For Businesses

We specialise in all aspects of employee benefits strategy, business protection and succession planning. We see the whole picture, so every aspect of our financial advice drives towards our corporate clients’ goals.

With any corporate relationship we begin with a review of our client’s existing benefits strategy and policies, to establish that’s important and work towards ensuring a return on investment.

Our services are suitable for the whole corporate market – from auto enrolment assistance to executive services like SIPP and SSAS and personal pension reviews.

What our clients say about us

Company Pension Schemes & Flexible benefits

A flexible benefits scheme helps you meet the personal needs of your staff by allowing them to decide on the benefits that suit them, such as swapping salary for holiday, or offsetting pension contributions to improve the level of private health cover they receive. It can also allow you to keep control of your benefits bill by offering employees a fixed annual allowance to spend on benefits.

We understand that every client is unique so our experienced team is ready to work with you and your people to understand your needs. We can help build your reputation as a market leader in creative pay and conditions, giving you an edge over your competitors in attracting and retaining the best staff.

Once we have listened and understood your goals, we design a flexible benefits package specifically tailored to your business. With your agreement we move forward by implementing the plan, project managing the changes and handling communications.

Our independence – your advantage

We’re independent, so unlike some of our competitors, we do not have any partnerships in place favouring one flexible benefits provider over another. Our clients benefit from in-house project management and system design together with ongoing management and technical support. This ensures you always receive the most up to date and competitive packages on the market.

Pension audit

If you have an existing pension scheme, do you know for sure if it is fit for purpose? Our comprehensive Group Pension Audit will give you a definitive answer to this question.


Provider Selection Review

If you wish to establish a new pension scheme, or are tired of your existing pension provider and would like to adopt a new one, then we can review the entire group pension marketplace to recommend one which is the most for you and your employees.


Advice on Salary Sacrifice

This is an alternative way for employees to make their own personal contributions to a pension plan. It has become very popular with both employers and employees in recent years. However it is important you receive advice on this, to ensure your salary sacrifice is set up correctly. We have many years of experience of advising employers on salary sacrifice, and also communicating the benefits of this to employees so they truly understand and value the benefit.


Ongoing Corporate Governance

The Pension Regulator has issued The Six Principle of Good Member Outcomes, which brings corporate governance to contract based pension schemes (such as group personal pensions). We can help an employer satisfy this requirement by holding annual governance meetings with the employer and their Governance Committee, where we discuss how the pension scheme is meeting these principles.


The unexpected happens in every walk of life, but Wren Sterling’s protection services can prevent unexpected consequences. Through a review of your current arrangements and our relationships with providers, we will recommend the most appropriate mix of products to protect your business and your employees.

Our advisers scour the market to achieve the lowest premiums and the most suitable cover available.

We offer the following employee protection services;

  • Group Critical Illness Cover
  • Income Protection
  • Death In Service Cover
  • Relevant Life Cover
  • Keyperson insurance
  • Shareholder/Partnership Protection
  • Private Medical Insurance

Get in touch to arrange an appointment with a local corporate financial adviser.


Financial education

As the retirement space becomes increasingly complicated, employees will turn to their employer as their benefits provider for guidance. We believe that the more knowledge people have, the more engaged they are in their employee benefits.

Why financial education?

Financial education can make a tangible difference to your workforce. Here are a few statistics that illustrate some of the problems facing employees in the UK today.

Wren Sterling’s experienced advisers can make sure employees are well informed and up to speed on all the legislative changes, through a coordinated financial education programme. There’s also access to our telephone financial planning team for your employees and directors with more complex financial arrangements can count on the expertise of our private client team.

We’ll analyse the demographic of your workforce, benchmarking you against your peers and review your existing arrangements to determine their suitability.

Working alongside you, we can run a bespoke communication program to ensure your employees understand the importance of retirement planning, whilst at the same time valuing the financial commitment made by their employer in helping to achieve their goals in retirement.

We do this through a variety of communication channels;

We understand that pensions and workplace benefits can appear confusing, which is why we cut through the jargon and ensure all of our employee communication are delivered in a language that’s easy to understand.

Help employees with money worries

1 in 4 employees are suffering with financial problems that are so severe that they are affecting their performance in the workplace1

Help your people provide for retirement

People could face a £4,000 per year shortfall between their pension savings and desired retirement income3

The role of the employer in financial education

46% of those aged 65-69 feel their employers should provide information about the state pension2

Help your people understand their pension and benefits

6 in 10 people have put off saving more into their pension because they don’t understand the system 3

Personal Financial Planning for Executives

We can help you support your executives directly by providing holistic personal financial advice that covers everything from their pension arrangements to wealth planning to protection. Our services include:

  • Executive Pension Planning
  • Lifetime and annual allowances
  • Cashflow Planning
  • Wealth Management
  • Relevant Life Policy
  • Executive remuneration

Managing corporate pension risk

Organisations with legacy defined benefit (DB) schemes looking to reduce scheme liabilities, control the future cost of the scheme and give members access to flexibility in retirement are turning to Wren Sterling to help deliver large-scale advice projects.

