An established engineering company with 3,500 employees had been an Isio pension client for several years. While their core employee benefits were in place, it became increasingly clear that their wellbeing provision was underdeveloped in comparison to market expectations. A comprehensive review of their existing arrangements revealed a particular concern around the partner’s Death in Service Pension (DISP) insurance, which had historically formed part of their benefits package. Over time, the DISP market had contracted significantly while premium costs continued to rise, creating an unsustainable and inefficient benefit for the employer. 

To address these issues, we explored an alternative design that would deliver greater value both financially and for employees. By replacing the DISP arrangement with additional life assurance based on enhanced salary multiples, the company stood to achieve substantial savings. The modelling and market assessment confirmed that this change would result in approximately £2.4 million in insurance premium savings, demonstrating a compelling case for restructuring the benefit. 

Following employee consultation to ensure clarity, transparency, and support for the changes, the company proceeded with the transition from DISP to expanded life cover. With the savings generated, leadership chose to reinvest around £400,000 into improving employee wellbeing. This allowed the introduction of a comprehensive Health Cash Plan (HCP) for all employees, offering coverage for everyday healthcare needs including dental and optical costs, physiotherapy, health screening, virtual GP services, employee assistance, private consultations, and diagnostic tests and scans. The new offering proved to be a well‑received addition, significantly enhancing the organisation’s wellbeing support and providing a modern, accessible benefit that resonated with employees. 

The remaining £2 million in savings were retained by the business, supporting broader strategic priorities. The company also outlined plans to invest in Isio’s benefits platform once the newly implemented changes had fully bedded in, enabling a more seamless and digitally driven employee experience in the future. Through a focused review and targeted redesign, the engineering company was able not only to reduce cost but also to elevate its wellbeing provision and strengthen the long‑term sustainability of its benefits programme. 

A leading UK transport operator employing 35,000 people across a nationwide, depot-based network faced a growing challenge in managing complex death in service claims. The organisation had recently experienced a surge in cases involving overseas beneficiaries, each requiring sensitive handling, extensive investigation, and careful decision-making. This sudden rise placed significant strain on the internal teams responsible for trusteeship. 

As a result, the client began to face delays, an increased risk of payments being made to incorrect beneficiaries, and the potential for legal repercussions. Moreover, the cumulative operational pressure threatened to negatively impact the employee experience at a time when compassion and efficiency were vital. The company recognised that death in service claims were not an area in which they held deep expertise, prompting them to seek external support. 

To address these issues, the organisation initiated a tender process aimed at reducing risk while ensuring that future claims would be managed with both rigour and empathy. Value for money was a key consideration; however, the need for a provider with proven capability and a sensitive approach to bereaved families was equally important. Isio demonstrated a comprehensive claims investigation and review process, supported by its longstanding experience running a Registered and Excepted Master Trust since 2015. The simplicity of Isio’s onboarding model further reassured the client. Central to the proposition was a dedicated claims handler team trained to communicate with compassion, supported by additional services such as the provision of a free child trust where needed. 

As part of the transition, Isio assumed responsibility for 14 existing death in service claims that were still outstanding under the client’s previous trust arrangement. Many of these cases had experienced significant delays and involved complex family structures, with beneficiaries living abroad. At the same time, new claims began to arise immediately following the onboarding process, meaning Isio had to establish control and clarity quickly to restore confidence. The smooth transfer and rapid engagement with the backlog demonstrated the effectiveness of the new trust structure and the capability of Isio’s team. 

Six months after implementation, the governance review delivered highly positive feedback from the client. They highlighted the exceptional service provided by the dedicated claims team and noted that Isio’s proactive, thorough, and compassionate approach had brought reassurance and renewed peace of mind. The shift of responsibilities to the Isio Master Trust- covering everything from secure storage of nomination forms to trustee decision-making, compliance with legislative changes, GDPR responsibility, and operation of a designated trustee bank account – had materially reduced risk for the employer. 

Meanwhile, the employer retained only those responsibilities that naturally sat with them: supplying accurate data and paying the premium. This rebalancing allowed the organisation to focus on its core business and its people, confident that each future claim would be managed with care, diligence, and expertise. 

The Challenge

The client had recently faced a surge in complex death claims involving overseas beneficiaries. This created:

• Unsustainable workloads for the client acting as trustee
• Operational and legal risks, including delays, incorrect payments, and potential legal recourse
• Negative employee impact due to slow and uncertain processes

Death claims were not an area of expertise for the client, making these challenges even more significant.

The Isio Solution

To de-risk and outsource trusteeship responsibilities, the client launched a tender process focused on robust governance and empathetic service—without compromising value for money.

Isio stood out by offering:

• Proven expertise in managing Registered and Excepted Master Trusts since 2015
• A straightforward onboarding process for new clients
• A dedicated claims handler team, combining technical rigour with a compassionate approach to families and beneficiaries
• Additional support, including free child trust provision

Our in-depth claims investigation and review process provided the reassurance the client needed.

