What benefits are there to having a Pension (Retirement Account) In Ireland?
As you point out, the main benefits of a pension/retirement account over a traditional cash/taxable account are the legal and tax benefits.  Most Western countries establish a specific legal definition for an account which is often taxed less or not at all relative to taxable accounts and which contains some protection for the owner in case of a bankruptcy.  The typical drawbacks for investing within such structures are limited investment choice, limited withdrawal rights (either in terms of age or rate of withdrawal), and maximum contributions.  The benefits are usually very clear, and your decision whether or not to open a pension/retirement account should depend on a careful weighing of the benefits and drawbacks. As to whether you may end up with less than you started, that depends on what you invest in.  As with all of finance, you must take more risk to get more return.  Although the choices inside a pension/retirement account may be worded somewhat differently, they are usually fundamentally no different than some of the most popular investments available for ordinary taxable accounts. Here's an Irish government publication that should give you some background information to get you started. In a nutshell, you get tax benefits, but cannot withdraw money without penalty until you reach retirement age.
Lets say that college costs 100K per kid and they you have 3 (ages 8,9,10) and expect tuition and fees inflation of 8% per year; you are 40 and want to retire at age 65, and would have to replace 80% of you final years salary and expect your salary to increase 2% above inflation, but you do have a pension that based on the number of years of service you will have if you don't switch companies will replace 40% of you final salary, but if you leave now will only cover 15%; the equivalent of social security will replace 10%; your spouse works part time and has no company provided pension; your big single bucket of long term savings has 123,456. Are you on target? You can't answer the question without first determining how much money each of those individual buckets (kid 1, kid 2, kid 3, pension, social security and retirement) needs to have today and in the future. Then you take the money you do have and assign it to the buckets. Of course different accounts have different tax, age, deposit and use rules. Also what happens after the last child graduates, so the amount of money available each year will change significantly. The key to not stealing money from long term savings goals is to realize you also need an emergency fund and a life happens fund. That way an engine repair does require you to pull money from the education fund. A trust is a financial arrangement to put aside money over a period of time (typically years), for a specific purpose to benefit someone. Two purposes of trusts are 1) providing for retirement and 2) providing for a child or minor. There are three parties to a trust: 1) A grantor, the person who establishes and funds a trust. 2) A beneficiary, a person who receives the benefits. 3) a trustee, someone who acts in a fiduciary capacity between the grantor and beneficiary. No one person can be all three parties. A single person can be two of out those three parties. A RETIREMENT trust is something like an IRA (individual retirement account). Here, a person can be both the grantor (contributor) to the IRA, and the beneficiary (a withdrawer after retirement). But you need a bank or a broker to act as a fiduciary, and to handle the reporting to the IRS (Internal Revenue Service). Pension plans have employers as grantors, employees as beneficiaries, and (usually) a third party as trustee. A MINORS' trust can be established under a Gift to the Minors' Act, or other trust mechanisms, such as a Generation Skipping Trust. Here, a parent may be both grantor and trustee (although usually a third party is a trustee). A sum of money is put aside over a period of years for the benefit of a minor, for a college education, or for the minor's attaining a certain age: a minimum of 18, sometimes 21, possibly 25 or even older, depending on when the grantor feels that the minor is responsible enough to handle the money. Putting your money in the same account as a parent could cause many problems, with very few benefits. One of you would have to claim the dividends and capital gains that the fund might earn during the year. That person might have to pay taxes on those earnings. You would have to find some way of figuring out how to split the costs, and somebody would have to reimburse the other. If one person wanted to sell, figuring out which shares to sell would be much more complex. If these are retirement accounts, which have maximum limits based on income, and the use of other retirement accounts, there is no way to co-mingle the funds. Even if it was possible to combine the funds, the reality is that two people decades apart have different investment goals, and risk tolerances, so the types of investments that a great for one, are very poor for the other. The only benefit is that an existing account would already have more than the minimum investment, so some investments would be easier to make. Also some investments have lower fees if you meet specific investment thresholds. If the fund increases in value by 10% in a year, it doesn't make a difference if the value at the start of the year was 10K or 100K. The rate is the same. The benefits are minor and few; the drawbacks are many; and some situations make it impossible to co-mingle the funds. "Pretty simple actually. This is a state-run defined benefit plan, where the benefit is calculated based on the length of the employment and the contributed amounts. This is what in the US is known as the Social Security.  