Wren Sterling is used to working with large organisations across many sectors to make sure their employees and scheme members understand their options at key life points including retirement and can map a path that aligns with their long term financial goals. Recently, we completed the first stage of a project with a major pharmaceutical brand to provide advice to over 5,000 employees, consistently beating volume and quality targets.

If you’re going to put scheme members through a pension transfer exercise, it’s important to recognise that your employees will feel unsure about how this impacts their future until they’ve spoken with an adviser. We continually recognise how your employees could be feeling with the ‘3Cs’; Cautious, Confused, Concerned.

In a recent exercise, pension scheme members rated their experience highly (satisfaction with Wren Sterling out of 10, May 2017):
  • Did you find Wren Sterling easy to deal with?
  • How would you score the adviser that helped you?
  • How would you rate the recommendation report you received from Wren Sterling for ease of understanding?
  • What is your overall score of Wren Sterling in relation to the help you received on your pension?

Accessing pension benefits early may impact on levels of retirement income and is not suitable for everyone. You should seek advice to understand your options at retirement.

Auto enrolment

In the UK we’re living longer and more active lives than ever before, but this means that we are spending longer in retirement than ever before too. When the state pension was introduced for over 70s in 1909, the average life expectancy was around 50 years old.

The Government has taken steps to encourage people to think about saving for retirement by introducing far reaching workplace pension reforms that make sure we all save for later life. The Pensions Act 2008 introduced new legislation to create a savings culture in the UK, requiring employers to enrol all eligible workers into a Qualifying Workplace Pension Scheme (QWPS). As an employer you need to establish a QWPS and this can be the current scheme you offer, or a new scheme via a specialist provider or insurer. This is known as Workplace Pension Reform or automatic enrolment.

What is auto enrolment?

Put simply, all employers must comply with the legal requirements for auto enrolment, which are to:

  • Provide ALL of your workers with access to a qualifying workplace pension scheme
  • Automatically enrol ELIGIBLE workers into a qualifying workplace pension scheme
  • Pay a minimum level of contributions

All this may sound daunting but Wren Sterling is here to help your business establish a QWPS and advise you on all aspects of workplace pensions.

Automatic re-enrolment

Every three years as an employer you must put certain members of staff back into an automatic enrolment pension scheme. This is called ‘re-enrolment’.

You will also need to complete a re-declaration of compliance to tell The Pensions Regulator that you have completed your duties. Re-enrolment and the re-declaration of compliance are legal duties and if you don’t act you could be fined by The Pensions Regulator.

There are many shared aspects of auto enrolment and re-enrolment, but one key difference is that postponement cannot be used in re-enrolment.

Who needs to be assessed?

You need to assess staff who have:

  • Asked to leave (opted out of) your pension scheme
  • Left your pension scheme after the end of the opt-out period
  • Stayed in your pension scheme – but chosen to reduce the level of pension contributions to below the minimum level, and who meet the age and earnings criteria to be re-enrolled.

Note, you won’t need to re-enrol anyone who has opted out of the pension scheme in the last 12 months, unless you choose to.

Get support with re-enrolment

Many businesses rushed to set up a workplace pension and meet their staging date – and are now discovering what they have committed themselves to.

Fortunately, Wren Sterling’s advisers can help.

Join Wren Sterling in Churchill’s underground bunker to learn the secrets of a successful business exit

in Corporate, News

Date: 19 April Time: 10am-2pm Location: Cabinet War Rooms, Westminster Who should attend? Business owners Senior directors Finance directors In the secret underground bunker where Churchill strategised the Allied victory in World War II, Wren Sterling and business sale specialists, Evolution CBS, share the secrets of a successful business exit and the wealth management planning […]

Pension transfer: Why are some people cashing in final salary pension schemes?

in Corporate, Employee benefits, Financial education, Inheritance Tax, Investments, Retirement planning, Tax, Thought leadership

In recent years final salary pension schemes have been phased out by employers because people are living for longer and the uncrystallised liabilities are wreaking havoc with corporate balance sheets. Robert Blumberger explains why this is happening and sounds a cautionary note for those attracted to the idea of transferring.