Impact

As part of onboarding, Isio took on 14 existing death-in-service claims under the old trust—many of which had suffered delays and involved complex family dynamics and overseas beneficiaries.

We also managed new claims immediately after onboarding, ensuring continuity and confidence.

Outcome

At the six-month governance review, feedback was overwhelmingly positive. The client praised:

• Exceptional service from the Isio team
• A proactive approach that reduced risk and delivered peace of mind

By combining technical expertise with empathy, Isio helped the client navigate a sensitive and complex area with confidence.

Background

In 2020, our client appointed us to advise on and manage their employee benefits. While they offered a comprehensive range of Group Risk benefits, the structure was complex and costly to administer. Alongside cost control, concerns around benefit appropriateness and poor accounting quickly emerged.

Our Approach

We conducted a strategic review of the Group Risk benefits, reducing annual spend from £290,000 to £200,000. This review considered new pension arrangements, Salary Sacrifice, and alternative market options, enabling us to deliver significant improvements across cost, administration, and compliance.

Outcomes

Cost – Given the economic climate, cost reduction was a priority. By changing provider, we secured a GLA premium saving of £39,000 per annum without reducing cover.

Administration – We prioritised service as well as price. Moving to a new provider enabled all administration, including medical underwriting, to be completed online. Consolidating data into a single portal simplified premium accounting and improved data quality, delivering a modern, scalable solution that sped up processes and enhanced oversight.

Regulation – We took a proactive approach to legislative changes, introducing Excepted Life Assurance cover to mitigate the impact of Lifetime Allowance reductions for senior employees – a risk the client was previously unaware of. We also supported clear staff communications and implemented our Excepted Life Master Trust for added flexibility.

Death in Service Pension (DISP) – We advised the Trustees to commute the existing DISP arrangement to an additional lump sum, addressing rising premium rates in a shrinking market. This change streamlined administration and reduced premium costs by 70%, with a structure that continues to deliver savings as members age.

Additional Savings

Group Income Protection (GIP) – The client’s GIP scheme, covering employees to age 65, was costly and misaligned with actual return-to-work patterns. We restructured the benefit to a five-year payment term, followed by a lump sum to support leaving service plans. This achieved 36% premium savings and improved service.

Expanding Benefits – Savings of £90,000 allowed the client to enhance their benefits package by introducing a company-funded Health Cash Plan for all employees, covering PMI excess costs.

Impact

Through strategic advice and market insight, we delivered substantial cost savings, streamlined administration, and improved compliance – while enabling the client to reinvest in benefits that matter to their people.

A senior Partner at a big-four accounting firm, with multiple pension arrangements (£1.25m in combined fund value), sought advice to address concerns regarding: 

• Their existing advisory firm (a well known financial advice firm) – excessive fee’s and underperforming funds 

• Pension consolidation for them and their partner 

• A suitable investment strategy aligned with long-term objectives and goals 

As a result, we were able to address these concerns while also saving our client £12,000 in on-going advice and investment management fees per year.  

The challenges faced 

Our client faced several challenges with their current pension setup: 

• Excessive Fees: Our client’s current scheme had annual ongoing advice and investment fees exceeding 2% per annum, significantly eroding the overall returns.

• Underperformance: Investment strategy was underperforming. 

• Multiple Pension Arrangements: Managing multiple pensions was complex and inefficient. 

• Asset Allocation Concerns: Portfolio allocations were inconsistent across the clients schemes and did not reflect their risk appetite or growth potential. 

• Employer Audit Requirements: Our client needed assurance that their investment strategy met internal corporate audit compliance standards.

Our solution 

We conducted a comprehensive pension review and implemented a tailored strategy to enhance efficiency and improve performance, resulting in:  

• Significant Cost Savings: Identified and halved high on-going advice and investment charges by over 1%, resulting in a combined annual saving of £12,000pa. 

• Pension Consolidation: Streamlined multiple pension arrangements onto a single, platform, simplifying management and improving oversight. 

• Portfolio solution: Designed a portfolio, better suited to our client’s financial goals, demonstrating the potential for improved returns. 

• Company Compliance: We worked directly with our client’s employer, confirming compliance with the firms independence requirements. 

The Challenge  

A leading UK university needed an investment approach that could support their spending plans, which often changed. Their top priority was keeping their money safe while still having access to funds when needed. 

The thinking in response  

We spent time with the university to fully understand their goals. Based on this, we recommended keeping around £200 million in safer, easy-to-access investments with very low risk of losing money. The remaining £300 million would be gradually used to top up the safer investments over time, helping to fund projects over the next three years. 

We presented three different investment options, comparing them to simply holding the money in cash. We explained the pros and cons of each—looking at things like risk, potential returns, how easily the money could be accessed, and how much oversight was needed. 

Improvements in financial confidence  

Our plan gave the university the flexibility they needed to fund their projects, while also helping them earn around £14 million more over three years than they would have with a basic cash approach. We also made their investments more secure, with only a small chance (2%) of losing money in any given year. 

