Aberdeen Asset Management is looking to make an impact in the defined-contribution pension market after acquiring a life company as part of its Deutsche deal.The firm is rebranding Deutsche Asset Management Life and Pensions Company into Aberdeen Life. Aberdeen head of sales and marketing Gary Marshall will become chief executive of the life company. Marshall says Aberdeen is speaking to all the life comp-any’s existing pension fund and institutional clients to assure them that it is business as usual but will also look to roll out the life funds as an extra service to the fund management business’s clients. Aberdeen Life has 21 funds predominantly investing in fixed interest. The firm has brought over much of Deut-sche’s fixed-interest team and imposed its fixed-interest pro-cess on bond fund managers. Marshall says Aberdeen will be able to offer clients the tax advantages of investing in fixed-interest life funds. These will predominantly be targeted at smaller pension funds, with bigger clients typically preferring segreg-ated mandates. Aberdeen Life is retaining the existing board of non- executive directors, with Marshall’s appointment being the only change. The firm will remain a stand-alone company with its own chief operating officer but will use the existing Aberdeen sales and market- ing functions rather than having its own dedicated teams. This will also put Aberdeen in direct competition with several other fund managers with life companies, including Baillie Gifford and Merrill Lynch Investment Managers. Marshall says: “Having a life company is key for certain parts of the market and gives us the opportunity to escalate our reach into the defined-contribution pension market.”
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The Government’s Compen-sation Bill has set out its plans to regulate claim manage- ment companies, with a maximum of two years’ imprisonment for those working out- side regulation. Constitutional affairs secretary Lord Falconer says the bill will stop unscrupulous companies exploiting the public, making it an offence for firms to provide claim serv- ices if […]
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Quoting the famous adage, prevention is better than cure; there are many proactive benefits that can improve wellness in the workplace, decrease stress, increase staff morale and reduce absenteeism, as well as attracting and retaining employees of a higher standard. With a recent study showing that employees in Britain are working below peak productivity, preventative benefits can ensure you address potential health issues or causes of stress at their source and ensure productivity in the workplace remains at an optimum level. With this in mind, how are you using preventative benefits to help keep your workforce happy and healthy?
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