Workplace benefits, digitally managed —
for employers and
employees.
We develop, implement and operate occupational pensions, corporate health care and the Tridion Life Account as a companion to retirement provision — building blocks of one considered financial and retirement plan. Our own state-of-the-art platform supports employers and employees alike, with a role model that keeps client data strictly separated, and provider neutrality: fee-based or commission-based tariffs is your decision, not ours.
Everything that runs through payroll and tax
Occupational provision is where we started, not where we stop. The moment a pay component touches the payslip — a pension, corporate health care, a sabbatical, a stake in the company — it needs the same three things: a clean data base, correctly calculated thresholds, and figures that reach payroll reliably.
Pensions & corporate health care
Deferred compensation, employer match, tax- and social-security-free thresholds, insurer reconciliation and documents — for brokers, employers and employees working from the same data.
Tridion Life Account
The natural companion to the pension: a German value account under §§ 7b ff. SGB IV that works mechanically like deferred compensation. Pay is not disbursed but set aside, held with a value guarantee, and later drawn down as financed leave — for a sabbatical, parental leave, caregiving, further education, or a phased move into retirement. Together with the pension, part of the same considered financial and retirement plan, not two separate topics with two separate processes. More on the Life Account →
Employee share plans
Benefits in kind, tax-free allowances, valuation dates, holding periods. Share plans also end up as a payroll item and a line in staff costs — the same problem in different clothing.
What connects these components is not a product but a place in the organisation: the line between the HR system and payroll. That is exactly where we sit — and why the platform grows along that line rather than in arbitrary directions. See how that works technically →
Your pension, as easy to follow as a brokerage account.
Unit-linked pension provision is often experienced as a black box: a contribution goes in, years later a number comes out. Our platform turns this into something that looks and feels like a modern investment account — combined with AI-supported advice and a deliberately investment-savvy fund selection.
For employees: your own portfolio, in view
Every position individually — fund, units held, current price (NAV) with its date, the resulting position value — and a value chart built from real pricing days, not a black-box projection. Plus a clear picture of how much of the contribution is actually invested in funds and how much — depending on the guarantee level chosen — remains in the insurer's classic general account (Deckungsstock). Choosing a lower or no guarantee level channels correspondingly more into the fund investment.
NAV as of 12 Sep 2026 · sample data for illustration, not real customer data.
More on fund management, up to 20 funds and the AI fund advisor →
For employers: appreciation that lands
A pension nobody understands binds nobody. This transparency solves exactly that: employees see their money at work, not just a contribution disappearing. That turns a mandatory benefit — the 15 % employer match — into an argument in recruiting and retention, without you having to become an investment advisor yourself.
And access continues: employees who have left the company keep their access to their pension and their investments too — support does not end when employment does.
Which one are you?
Each page addresses exactly one problem — pick yours.
I am an employer
Deferred compensation is a statutory entitlement and the 15 % employer match is mandatory. You have to deal with this anyway — so make it work for you.
Models and pricing →I am an employee
You have "something with a company pension" and no idea how much, where it sits or what it is worth. Here it is in plain language.
Benefits explained →Are you a broker looking for a white-label platform for your own clients? That's handled by our technology company tridion systems →
A company pension is not an optional extra.
The entitlement to deferred compensation exists, the employer match is prescribed by law, duties to inform and disclose fall on the business, and when an employee changes jobs the administration lands on its desk. The question is never whether — only how expensive in time and risk.
Manual means risky
Change notifications by email, contribution lists in spreadsheets, documents in folders: every step is a source of error with liability attached.
Invisible means ineffective
A pension nobody understands binds nobody. The employer pays the match — and gets no recognition whatsoever for it.
Opaque means exposed
Pay components will have to be presentable. What sits in no system can neither be analysed nor evidenced.
Independent of any single insurer.
We are not tied to any tariff and we do not sell an insurance product of our own. Fee-based or commission-based is your decision, not ours — and your portfolio comes together in one place, provider-neutral, no matter how many insurers it is spread across today.
What clients say
Two subjects on which we take a position
Total compensation & pay transparency
Germany missed the EU directive's transposition deadline on 7 June 2026; legislation is not expected before 2027. Why that is no reason to wait — and what occupational pensions and corporate health care, as pay components, have to do with it.
To the campaign page →How German workplace benefits work
Five funding routes with their legal bases, the 2026 tax and social-security thresholds — and the point where the market most often miscalculates: the employer match consumes the allowance too.
To the technical section →See the platform before you decide.
A no-obligation initial consultation — we'll show you the platform against your own case.
See pricing Book a demo