The Challenge 

A leading regional foundation wanted to assess if an investment manager handling £23m of its £60m fund was worth the cost. They were worried about how well their assets were performing, 

The thinking in response 

• Isio carried out an independent review of the manager’s performance and fees. Over five years, the manager’s equity investment returns were significantly below the global market benchmark. This underperformance had an estimated impact of around £6 million. 

• The review also looked at fees. The manager charged around 0.70% annually, while a similar investment approach using index funds and access to institutional fee rates could have cost substantially less. This meant a potential saving of £130,000 per year – money that could be redirected to charitable work. 

• Isio also highlighted that a better value approach could also reduce the charity’s governance burden and still meet the foundation’s environmental, social and governance requirements. 

Improvements in financial confidence 

The foundation gained clear insight into the manager’s performance and costs. The findings supported a shift toward a more cost-effective investment strategy, freeing up significant funds for charitable projects while maintaining alignment with ESG priorities. 

An Isio Wealth Planning client with a substantial pensions pot of £1.6m+ fund value, £80k annual Defined Benefit income sought advice to address concerns about: 

• The structure of their assets 

• Potential Inheritance Tax (IHT) liabilities 

• Ensuring financial security for their partner 

The challenges faced  

• The client was exposed to significant IHT risks, for example: a potential 45% tax liability on income for their partner if the client passed away after age 75 from their inherited pension pot, along with an estate valued over £2m.  

• Misalignment of the clients current asset structure and use of wrappers with their goals and succession planning. 

• Our client’s partner was unaware of their finances and required clarity, confidence and peace of mind in the event of the client’s death. 

Our solution  

We put in place a tailored solution, simplifying their estate planning and reducing an unnecessary six figure tax burden.  

We provided a bespoke long-term financial plan, aligned with their goals and succession planning. Peace of mind for both clients was a priority, reassuring them that they had financial security in place in the event of the client’s death. 

The couple appreciated the clear, straightforward approach, which aligned with their priorities and safeguarded their wellbeing. They now feel confident, reassured, and well-prepared for the future. 

A senior Partner at a big-four accounting firm, with multiple pension arrangements (£1.25m in combined fund value), sought advice to address concerns regarding: 

• Their existing advisory firm (a well known financial advice firm) – excessive fee’s and underperforming funds 

• Pension consolidation for them and their partner 

• A suitable investment strategy aligned with long-term objectives and goals 

As a result, we were able to address these concerns while also saving our client £12,000 in on-going advice and investment management fees per year.  

The challenges faced 

Our client faced several challenges with their current pension setup: 

• Excessive Fees: Our client’s current scheme had annual ongoing advice and investment fees exceeding 2% per annum, significantly eroding the overall returns.

• Underperformance: Investment strategy was underperforming. 

• Multiple Pension Arrangements: Managing multiple pensions was complex and inefficient. 

• Asset Allocation Concerns: Portfolio allocations were inconsistent across the clients schemes and did not reflect their risk appetite or growth potential. 

• Employer Audit Requirements: Our client needed assurance that their investment strategy met internal corporate audit compliance standards.

Our solution 

We conducted a comprehensive pension review and implemented a tailored strategy to enhance efficiency and improve performance, resulting in:  

• Significant Cost Savings: Identified and halved high on-going advice and investment charges by over 1%, resulting in a combined annual saving of £12,000pa. 

• Pension Consolidation: Streamlined multiple pension arrangements onto a single, platform, simplifying management and improving oversight. 

• Portfolio solution: Designed a portfolio, better suited to our client’s financial goals, demonstrating the potential for improved returns. 

• Company Compliance: We worked directly with our client’s employer, confirming compliance with the firms independence requirements. 

A senior Partner at Big Four accounting firm relocated from overseas to the UK on a 3-year secondment and sought financial advice around tax-efficient investment strategies while UK-resident.  

The challenges faced  

• Our client was subject to Tapered Annual Allowance limiting pension contributions. 

• Their wife was not working, which presented an opportunity to utilise her UK tax allowances. 

• They had to maintain independence compliance due to Big Four partner status. 

Our solution  

• Pension Contributions: Took advantage of lower UK earnings in the year of arrival (became UK resident 1 Jan) to make large pension contributions and secure 45% income tax relief - saving approximately £27k. 

• Spousal Investment Strategy: Used a General Investment Account in wife’s name to utilise her Personal Allowance, Dividend Allowance, and Capital Gains Allowance. 

• Forward Planning: Structured £10k per year pension contributions for the next 3 years to maximise ongoing tax relief. Utilising wife’s Pension Allowance of £3,600 and ISA allowance of £20,000 whilst in the UK. 

• Cross-Border Coordination: We collaborated with our client’s overseas adviser to align UK strategy with long-term repatriation plans. 

• Compliance: Ensured all advice and investments met their firm’s independence requirements.