027 will result in taxation and significant financial consequences. Trade unions and works councils will also need to take action. CMS can provide guidance and assistance in this process. Please contact us for any questions or concerns. For more details, visit our previously published article. Contact Should you wish to receive more information or if you have any questions regarding the impact of the new pension law on your business, please contact us.

In 2019, the Dutch government together with the employee and employer organizations, concluded an agreement on significant changes to the current pension law. This agreement regulates the revision of the second-pillar pension in the Netherlands. The second-pillar pension contains the supplementary pensions that individuals build up as part of their employment as employees. Future of Pensions Act Currently, the new pension law (the 'Future of Pensions Act') is not yet adopted. The Dutch Senate will discuss and (most likely) vote on the new pension law at the end of May 2023. Based on the current proposal for the new law and the timing of the voting in the Dutch Senate, the new pension law may be adopted by the end of May 2023 and enacted by 1 July 2023. Once the law is in effect, the different stakeholders (unions, employers, employees and pension providers) will have 3.5 years (until 1 January 2027) to adjust the existing pension schemes to the new legislation. Central employment condition The most significant change in the proposed new pension law is that the pension accrual will be different from the current system. Every employee participating in a pension scheme will start building up a personal pension capital through a defined contribution scheme. Defined benefit pension schemes will no longer exist. Hence, the pension contribution will become the central employment condition. Furthermore, the pension contribution will be uniform for all ages and will not deviate per age (the so-called flat contribution). After 1 January 2027, the system of deviating pension con­tri­bu­ti­on ba­sed on age may only be continued for employees who were already employed and participating in the pension scheme with such system, based on the transitional law. As part of these (and more) changes, unions, employers, employees and pension providers should transition to the new pension system and existing agreements must be adjusted to comply with the new law. Compliance with the new pension law requires a transition plan in which all stakeholders should be included. We are happy to assist you with setting up such a transition plan and providing guidance on this new pension law once it is adopted. Contact Should you wish to receive more information or if you have any questions regarding the impact of the new pension law on your business, please contact us.