A better pension matters:
The attraction and retention strategy every employer should be thinking about
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The demand for employers to take a leading role is growing
Employees want and need more focus on their financial wellness in the workplace. While many CEOs, CHROs and CFOs say they are changing their talent strategies, only the most forward-looking leaders are gaining a real competitive advantage by providing what employees really want—a better pension plan.
What leaders need to know:
Employees are struggling with their financial well-being.
despite
81%
of the C-suite rating their employees' financial well-being as excellent or good.
Employees want better workplace pensions
Why employers are offering a benefit that lasts a lifetime—literally.
Retirement security is a top source of stress for working Canadians. Organizations across Canada are now tapping into the link between workplace retirement plans, corporate social responsibility (CSR) and branding as a responsible employer of choice.
Job seekers expect a workplace pension, and prefer employers who offer them.
The power of workplace pensions
A win-win for employers and employees.
Offering a secure workplace pension and retirement income is a key differentiator and competitive advantage for employers. It demonstrates investment in their talent, provides immediate value on a business and improves employee productivity and engagement.
Better talent attraction
Demonstrate a long-term investment in both existing and incoming talent, while reducing turnover costs and time.
Boosted brand and bottom line
Pensions enhance compensation efficiency and workplace productivity, so employers can support employees’ savings needs while improving the bottom line.
No liabilities, minimized risks
There are no financial risks when joining DBplus. Employers’ contributions are fixed and will not change, unless requested by the employer. Both employee and employer contribute to the Plan.
Achieve ESG and financial wellness
Promote corporate social responsibility by helping employees save towards a paycheque for life, which improves our social security system, quality and satisfaction of life, and holistic wellness.
“While many Canadians find themselves in a new job, employers also need to put the focus on those who stayed in their roles. It’s now time for the ‘Great Recognition’ and to build a culture of appreciation.”
DBplus by the CAAT Pension Plan
Canada's modern workplace pension plan
There's a reason employers choose DBplus to meet their business goals.
CAAT Pension Plan is one of Canada's most sustainable, fastest-growing, and highest-performing pension plans. And, we're a not-for-profit.
Our DBplus offering is a unique and innovative design that unites the best of defined benefit, defined contribution and group RRSPs.
Why employers select DBplus as the retirement solution of choice
Improve retention, recruiting, and productivity at no added cost.
Cost-certainty with fixed contributions.
Flexible options to suit organizational needs and budget.
Simple accounting and no hidden or extra costs for all services.
Fully supported transition by a team of pension experts.
Simple steps to implement.
A modern business solution that improves the bottom line
The cost certainty employers want and the valuable lifetime income employees need.
Employers across Canada are winning the race for talent by offering DBplus in the workplace
DBplus is now available to workplaces across Canada, offering employers an opportunity to tap into a CAAT’s jointly sponsored pension plan, while offering unique and desirable features.
Read our success stories
“CAAT’s purpose is bigger than pensions—they really want to make Canada better... CAAT inspires me and captures the optimism and energy that makes Canada special.”
A modern workplace retirement solution that delivers more value
Here’s how the power of Plus measures up.
The expected pension per dollar contributed is meaningfully higher with a modern DB plan, like CAAT’s DBplus.8
What each $1 of contribution provides on average in retirement:
As a world-class pension plan, our expert team focuses on strength and sustainability over the long term
endorsement rate from CAAT’s participating employers and members
average 10-year net return rate
Net Assets
Funding reserves
Let’s build financial security together
CAAT’s fully managed retirement programs are designed with lifetime income and institutional support at their core. Whether you are looking to evolve your DC plan offering or eliminate the drawdown or decumulation burden altogether, we can help you explore what is possible.
CAAT’s experts are all straight salary and do not earn bonuses or commissions. As a non-profit, our focus is on improving outcomes for employers, employees, and Canada. We want to help you win the race for talent and will help any way we can. No pressure. No obligations. All confidential.
© CAAT Pension Plan. All Rights Reserved.
- 1 Healthcare of Ontario Pension Plan and Abacus Data, 2021 Canadian Retirement Survey, May 2021
- 2 Mercer Global Trends Survey, 2022
- 3 Deloitte, The C-suite's role in well-being, June 22, 2022
- 4 Healthcare of Ontario Pension Plan and Abacus Data, 2021 Canadian Retirement Survey, May 2021
- 5 Manulife Investment Management, Manulife Canada Retirement Study: Stress, Finances, Well-being, 2022
- 6 Healthcare of Ontario Pension Plan and Abacus Data, 2021 Canadian Retirement Survey, May 2021
- 7 OMERS, OMERS Pension Plan: Social Value Benefits, 2021
- 8 The Value of a Good Pension study, prepared by the Healthcare of Ontario Pension Plan