Workplace benefits, digitally managed —
for brokers,
employers and
employees.
The tridion Pension Cloud administers the pay components that run through payroll and tax — today occupational pensions and corporate health care, next sabbaticals and employee share plans. With four dedicated portals and a role model that keeps client data strictly separated. Provider-neutral: 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.
Sabbaticals
A German time-value account under §§ 7b–7f SGB IV works mechanically like deferred compensation: pay is not disbursed but set aside, held with a value guarantee, and taxed and contributed on later. Same arithmetic, same interface to payroll.
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 →
Which one are you?
Each page addresses exactly one problem — pick yours.
I am a broker
You manage pension portfolios in spreadsheets and insurer extranets — and your corporate clients keep asking for a digital portal you do not have. Licence ours.
See licence models →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 →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.
The market has two camps. We are the third.
| Product providers (own ETF tariff) | Pure platforms | tridion | |
|---|---|---|---|
| Choice of tariff | tied to one product | open | open — fee-based or commission-based |
| Role of the broker | replaced | tolerated | is the customer: own licence, own brand |
| Service | software + hotline | software | freely chosen, from self-service to full service |
| Pricing logic | fee on assets | fee per contract | a continuum: more service and commission means a cheaper licence |
| Public pricing | partly | mostly no | yes, with self-checkout and a 30-day trial |
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 talk to anyone.
30 days free, with your own data and no sales appointment. If you would rather talk to a person, that works too.
Start the trial Book a demo