In our last article we looked at two of the key areas a pension’s trustee needs to consider in order to provide effective governance for their scheme.

These were having a trustee business plan and a pension scheme risk register.  The full article can be found here.

In this article we look at conflicts of interest.

What are conflicts of risk and why are they so important to your pension scheme?

TPR describes a conflict of interest as follows:

‘A conflict of interest may arise when a fiduciary (which includes a trustee) is required to take a decision where:

1.  the fiduciary is obliged to act in the best interests of his beneficiary; 
     and

2.  at the same time he has or may have either

             1.  a separate personal interest or

             2.  another fiduciary duty owed to a different beneficiary in relation to that
                  decision, giving rise to a possible conflict with his first fiduciary duty, which
                  needs to be properly addressed.

Such a conflict can inhibit open discussions or result in decisions, actions or inactions that are not in the best interests of beneficiaries. This, in turn, may result in the trustees acting improperly, lead to a perception that the trustees have acted improperly, and may invalidate a decision or transaction.’

An example is where you are a director of the sponsoring company and also a Trustee of the pension scheme. As the director of the company you are bound to act in good faith and in the best interests of the company. And as the pension trustee your obligations are to act in the best interest of the scheme and its members, requiring impartially.

That’s not to say you can’t be both. There are benefits to having the skills and knowledge of a director from the sponsoring employer on the Trustee Board. We sit on Boards where this happens, but it’s important to be aware there are potential risks of conflict as a consequence.

It’s about being aware of what the Pensions Regulator considers to be conflicts of interest and making sure they are managed properly particularly where the interests of the company and the pension fund diverge.

By identifying those areas, it enables you to take action – to exclude yourself from certain trustee responsibilities, decision making or voting as examples.

The Institute of Chartered Accountants produced a technical paper for FDs involved in pension schemes and the below table is from this paper. It identifies the most common conflicts of interest with possible options to deal with them.  The full paper can be read here 

People that read this blog also read this case study

Trustee Board with conflict of interest

*An actuary or other professional advisor may be a suitable alternative to appointing an independent trustee for some schemes

What do you, as a Pension Trustee, need to do?

If you don’t have one, you will need to create a Conflicts Policy. This will set out your approach to dealing with any conflicts. Having to create a policy whilst you are in the middle of a potential conflict is not to be recommended.

You need to make sure you have identified the conflicts of interest and the actions you need to put in place should they arise. You will need a register of interests which records all actual or potential conflicts and review this at each meeting.

When you appoint new trustees, advisers and service providers, they will need to let you know of any possible conflicts of interest and sign a declaration to this effect.
A process for declarations when trustees, advisers and service providers are appointed, including ongoing declarations by advisers and service providers as soon as they arise and declarations at the start of trustee and sub-committee meetings. You will need to make sure you have an on-going process to make sure that you are monitoring and managing the conflicts.

You can read the full guidance from the TPR here

And their toolkit which contains a module on Conflicts of Interest can be found here

Even as a professional trustee there is the risk of conflict of interest. After all we are being paid by someone to provide our service and therefore at risk of being ‘persuaded’ to someone else’s position as a consequence. However, it’s all about having a plan in place before conflicts becomes an issue and managing this when a conflict arises.

If you’d like to review your Conflicts of interest policy, or need help in setting it up, we’d be happy to have a chat with you.

E   enquiries@cbcpensionservices.co.uk

T  08454 334 199