Recent research conducted for Aon has found that Canadian workers in capital accumulation plans (CAPs), such as defined contribution (DC ) pension plans or group RRSPs, while confident about these plans and their own finances, “find it hard to save for retirement and are worried about having enough money to retire.”

The global actuarial and HR firm’s report, Global DC and Financial Wellbeing Employee Survey, also found that “fewer than half” of those surveyed have a particular goal for retirement savings, and that “depending on other sources of income, many find their current plan contribution levels are inadequate to ensure their total income needs in retirement,” according to an Aon release.

Among the other findings of the report:

• Of the 1,003 respondents, only 27 per cent saw their financial condition as poor
• Almost half of those surveyed say outstanding debts are preventing them from saving for retirement
• Two of five who are in employer-matching plans (where the employer matches the contributions made by the employee) are not taking full advantage of the match
• Of those who expect to fully retire from work, two-thirds expect to do so by age 66; 30 per cent expect to keep working forever in some capacity.

Save with SPP reached out to one of the authors of the research, Rosalind Gilbert, Associate Partner in Aon’s Vancouver office, to get a little more detail on what she made of the key findings of the research. 

Do you have a sense of what people think adequate contributions would be – maybe a higher percentage of their earnings?

“I don’t believe most respondents actually know what is ‘adequate’ for them from a savings rate perspective.  The responses are more reflective of their fears that that they don’t have enough saved to provide themselves a secure retirement.  Some may be relating this to the results of an online modeller of some kind, or feedback from financial advisors.

“I also think that many employees don’t have a clear picture of the annual income they will be receiving from Canada Pension Plan/Old Age Security to carve that out from the income they need to produce through workplace savings.  Some of this comes back to not having a retirement plan in terms of what age they might retire and, separately, what age they might start their CPP and OAS (since both of those drive the level of those benefits quite significantly).”

Is debt, for things like mortgages and credit cards, restricting savings, in that after paying off debt there is no money left for retirement savings?

“We were surprised to see the number of individuals who cited credit card debt as a barrier to saving for retirement. Some of this is the servicing (interest) cost, which is directly related to the amount of debt (and which will increase materially if interest rates do start to rise, which many are predicting).

“I think that the cost of living, primarily the cost of housing and daycare, is currently quite high for many individuals (particularly in certain areas like Vancouver), and that, combined with very high levels of student loans, means younger employees are just not able to put any additional money away for retirement.  There is also a growing generation of employees who are managing child care and parent care at the same time which is further impeding retirement savings.”

We keep hearing that workplace pensions are not common, but it appears from your research that participation rates are high (when a plan is available).

“This survey only included employees who were participating in their employers’ workplace retirement savings program.  So you are correct that industry stats show that overall coverage of Canadian employees by workplace savings programs is low, but our survey showed that where workplace savings programs are available, participation rates are high.”

What could be done to improve retirement savings outcomes – you mention many don’t take advantage of retirement programs and matching; any other areas for improvement?

“In Canada, DC pension plans and other CAPs are not as mature as they are in other countries such as the UK and US.  That said, we are now seeing the first generation of Canadians retiring with a full career of DC (rather than DB) retirement savings.  Appropriately, there has been a definite swing towards focusing on decumulation (outcomes) versus accumulation in such CAPs.

“From service providers like the insurance companies that do recordkeeping for workplace CAPs, this includes enhanced tools supporting financial literacy and retirement and financial planning.  Also, many firms who provide consulting services to employers for their workplace plans encourage those employers to focus on educating members and encouraging them to use the available tools and resources.

“However, if members are required to transfer funds out of group employer programs into individual savings and income vehicles (with associated higher fees and no risk pooling) when they leave employment, they will see material erosion of their retirement savings. Variable benefit income arrangements (LIF and RRIF type plans) within registered DC plans are able to be provided in most jurisdictions in Canada, but there are still many DC plans which still do not offer these.

“It is more difficult to provide variable benefits when the base plan is a group RRSP or RRSP/deferred profit sharing plan (DPSP) combination, but the insurance company recordkeepers all offer group programs which members can transition into after retirement to facilitate variable lifetime benefits.  The most recent Federal Budget was really encouraging with its announcement of legislation to support the availability of Advanced Life Deferred Annuities (ALDAs) and Variable Pay Life Annuities (VPLAs) from certain types of capital accumulation plans.

