{"id":17710,"date":"2026-03-02T08:25:07","date_gmt":"2026-03-02T08:25:07","guid":{"rendered":"https:\/\/www.profion.de\/?p=17710"},"modified":"2026-06-22T08:45:30","modified_gmt":"2026-06-22T08:45:30","slug":"servus-30","status":"publish","type":"post","link":"https:\/\/www.profion.de\/en\/newsletter\/servus-30\/","title":{"rendered":"Servus #30"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"17710\" class=\"elementor elementor-17710 elementor-17684\" data-elementor-post-type=\"post\">\n\t\t\t\t<div class=\"elementor-element elementor-element-9277b16 e-flex e-con-boxed e-con e-parent\" data-id=\"9277b16\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-e018f91 elementor-widget elementor-widget-heading\" data-id=\"e018f91\" data-element_type=\"widget\" data-e-type=\"widget\" id=\"brsg-2\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Company Pension Strengthening Act II \u2013 The most important changes<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-8089e14 elementor-widget elementor-widget-text-editor\" data-id=\"8089e14\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>We reported on the Company Pension Strengthening Act II in <a href=\"\/en\/servus-27\/\">Servus 27<\/a> and <a href=\"\/en\/servus-28\/\">Servus 28<\/a> \u2013 now it has come into force. Here is a summary of the most important changes:<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-69cb605 elementor-widget__width-inherit elementor-widget elementor-widget-text-editor\" data-id=\"69cb605\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><strong>Changes as of January 1, 2026:<\/strong><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a193219 elementor-widget elementor-widget-text-editor\" data-id=\"a193219\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h3>1. Increase in Severance Payment Limits for Entitlements from Company Pension Schemes<\/h3><p>As of January 1, 2026, employers can settle entitlements without the employee&#8217;s consent if they do not exceed the following limits:<\/p><ul><li>For pensions: 1.5% of the monthly reference amount according to Section 18 of Book IV of the Social Code (SGB IV) (\u20ac59.33 monthly pension in 2026)<\/li><li>For lump sum payments: 18\/10 of the monthly reference amount according to Section 18 of Book IV of the Social Code (SGB IV) (\u20ac7,119.00 lump-sum payment in 2026)<\/li><\/ul><p>With the employee&#8217;s consent, the limits increase to 2% for pensions and 24\/10 for lump sum payments, provided that the settlement amount is paid directly into the statutory pension scheme.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-6dc4203 elementor-widget elementor-widget-text-editor\" data-id=\"6dc4203\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h3>2. Expanding the Social Partner Models<\/h3><p>Existing social partner models can also be used more easily in future by employers and employees who are not bound by collective agreements. The German government&#8217;s goal is to double the number of employees participating in a social partner model by 2027.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-af9f020 elementor-widget elementor-widget-text-editor\" data-id=\"af9f020\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h3>3. Easier Introduction of Opt-Out Models for Deferred Compensation<\/h3><p>Opt-out models can also be introduced in future without a collective agreement basis through a works or service agreement. The prerequisite is that the remuneration entitlements to be converted are not or not usually regulated in a relevant collective agreement and that the employer pays a subsidy of at least 20%.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-f10ce3d elementor-widget__width-inherit elementor-widget elementor-widget-text-editor\" data-id=\"f10ce3d\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><strong>Changes as of July 1, 2026:<\/strong><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-600d7df elementor-widget elementor-widget-text-editor\" data-id=\"600d7df\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h3>4. Continuation of Life Insurance Policies After Periods without Pay<\/h3><p>Deferred compensation via direct insurance or a pension fund is often continued without contributions during periods without pay. In future, employees will be able to request the continuation of the contract under the original conditions not only after parental leave, but after all periods without pay.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a30c6e4 elementor-widget__width-inherit elementor-widget elementor-widget-text-editor\" data-id=\"a30c6e4\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><strong>Changes as of January 1, 2027:<\/strong><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d53065a elementor-widget elementor-widget-text-editor\" data-id=\"d53065a\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h3>5. Early Retirement Pension Also Possible with Partial Pension<\/h3><p>In future, it will also be possible to claim benefits from the company pension scheme early, if no full pension is received from the statutory pension insurance scheme. Instead, a partial pension will also be sufficient in the future.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-c23b41e elementor-widget elementor-widget-text-editor\" data-id=\"c23b41e\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h3>6. Changes to Low-Income Support<\/h3><p>The maximum tax-free employer contribution to support low-income earners will be increased to \u20ac1,200 per year. In addition, the income limit up to which the subsidy is granted will be adjusted to 3% of the contribution assessment ceiling in the statutory pension insurance scheme.