Rising employer pension liabilities and the advent of automatic enrolment have driven a change in the way employers help their employees save for retirement.  That has meant a move away from Defined Benefits (DB) to Defined Contribution (DC) pensions in recent years.

However, this isn't a simple shift from A to B.

There are many types of DC pension schemes.  As an employer, how do you know which one to choose?

Many employers have preferred to set up and run their own DC pension schemes ('occupational DC')  because others such as group personal pensions were sometimes seen as expensive and often poorly run.  As a result they accepted the trustee obligations that came with these occupational DC schemes.

Fast forward to today, however, and increasing regulation as well as rising business costs mean it's time to look for fresh ideas.

Automatic enrolment offers more people the chance to improve their financial future.  They want to know that their savings are working for them.

Employers want to know that their efforts to improve their employees' financial future will be rewarded.

As an employer, how do you navigate your way through a potential minefield of governance responsibilities and help your people save for the future?

The answer is the Aspire Savings Trust - a master trust fund offering a way of saving for the future using professional risk management and innovative solutions and communicating in a forward-looking 21st century way.