“There is still more work to be done to implement these and to ensure that they are more broadly available and affordable, but it is a definite step in the right direction.  A key benefit of the VPLAs is the pooling of mortality risk while maintaining low fees and professionally managed investment options within a group plan.  The cost to an individual of paying retail fees and managing investments and their own longevity risk can have a crippling impact on that member’s ultimate retirement income.”

We thank Rosalind Gilbert for taking the time to connect with us.

If you don’t have access to a workplace pension plan, or do but want to contribute more towards your retirement, the Saskatchewan Pension Plan may be of interest. It’s a voluntary pension plan. You decide how much to contribute (up to $6,200 per year), and your contributions are then invested for your retirement. When it’s time to turn savings into income, SPP offers a variety of annuity options that can turn your savings into a lifetime income stream.

Written by Martin Biefer
	Martin Biefer is Senior Pension Writer at Avery & Kerr Communications in Nepean, Ontario. A veteran reporter, editor and pension communicator, he’s now a freelancer. Interests include golf, line dancing and classic rock. He and his wife live with their Shelties, Duncan and Phoebe, and cat, Toobins. You can follow him on Twitter – his handle is @AveryKerr22

Although I have continued my encore career as a personal finance journalist since I retired from my corporate job 13 years ago, my husband retired three years ago. As a result, how to draw down income most tax effectively from our registered and non-registered accounts and how to make sure we don’t run out of money has been a hot topic of our discussions.

Eventually, as you phase out of the workforce or retire, you’ll need to convert your retirement savings into retirement income. It must be done by December 31 of the year in which you reach age 71. The funds are also fully taxable if withdrawn in cash. Moving your investments into a registered retirement Income Fund (RRIF) will mean you can continue to tax-shelter all but annual minimum withdrawals. In the Toronto Star, Paul Russel outlined 10 things you need to know about RRIFs.

In a HuffPost article How Much to Withdraw from Retirement Savings Retirement Coach Larry Rosenthal considers the “4 percent rule” – originated in the early 1990s by financial adviser Bill Bengen which says that if you withdraw 4.5% of your retirement savings each year, adjusted for inflation, your money should last 30 years. “When the 4% rule emerged, investment portfolios were earning about 8% annually. Today, they’re generally in the 3 to 4% range,” Rosenthal says. “Now when you want to figure out how much to withdraw annually from your retirement funds, you need to look at three factors: your time horizon, asset allocation mix and – what’s most often overlooked – the potential ups and downs of investment returns during retirement.”

For further insight into whether or not the 4% rule is safe, listen to the podcast (or read the transcript) of the interview I did late last year with Certified Financial Planner Ed Rempel. On his blog Unconventional Wisdom, Ed reviewed his interesting research which reveals that if you want to withdraw 4% a year from your retirement portfolio without running out of money in 30 years of retirement, you need to hold significantly more equities than bonds in your portfolio. He looked back at 146 years of data on stocks, bonds, cash, and inflation to see what would have happened in the past if people retired that year, with each type of portfolio – e.g 100% bonds, 100% stocks plus various other permutations and combinations. 

Retire Happy’s Jim Yih explains in Drawing Income in Retirement that there are five typical sources of retirement income: government benefits, company pension plans, RRSPs, non-RRSP savings and your personal residence. On one extreme, Yih notes that some people live frugally, save for retirement and continue their frugal ways after retirement and end up dying with healthy bank accounts. In contrast, others spend everything they earn and do not save for retirement. Therefore, they may have to make some sacrifices down the road.

Journalist Joel Schlesinger also addressed How best to draw income from your retirement savings for the Globe and Mail. He focused on the tax implications of drawing down money from various types of accounts. Each account may be subject to different levels of taxation, and, consequently, where you hold investments such as stocks, bonds and guaranteed investment certificates (GICs) becomes all the more important. For example, withdrawals from registered accounts – including RRSPs, RRIFs (registered retirement income funds), LIRAs and LIFs (life income funds) – are fully taxable income. Like work pensions, income from RRIFs and LIFs can be split with a spouse to reduce taxation (once plan holders reach 65).

Written by Sheryl Smolkin
	Sheryl Smolkin LLB., LLM is a retired pension lawyer and President of Sheryl Smolkin & Associates Ltd. For over a decade, she has enjoyed a successful encore career as a freelance writer specializing in retirement, employee benefits and workplace issues. Sheryl and her husband Joel are empty-nesters, residing in Toronto with their cockapoo Rufus.