The primary goal of the established group is to increase the number of people consciously investing in additional security pension. As Wojciech Nagel, the initiator of the group's creation, emphasized, the group's priority is to develop recommendations that will translate into real benefits for participants, not the interests of financial institutions. By mid-2026, proposals for changes regarding four key programs are to be prepared: IKE, IKZE, PPK and PPE.
Experts agreed that Poles are becoming interested in saving too late. IKE and IKZE mainly attract people over 50 years of age. According to data from the report of the Polish Financial Supervision Authority, 434,000 people actively participate in IKZE. people, but in 2023 only 29,000 joined. new people. Moreover, in the age group up to 30 years old, only 3.2 thousand were established. new accounts, while people over fifty opened 9.9 thousand. bills.
In IKE, the situation is similar – there are 433,000 active participants. and in 2023, only 9,000 were established. new accounts. Mainly women aged 50+ invest. Moreover, some experts pointed out that both products function as “second deposits” for wealthy people, and not long-term saving tools for young people.
The PPK system looks slightly better, having accumulated PLN 41 billion in assets and over four million participants since 2019. In total, approximately six million Poles save in all voluntary forms, which is 35%. all working people.
– Research shows that young people think about their pensions, but this awareness is not followed by action – commented Robert Zima. And this is the problem that needs to be solved.
Read also: A new function in mObywatel coming soon. This is what every working Pole wants to know
Suggestions for changes to consider
The most important proposal made by the meeting participants is to simplify the payment rules and optimize tax incentives. The idea of creating one appeared systematic payment fundwhich would enable the consolidation of capital from various sources and the payment of regular benefits. Experts also point out the need to implement transparent comparison tools for savers.
Enlargement was also discussed additional premium from PPK to IKE and IKZE, where management costs are often lower. It was postulated to create an accessible one product comparison matrixtaking into account key parameters: costs, investment opportunities, age limits, forms of withdrawals and tax incentives.
Read also: How long would ZUS survive without state support? A surprising response from the president of ZUS
The educational challenge and the role of HR
The meeting participants unanimously recognized the financial education deficit as one of the main barriers to the development of the third pillar. Currently, financial institutions are taking on this burden, but companies are the bottleneck.
After implementing PPK, the program is usually handled by human resources departments. However, HR employees often do not have sufficient knowledge to promote the system among the staff. What's worse, there are cases where employees are discouraged from participating in order to reduce administrative duties. Experts emphasize: a trained HR employee should be a participant of the program and a natural ambassador of saving in his company.
Further perspective of work
The working group will work to finalize written recommendations. Participants, equipped with analytical materials, will organize the conclusions and create a preliminary draft of the document at the next meeting (planned later this year).
The demands are to be sent to decision-makers before the government review of the PPK system scheduled for next year. Representatives of the authorities expressed interest in the effects of this work, emphasizing that any changes in the pension system require extensive social dialogue.