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-29db83b elementor-widget elementor-widget-text-editor\" data-id=\"29db83b\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>For Profion customers, limited regulations are likely to be relevant in practice, and if they are, it will likely concern the regulations under points1, 3 and 5.<\/p><p>Please contact us if you require further information!<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-cec1134 e-grid e-con-full e-con e-child\" data-id=\"cec1134\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-0d82a0d elementor-widget elementor-widget-author-box\" data-id=\"0d82a0d\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"author-box.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-author-box\">\n\t\t\t\t\t\t\t<div  class=\"elementor-author-box__avatar\">\n\t\t\t\t\t<img decoding=\"async\" src=\"https:\/\/www.profion.de\/wp-content\/uploads\/2024\/07\/Picture6.png\" alt=\"Picture of Norbert Rutzmoser\" loading=\"lazy\">\n\t\t\t\t<\/div>\n\t\t\t\n\t\t\t<div class=\"elementor-author-box__text\">\n\t\t\t\t\t\t\t\t\t<div >\n\t\t\t\t\t\t<span class=\"elementor-author-box__name\">\n\t\t\t\t\t\t\tNorbert Rutzmoser\t\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-author-box__bio\">\n\t\t\t\t\t\t<p><a href=\"mailto:norbert.rutzmoser@profion.de\">Questions or feedback to the author<\/a><\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-fdac427 elementor-widget elementor-widget-author-box\" data-id=\"fdac427\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"author-box.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-author-box\">\n\t\t\t\t\t\t\t<div  class=\"elementor-author-box__avatar\">\n\t\t\t\t\t<img decoding=\"async\" src=\"https:\/\/www.profion.de\/wp-content\/uploads\/2024\/02\/L1.5cm.png\" alt=\"Picture of Lars Rieger\" loading=\"lazy\">\n\t\t\t\t<\/div>\n\t\t\t\n\t\t\t<div class=\"elementor-author-box__text\">\n\t\t\t\t\t\t\t\t\t<div >\n\t\t\t\t\t\t<span class=\"elementor-author-box__name\">\n\t\t\t\t\t\t\tLars Rieger\t\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-author-box__bio\">\n\t\t\t\t\t\t<p><a href=\"mailto:lars.rieger@profion.de\">Questions or feedback to the author<\/a><\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ecf0dd9 elementor-widget-divider--view-line elementor-widget elementor-widget-divider\" data-id=\"ecf0dd9\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"divider.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-divider\">\n\t\t\t<span class=\"elementor-divider-separator\">\n\t\t\t\t\t\t<\/span>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-159de71 elementor-widget elementor-widget-heading\" data-id=\"159de71\" data-element_type=\"widget\" data-e-type=\"widget\" id=\"occupational-pension-case-law\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Current Company Pension Case Law: <br>Federal Labor Court Ruling 3 AZR 158\/24 and Its Background<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-bc4c54c elementor-widget elementor-widget-text-editor\" data-id=\"bc4c54c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Unresolved issues regarding employer contributions under Section 1a (1a) of the German Company Pensions Act (BetrAVG) have already been the subject of several supreme court rulings. According to this provision, employers are obliged to subsidize deferred compensation in company pension schemes by 15% if they save social security contributions because of deferred compensation. The subsidy obligation only applies if the scheme is implemented via pension funds, pension schemes, and direct insurance policies. While in the past the Federal Labor Court (BAG) primarily ruled on questions relating to the negotiability of collective agreements, it has now ruled on the question of whether other employer benefits can already fulfill the subsidy obligation.<\/p><p>In the opinion of the BAG, the only thing that matters is that, in the case of monetary debt, the obligation is fulfilled by the actual transfer to the direct insurance policy. The claim is then fulfilled as an objective consequence of the provision of the benefit. The BAG focuses solely on this objective effect of fulfillment and disregards the specific circumstances of the case (contractual reclassification of a claim to capital-forming benefits).<\/p><p>However, the BAG explicitly left open the question of whether the employer could also have fulfilled its subsidy obligation under Section 1a (1a) BetrAVG by paying a capital-forming benefit. It therefore remains to be seen how case law will develop in the future as to whether and, if so, under what conditions other benefits provided by the employer can be \u201ccredited\u201d against the entitlement under section 1a (1a) of the BetrAVG.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-8f44089 elementor-widget elementor-widget-author-box\" data-id=\"8f44089\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"author-box.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-author-box\">\n\t\t\t\t\t\t\t<div  class=\"elementor-author-box__avatar\">\n\t\t\t\t\t<img decoding=\"async\" src=\"https:\/\/www.profion.de\/wp-content\/uploads\/2025\/04\/Torsten-Reich_rund-300x300.png\" alt=\"Picture of Dr. Torsten Reich\" loading=\"lazy\">\n\t\t\t\t<\/div>\n\t\t\t\n\t\t\t<div class=\"elementor-author-box__text\">\n\t\t\t\t\t\t\t\t\t<div >\n\t\t\t\t\t\t<span class=\"elementor-author-box__name\">\n\t\t\t\t\t\t\tDr. Torsten Reich\t\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-author-box__bio\">\n\t\t\t\t\t\t<p><a href=\"mailto:info@profion.de\">Questions or feedback to the author<\/a><\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-8a2e436 elementor-widget-divider--view-line elementor-widget elementor-widget-divider\" data-id=\"8a2e436\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"divider.