Fall 2017 | Partnering Perspectives
About the Authors: Francois Barker has nearly 20 years’
experience of advising corporate sponsors and pension funds
on UK and international pensions and benefits issues in relation
to both defined benefit and defined contribution arrangements.
Francois is actively involved in the development of pensions law
and policy in the UK and Europe, and has helped to shape
aspects of both UK and EU pensions legislation. He can be
reached at email@example.com
Adam Cohen develops practical solutions to the complex issues
of employee compensation, benefits, retirement and pensions.
He has more than 20 years of experience representing public
companies, closely held businesses and tax-exempt
organizations. Adam’s extensive experience includes the
design and implementation of tax-qualified retirement plans,
nonqualified deferred compensation plans and 409A
compliance, executive compensation arrangements, executive
employment and separation agreements, fringe benefits and
compensation clawbacks. He can be reached at adamcohen@
Brittany Edwards-Franklin counsels clients on a range of
employee benefits matters, including qualified retirement
plans, nonqualified deferred compensation and executive
compensation. She also advises on employee benefits aspects
of mergers and acquisitions. She can be reached at
Tim Smith keeps Eversheds Sutherland clients up to date with
the latest developments in pensions law and practice. He can
be reached at firstname.lastname@example.org.
The success of a defined contribution plan
as a retirement vehicle is dependent in
many respects on the manner in which
employees draw down their account
The decrease in the prevalence of annuity distributions requires
increased support and information as savers approach age 55
and begin to make decisions about the distribution of their
pension savings. Providers are also looking at the potential for
introducing default decumulation options for individuals who,
for whatever reason, do not make a choice.
The US and the UK face similar challenges with respect to the
critical role of defined contribution plans in retirement planning.
The countries have implemented some common solutions, but
in other cases the approaches are quite divergent. Employers
and policymakers in each jurisdiction would benefit by
considering the experiments, successes and issues that
each country has encountered in this area.