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New Pension Scheme in Logistics: The Most Important Changes Explained

Christiaan van der Ent ·
The new pension scheme in logistics replaces the old defined benefit system with a defined contribution scheme under the Dutch Wet toekomst pensioenen (Wtp). Employers pay a fixed premium, and each employee builds a personal pension pot that moves with investment results. Most funds in the sector, including StiPP for many logistics companies, will complete the switch in the coming years. For employers and employees alike, this changes how contributions, risk and pension outcomes work. Below, we answer the most common questions about the transition.

What exactly changes in the new logistics pension scheme?

The Wtp moves the sector from a promised pension benefit to a contribution-based scheme. Employers and employees pay a fixed percentage of salary, and the final pension depends on investment returns. Pension funds in transport and logistics, including StiPP, must adapt their rules to this model.

Three changes stand out:

  • Personal pension pot: Every participant builds their own capital, which makes the pension more transparent and easier to follow.
  • Fixed contribution: The premium no longer changes when the funding ratio of the fund rises or falls. This gives employers more predictable costs.
  • Shared risk: Investment results influence the pension, either directly or through a solidarity reserve, depending on the contract the fund chooses.

The core idea is that your pension becomes more personal and more directly linked to the financial markets. The collective character of the sector fund stays, but the way risk is shared changes.

When does the new pension scheme take effect?

The legal deadline for the transition is 1 January 2028. Many pension funds, including funds in the transport and logistics sector, plan to switch earlier, with 1 January 2027 as a common target date. Each fund decides its own moment within the legal framework, so you need to check the planning of your specific fund.

In 2026, most funds are in the final phase of preparation. They finalize their transition plans, inform participants and submit documents to the supervisor. Employers who fall under a mandatory sector scheme follow the date of that scheme. Employers with their own insurer or premium pension institution (PPI) arrangement set their own timeline, but the same legal deadline applies.

Keep in mind that the date can still shift for individual funds, for example when a fund needs more time for technical or administrative reasons. Always rely on the communication of your own fund for the final date.

How does the new scheme affect employers in logistics?

For employers, the new scheme brings more predictable pension costs and a new administrative workload. Because the premium is fixed, you no longer face surprise top-ups when a fund’s coverage ratio drops. In return, you must update employment contracts, payroll settings, internal communication and your pension agreements.

Practical effects for employers include:

  • Contribution agreements: The premium percentage and the split between employer and employee need to be clear in your collective labor agreement or pension regulations.
  • Payroll and administration: Your payroll provider must process the new contribution structure correctly from the transition date.
  • Information duty: You help employees understand what changes, even though the fund provides the formal communication.
  • Compliance: You document your decisions and make sure the pension agreement matches the new rules.

The fixed premium also helps with financial planning. You know in advance what pensions will cost, which makes budgeting simpler for fleet operators, warehouse companies and other logistics businesses with large workforces.

What does the new scheme mean for employees and drivers?

Employees and drivers build a personal pension pot and see their expected pension move with investment results. Younger employees generally take more investment risk, which can lead to higher growth over time. Older employees take less risk to protect their accrued capital. The fund explains your personal situation before the transition.

For drivers and warehouse staff, a few points matter in daily practice:

  • Your pension overview changes: You see your own capital and a projected pension in an online environment such as mijnpensioenoverzicht.nl.
  • The result is less fixed: The expected pension can go up or down, particularly in the years close to retirement.
  • Job changes are easier: Because your pot stays personal, switching between employers within the sector causes less administrative friction.
  • Your contribution may change: Check whether your own premium share shifts under the new collective agreement.

Your pension will not disappear or reset. Your accrued rights move into the new system, and the fund decides how to convert them. Read the transition letter from your fund carefully and ask questions when something is unclear.

How can logistics companies prepare for the pension transition?

Logistics companies prepare best by mapping their current pension agreement, confirming the transition date with their fund and informing employees early. A clear timeline helps you avoid last-minute decisions during busy operational periods, especially when your payroll and HR teams already carry a full workload.

Use this step-by-step approach:

  1. Check your obligation: Find out whether you fall under a mandatory sector fund, such as StiPP, or whether you have your own arrangement.
  2. Confirm the transition date: Ask your fund or advisor for the planned date and the key milestones.
  3. Review contracts and the CLA: Align employment terms and pension regulations with the new scheme.
  4. Brief payroll and HR: Make sure your systems and teams can process the changes on time.
  5. Communicate with employees: Share simple explanations, planned information sessions and the contact point for questions.
  6. Involve the works council: Where relevant, plan the consultation or approval steps early.

Start with the points that take the longest, which are usually contract changes and works council consultation. Clear communication reduces uncertainty and keeps your drivers and warehouse staff informed.

Where can employers find reliable pension information?

