HR FESTIVAL europe 2026: What topics are currently occupying HR professionals in occupational pension provision?

The HR FESTIVAL europe 2026 once again demonstrated that occupational pension provision is no longer a purely administrative matter. Discussions with HR professionals made it clear that the focus is shifting – towards a more strategic engagement with pensions, health, and employer attractiveness.

But which topics are truly at the centre right now?

Three perspectives from the sessions

As part of our contributions at the HR Festival, key developments were explored from different perspectives.

In his presentation “Rethinking Pensions: Flexible Working Environments without Gaps”, Alain Grand illustrated how significantly working models are changing – particularly through part-time work, temporary employment, and multiple jobholding. The key question: how can occupational pension provision adapt to these realities?

In his session “Pension Fund – A Strategic Lever Rather than a Mere Obligation”, Granit Kabashi addressed how companies can consciously utilise their pension solutions. The focus was on how pension funds can be used not only for administration but also actively as a tool for employer differentiation.

In her session “Hybrid Work & Mental Health”, Ana Costa highlighted the growing importance of corporate health management. It became clear that mental health and new ways of working are closely interconnected, and that companies are increasingly seeking concrete solutions in this area.

The topics from the sessions were also clearly reflected in discussions with HR professionals.

Between cost pressure and employer attractiveness

Many companies today operate within a clear area of tension. On the one hand, cost pressure is increasing; on the other, positioning as an attractive employer is becoming ever more important. These two developments meet directly within occupational pension provision.

Discussions revealed that companies are managing their pension solutions less and less as a purely administrative task. Instead, they are specifically examining how these solutions can contribute to strengthening their employer positioning. Pension provision is therefore becoming part of strategic HR considerations and is gaining visibility – both internally and in the competition for talent.

Part-time work as a driver of more flexible solutions

The increasing prevalence of part-time work was also particularly evident. While it does not fundamentally call existing pension solutions into question, it does make their limitations more visible. Topics such as entry thresholds or the level of insured salary are receiving greater attention, especially for employees with lower working percentages.

At the same time, the need for solutions that better reflect varying employment levels is growing. Companies are increasingly exploring more flexible pension structures, for example through optional savings plans or targeted adjustments within existing models. The aim is to create a pension solution that better reflects today’s working realities.

Health is being considered holistically

Another key topic is the growing importance of health within organisations. Whereas the focus used to be primarily on absences, more comprehensive approaches are now coming to the fore. Mental health, prevention, and long-term employability are increasingly understood as interconnected topics.

This development has direct implications for pension provision. Companies are recognising that health and pensions are closely linked. Investing in employee health reduces risks while simultaneously strengthening the stability of the pension solution. As a result, HR, occupational health management, and pension provision are becoming increasingly integrated.

From obligation to active design

Across all topics, a clear trend is emerging: occupational pension provision is increasingly being actively shaped. Companies are engaging more consciously with the available options and are making more targeted use of the flexibility within the system.

This development is paying off. A well-aligned pension solution not only provides security but also enhances employer attractiveness and strengthens employee retention. Pension provision is thus becoming an integral component of a modern HR strategy.

A look ahead

The discussions at HR FESTIVAL europe 2026 clearly show that the role of occupational pension provision is evolving. It is developing from a mandatory task into a strategic factor that helps shape a company’s positioning.

Companies that recognise this shift early and consciously design their pension solutions are laying the foundation for sustainable attractiveness and long-term success.