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-divider\">\n\t\t\t<span class=\"elementor-divider-separator\">\n\t\t\t\t\t\t<\/span>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-1f32397 elementor-widget elementor-widget-heading\" data-id=\"1f32397\" data-element_type=\"widget\" data-e-type=\"widget\" id=\"pay-transparency-directive\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">The Impact of the Pay Transparency Directive (EU Directive 2023\/970 of May 10, 2023) on Company Pension Schemes<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-dca4b1f elementor-widget elementor-widget-text-editor\" data-id=\"dca4b1f\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Does gender pay gap equal pension gap? If there are gaps during working life, there will also be gaps in retirement. The implementation of the European Pay Transparency Directive into national law will give new impetus to the current German Pay Transparency Act. From 2027, all companies with 150 or more employees will be subject to extensive reporting and disclosure requirements regarding average pay levels by gender. This includes all benefits, in particular company pension schemes.<\/p><p>The aim is to strengthen the principle of equal pay, for example through disclosure and information requirements as well as enforcement through claims for damages and procedural sanctions.<\/p><p><b>What does pay transparency mean in relation to company pension schemes?<\/b><\/p><p>If the employer pays contributions to an external pension provider and the latter assumes full responsibility for the payment of future benefits, these contributions must be included in the total remuneration. This effectively affects all external implementation channels (direct insurance\/pension fund\/pension scheme) where the employer has a theoretical obligation to make additional contributions. For all defined contribution commitments, it can therefore be assumed that the calculation of contributions is sufficient. These contributions are then included in the general salary comparison.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-f891ba6 e-grid e-con-full e-con e-child\" data-id=\"f891ba6\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-58447e8 elementor-widget elementor-widget-author-box\" data-id=\"58447e8\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"author-box.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-author-box\">\n\t\t\t\t\t\t\t<div  class=\"elementor-author-box__avatar\">\n\t\t\t\t\t<img decoding=\"async\" src=\"https:\/\/www.profion.de\/wp-content\/uploads\/2026\/01\/JB_rund-scaled-1-300x300.png\" alt=\"Picture of Jessica Buchmeier\" loading=\"lazy\">\n\t\t\t\t<\/div>\n\t\t\t\n\t\t\t<div class=\"elementor-author-box__text\">\n\t\t\t\t\t\t\t\t\t<div >\n\t\t\t\t\t\t<span class=\"elementor-author-box__name\">\n\t\t\t\t\t\t\tJessica Buchmeier\t\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-author-box__bio\">\n\t\t\t\t\t\t<p><a href=\"mailto:jessica.buchmeier@profion.de\">Questions or feedback to the author<\/a><\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-89d3e45 elementor-widget elementor-widget-author-box\" data-id=\"89d3e45\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"author-box.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-author-box\">\n\t\t\t\t\t\t\t<div  class=\"elementor-author-box__avatar\">\n\t\t\t\t\t<img decoding=\"async\" src=\"https:\/\/www.profion.de\/wp-content\/uploads\/2024\/07\/Picture6.png\" alt=\"Picture of Norbert Rutzmoser\" loading=\"lazy\">\n\t\t\t\t<\/div>\n\t\t\t\n\t\t\t<div class=\"elementor-author-box__text\">\n\t\t\t\t\t\t\t\t\t<div >\n\t\t\t\t\t\t<span class=\"elementor-author-box__name\">\n\t\t\t\t\t\t\tNorbert Rutzmoser\t\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-author-box__bio\">\n\t\t\t\t\t\t<p><a href=\"mailto:norbert.rutzmoser@profion.de\">Questions or feedback to the author<\/a><\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>In this issue, we inform you about important developments in company pension schemes: we present key changes in the Company Pension Strengthening Act II and highlight current implications for employers and HR managers. We also summarize the latest ruling by the Federal Labor Court and place the judgment 3 AZR 158\/24 in its legal context. Another focus is on the EU&#8217;s Pay Transparency Directive, the implementation of which may also have far-reaching consequences for company pension schemes. <\/p>\n","protected":false},"author":9,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[12],"tags":[],"post_folder":[],"class_list":["post-17710","post","type-post","status-publish","format-standard","hentry","category-newsletter"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Servus #30 - Profion GmbH<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.profion.de\/en\/newsletter\/servus-30\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Servus #30 - Profion GmbH\" \/>\n<meta property=\"og:description\" content=\"In this issue, we inform you about important developments in company pension schemes: we present key changes in the Company Pension Strengthening Act II and highlight current implications for employers and HR managers. 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