This is a defined contribution plan, where the employee can chose the level of risk based on certain pre-defined investment guidelines (more conservative or more aggressive). In Poland, it appears that there's a certain amount of the state-mandated SS tax is transferred to these plans. Nothing in the US is like that, but you can see it as a mandatory IRA with a preset limited choice of mutual funds to invest into, as an analogy. The recent change was to reduce the portion of the madatory contribution that is diverted to this plan from 7+% to 2.3% (on account of expanding the contribution to (1)). Probably the recent crashes of the stock markets that affected these accounts lead to this decision. This is voluntary defined contribution plan, similar to the US 401Ks. This division is actually pretty common, not unique to Poland. I'd say its the ""standard"" pension scheme, as opposed to what we're used to in the US." The Mad Fientist has an article on this. He gives these following benefits: He also gives the caveat that your employer may not match things in their entirety. Like you mentioned, this mostly applies to 401(k)s and not to HSAs where the employer tends to contribute a fixed amount (in my experience). Anecdotally, my wife and I front-load our IRAs; but not our HSA and 401(k) because we don't have that option. In the comment section of the linked article, several big-name early retirees confess to front-loading before it was cool. "Almost all companies in the US have changed from formal pension programs to 401k plans, and most companies that still have pension programs don't allow new employees to  enroll in the new program; only the previous participants who are vested in the pension plan will get benefits while new employees get enrolled in the 401k plan. If this is the case with  your prospective employer, then demanding that you be allowed to enroll in the pension plan is likely to be futile; in fact, the likely response may well be ""Here is our offer. Take it or leave it"" or ""We are withdrawing  the offer we made"" especially if you are in a field where there are plenty of other people who could do the job instead of you. So be sure that you understand what your worth is to the company and how much leverage you have before starting to make counter-offers. With regard to money that you might have vested in your current employer's pension plan, your options are to leave it there until you retire and start getting a pension (generally not advisable in these parlous times when the company might not even exist by then), roll it over into an IRA or into your new employer's 401k plan. This last is the only matter that concerns your prospective employer and where you might need to ask; the new employer's 401k plan might not be structured to accept rollovers. If the money in your current employer's retirement plan is in a pension plan, what is paid out for rolling over might be different (and smaller) than what has been credited to you thus far. For example, my (State Government) pension plan credited 8% interest per annum on the amounts I contributed but this was fake money because had I resigned and withdrawn the pension contributions (for the purpose of rolling over into an IRA or even just taking it as cash), I would have received only my contributions plus only 4.5% interest per annum. The 8% interest credited is available only for the purpose of the purchase of an immediate annuity upon retirement; it is not something that is portable to a new plan, and if I want a lump-sum payout upon retirement instead of a pension in the form of an annuity, it would be the 4.5% rate again..." For income tax, you can expect to pay (see here for the rates): For class 4 NICs, it should be (see here for the rates): So expected take-home is £36667. You can avoid the income tax - but not the NICs - by putting money into a pension. For example you might put £7525 in to eliminate the entire 40% part of the bill, which would only cost you £4515 from your take-home pay because it would reduce the tax bill by the £3010. "I would say yes: it's worth building additional retirement savings on top of a defined benefit pension plan (plans that pay set annual income).  Here are a couple of reasons: Don't put all your eggs in one basket.  While OTPP is probably in good shape, things can and do happen to pension plans.  While there is a provincial system in place to guarantee some of your pension income ($1000/mo) if your plan goes bust, your benefits are not 100% guaranteed. Defined benefit pension plans are designed to provide recurring annual income, like your paycheck when you are employed.  You can't ""take more out"" from your defined benefit pension plan when an emergency comes up.  Whereas, your RRSP (and eventually RRIF, in retirement) are accounts from which you can take out extra in any given year, if necessary. That being said, Canada Revenue Agency (CRA) won't let you save as much in your RRSP as other people who don't have pension plans: Normally, individuals in Canada are entitled to save 18% of their earned income, up to a limit ($21000 in 2009) in an RRSP each year.  However, to level the playing field, individuals who are in a pension plan get a ""Pension Adjustment"" (PA) number on their T4 which reduces their available RRSP contribution room.  Otherwise, they'd be able to tax-shelter more income for retirement than others. So, I would suggest if you have the RRSP room, consider using it.  I'd also suggest you look at a Tax Free Savings Account (TFSA), especially if you don't have much RRSP room due to the pension adjustment.  If you're not sure whether to use an RRSP or a TFSA, consider both."