It is time for a proper discussion of CDC and there is no doubt that there is such demand that we are extending our discussion to next week when we will have the core team (Pension Plowman and Chris Bunford) discussing what can be done now and what should be left till later in the decade.

If you missed this morning’s session (50 of us didn’t) then here it is again.

The issue we want to consider is what are the pros and cons of putting off CDC till at earliest 2028 and probably 2029.

Chris has done some brilliant work maximising pension and minimising volatility (the amount pay can go up and down).

Henry’s job has been to talk with providers of  Master Trusts and Group Personal Pension and to employers who participate in them and run their own occupational schemes.

There’s no doubt that most employers will help staff swell pots and not being accrue pensions till a “retirement CDC” is available.

Corporate Adviser offer a brilliant review of what workplace pensions intend to do and this includes a review of intentions with regards CDC at retirement. Despite the option to, there is no mention of master trusts or other workplace pensions moving to CDC for the beginning of 2027 and for the whole of the saving and spending life!

Most master trusts have another approach in mind …

The master trusts are gearing up to providing retirement income with longevity protection from an annuity

But we don’t have a CDC option to meet the need for retirement income and protection against living too long, not from a retirement CDC plan, not till 2028 at least. So what are people getting excited about CDC?

The question we will have next week is whether to go for a CDC plan for life or just one for retirement. Our view is that if you have a chance to have one for life , you’re better off going that way, but many – including me- are a little late!

Uplift over life – not from a transfer at retirement.

Be there or be square