What's New in the Insurance Mediators Collective Agreement: Defined Contribution Plan 2026

The new Defined Contribution Plan, mandatory for insurance mediators from 2026, replaces the Retirement Bonus. Discover the rules, tax advantages, cost comparison, and practical steps so your company arrives well prepared.

Spoiler: the historic "Retirement Bonus" is coming to an end. But don't worry—we'll explain what you need to do (and why it actually works in your favor).

1. Where the Change Comes From

The National Collective Agreement for private insurance mediation 2023-2026, signed on July 20, 2023 and published in the Official State Gazette on November 15, 2023, introduced a Defined Contribution Plan that is mandatory from January 1, 2026. This plan replaces the traditional "Retirement Bonus."

2. What Is a Defined Contribution Plan?

Unlike defined benefit plans (where the final amount is guaranteed), in a defined contribution plan the company commits to making periodic contributions and the future capital will depend on the returns that collective savings generate over time. This has a double impact:

• For the employee: it represents a private supplement to the public pension, with the reassurance of being a collective and supervised vehicle.
• For the company: if structured correctly, it means a predictable cost, tax-deductible and—when well communicated—a powerful retention lever.

3. What It Means for Insurance Mediation Companies

From January 1, 2026, these rules will apply:

4. End of the "Retirement Bonus" and Transition Period

From 2026, companies must redirect the retirement bonus effort to a pension plan or similar social welfare instrument, allocating the indicated 1.5% and ceasing to accrue additional monthly payments.

• The amount accrued up to that date will be settled according to Art. 67 B) of the agreement.
• On December 31, 2025, the number of payments generated by the classic economic compensation is "frozen."

R.I.P. "Retirement Bonus"

5. Advantages of a Pension Plan Complying with the Insurance Mediators Agreement

• Tax-winning: contributions via Pension Plan are exempt from employer social security contributions (23.6%). The employee defers income tax until collection.
• Extra corporate tax deduction: contributions are a deductible expense and also qualify for an additional 10% deduction.
• Attraction and retention: with the right strategy, the plan becomes a highly valued benefit for staff.
• Predictability: the percentage formula avoids future surprises typical of defined benefit plans.

Economic Comparison: Group Insurance vs Pension Plan

*Group savings insurance with externalization of commitments. **Employment Pension Plan. Calculations based on current regulations.

On average, structuring it via an Employment Pension Plan would cost approximately 18% less than doing it with Group Insurance, depending on the number of employees, their distribution, and salary levels.

6. Checklist to Reach 2026 Without Surprises

1. Map 2025 salaries and professional groups: extract the salary snapshot as of December 31, 2025 (base salary and seniority) from your ERP and confirm each person is properly classified in their group.

2. Select the welfare vehicle: compare cost, taxation, and administrative burden between a group insurance with externalization of commitments and an employment pension plan, and choose the one that best fits your compensation policy.

3. Adjust payroll and systems: configure the 1.5% (and its pro-rata) in payroll and link it with accounting and treasury; at Arca we connect this logic directly to your payroll software or HRMS to avoid rework.

4. Communicate to staff: explain covered contingencies, portability after 3 years, and payment options (lump sum, annuity, or mixed) through FAQs and a Q&A session.

5. Review internal policies: ensure consistency with partial retirements, reduced working hours, and supplementary compensation agreements—everything should add up without overlap.

6. If necessary, document and report to the committee: formalize the onboarding, offboarding, and annual reporting workflow to avoid future doubts or claims.

7. How Arca Can Help

Our pension plan solution not only provides the pension plan as a savings vehicle but also handles all the operational management that falls on the employer.

• Automatic premium calculation at 1.5% with pro-rata rules and specific application for each professional group.
• Real-time connection with the pension fund to make contributions and access savings performance. 91% of employees report understanding the investment policy and being satisfied with it.
• Flexible contribution system, so that within the periods managed by the agreement, the company can contribute based on its appropriate treasury situation.
• Cost forecasting dashboard and reporting for finance and HR management.
• Compensation competitiveness module with company-tailored guidance to turn the pension plan into a talent attraction and retention lever.
• Employee portal where each professional not only views their accumulated balance but also runs projections to understand their retirement scenario, makes voluntary contributions, and learns about tax savings.
• Support channel for company and employee. Not only does the pension plan manager have a dedicated agent, but all employees can access a specialist via phone, chat, or email to resolve their questions.

8. What to Do Now

Seize the opportunity to turn this legal obligation into a competitive advantage for your company and your team. Schedule a call/demo here and make sure your company is ready for 2026.