Employers find reliable pension information with their own pension fund or insurer, the Dutch Authority for the Financial Markets (AFM), De Nederlandsche Bank (DNB) and the government’s overview at rijksoverheid.nl. For sector-specific questions, trade associations and employer organizations in transport and logistics also publish practical updates.

Good starting points include:

  • Your pension fund: StiPP and other sector funds publish transition plans, timelines and FAQs for employers and participants.
  • Employer and trade associations: Organizations in the logistics sector explain how the Wtp affects collective agreements.
  • Government and supervisors: Rijksoverheid, AFM and DNB describe the legal framework and supervision of the transition.
  • Independent pension advisors: An advisor helps you if your company has its own arrangement or a more complex setup.

Treat information from social media or generic articles as a starting point only. Always confirm details with your own fund, because each fund applies the Wtp in its own way.

Hoe Van der Ent Group helpt bij wetswijzigingen

Een pensioenovergang vraagt tijd van je HR- en facilitaire teams, terwijl de dagelijkse operatie gewoon doorloopt. Wij nemen in andere projecten het werk uit handen, zodat je team ruimte houdt voor dit soort beleidsveranderingen. Als familiebedrijf met meer dan 100 jaar ervaring ondersteunen wij facilitair managers, office managers en projectleiders bij een kantoorverhuizing, ook wanneer regelgeving je agenda vult.

Dit kunnen wij voor je betekenen:

  • Volledige ontzorging: Wij coördineren je kantoorverhuizing van planning tot oplevering, met verhuisregie en een uitgebreide verhuischecklist.
  • Duurzame verhuizing: Wij verhuizen met elektrisch transport en leveren een meubelpaspoort via Circular Connect, zodat je inzicht krijgt in hergebruik van kantoormeubilair.
  • Ondersteuning bij CSRD-rapportage: Wij leveren de data die je nodig hebt voor je duurzaamheidsrapportage.
  • Betrouwbare uitvoering: Wij zijn erkend verhuizer, VCA-gecertificeerd, ISO 14001- en ISO 9001-gecertificeerd, en lid van Top Movers Nederland.

Plan je een kantoorverhuizing en wil je dat die soepel verloopt naast alle wijzigingen binnen je organisatie? Neem contact met ons op voor een persoonlijk gesprek. Wij denken graag met je mee.

Veelgestelde vragen

What happens to the pension I have already built up under the old scheme?

Your accrued pension rights are not lost. Your fund converts them into the new system, either by moving them into your personal pot at a transfer date or by keeping them in the old structure for a period, depending on the fund’s transition plan. The conversion method is described in the transition letter you receive, so read it carefully and contact your fund if the figures or terms are unclear.

How do I find out the exact transition date and conversion details for my company?

Start by asking your pension fund or insurer, such as StiPP if you fall under it, for the transition plan and key milestones. Check the fund’s website for employer and participant updates, and ask your HR or payroll contact whether they have received formal notice. If you have your own arrangement, your pension advisor can confirm the date and the steps you need to take before it.

What if my employees are worried their pension will drop under the new scheme?

Be open that the final pension now depends on investment results, so it can go up or down, but also point out the fund’s risk profile by age and any solidarity reserve. Organize a short information session or share the fund’s personal projections, and refer employees to mijnpensioenoverzicht.nl to see their own situation. Give them one clear contact point for questions so concerns do not turn into rumors.

Do I need works council approval for the transition to the new pension scheme?

In many cases, yes. If your company has a works council, it usually has a right of consent or advice on changes to pension arrangements, depending on whether the pension is set in your own regulations or in a sector-wide scheme. Involve the works council early, ideally with a clear summary of what changes, because this step often takes the most time in the planning.

What are the most common mistakes employers make during the pension transition?

Frequent mistakes include waiting too long to confirm the transition date, forgetting to update employment contracts or the CLA, and not briefing the payroll provider in time to process the new contribution structure. Another one is assuming the fund will handle all employee communication, while employees often turn to their employer first. A simple timeline with owners for HR, payroll and communication helps you avoid these issues.

How should I prepare my payroll provider for the new contribution structure?

Share the transition date, the new premium percentage and the employer and employee split as early as possible, and ask your provider to confirm in writing that they can process it from that date. Run a test with a sample of employees, including drivers with irregular pay components such as overtime or allowances, to check that contributions are calculated correctly. Plan a review after the first few pay runs to catch errors quickly.

Can the transition date still change, and how do I stay up to date?

Yes, an individual fund can still move its date, for example because of technical or administrative readiness, as long as it stays within the legal deadline of 1 January 2028. Subscribe to your fund’s employer newsletter, check its transition page regularly, and ask your advisor to flag any changes. Build some flexibility into your own planning so a shift of a few months does not disrupt your preparations.

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