The project

The transition to the new pension scheme is a major change for a large part of the employees and possibly also our former colleagues and pensioners. That is why a special project group was set up in 2019 to prepare for this transition. Several specialisms are represented in this project group. Examples include pension and corporate law, Human Resources, communication and actuarial specialists. We also work closely together with various other internal and external advisors. In addition, a project manager has been appointed to ensure that the project is managed properly and that the various stakeholders within and outside Shell are involved.

The project group regularly reports to the Decision Review Board (DRB).  The project group prepares content proposals which are then discussed by the employer with the Central Works Council (COR) with the support of the DRB. The COR is advised in the process by an external pension advisor who is intensively involved in the discussions about the future of the pension at Shell.

In addition to the contact with the DRB, members of the project group have regular consultations with the Shell Central Works Council, Shell board members, the Association of Former Employees of the Royal Shell (VOEKS) and of course also with various specialists within the Shell’s pension funds.

Pensions are part of the individual employment contracts at Shell NL. We are therefore discussing the changes with the Central Works Council (COR). The COR has a right of consent. In addition, we are also in discussions with the Shell pension funds and with the Association of former employees of Shell (VOEKS).  VOEKS has a right to hear the changes. Ultimately, there must be a balanced decision for all stakeholders, including the employer.

In order to manage the transition to the new pension scheme, we set up an extensive project team and a separate communication team in 2019.  We understand that communication about the system change is essential. It is a complex matter. Employees often do not know what their current pension scheme looks like. Then it is difficult to be able to understand changes properly. And employees also get all kinds of information about pensions in the media. That sometimes causes worry and uncertainty. Communication is key to the success of this project. “Winning hearts and minds” is our motto. We would like everyone to trust Shell’s in it’s good intentions and in the process we go through together.

In the run-up to the new pension scheme, we will continue to inform all those involved. Via the interactive timeline on the homepage of this website you can see exactly which steps we have already gone through and which steps still need to be taken.

The members of the project group who have been working for some time within Shell NL on the changes resulting from the Pension Agreement / Future Pensions Act are listed in the overview to the right.

A committee has been set up within the Central Works Council that is involved in the changes to Shell pension schemes as a result of the Future Pensions Act. This is the WTP Committee. In addition to this committee, there is a separate pension committee within the COR. 

The overview on the right gives you an overview of the members of the WTP Committee.

Shell and the COR are jointly discussing the future of pensions at Shell. But VOEKS (the association of former employees of Shell) also plays a role in this. Under the new law, VOEKS is allowed, with a hearing right to represent the interests of former colleagues and pensioners and to give an opinion on the decisions to be taken. This is also known as the hearing right. VOEKS thus represents the interests of about 18,000 pensioners and about 7,000 deferred members.

The members of the hearing rights committee are Piet Hein Deiters (chairman), Geralda Flap, Job Kok, Ad van der Schoot and Peter Westgeest. In addition, there are 2 outside members who come from the SSPF Accountability Body (VO members). These outside members are Henk Burks and Jenneke Boerman; they will not attend the formal consultations between the Hearing Rights Committee and SN/COR.

The pension fund board is considering the COR’s request. In doing so, it weighs the interests of all the different participants in a balanced way. After also receiving a positive advice from the VO, the pension funds can proceed with implementation.


SSPF board composition

On behalf of employers

On behalf of employees

On behalf of pension beneficiaries

 Martin ten Brink, voorzitter

 Fridoline Van Binsbergen-Stierum

 Martijn Minderhoud

 Edwin Kunkels 

 Bas van der Leer

 Jolanda Messerschmidt

 Jolanda Schenk




Supervisory board members SNPS

Independent chairman

On behalf of employers

On behalf of employees

Martin ten Brink

Bjorn de Mönnink 

Niek Kroeze


Madeleine den Ouden


Executive board members SNPS

Kenan Yildirim

Martin van ‘t Zet

Eveline Smeets

The accountability body will have additional advisory rights on the transition. The board must consider this advice in its decision-making. The Accountability Body represents the employer, participants and pensioners.

Composition of accountability body SSPF

On behalf of the employer

On behalf of employees

On behalf of pension beneficiaries

 Sophie van Sadelhoff

 Jan Lunenborg

 Briene Zijlmans, voorzitter

 Maarten Borggreve

 Hans Peter van Arkel

 Henk Burks


 Jan Taalman

 Gerard Hertogh


 Edo Neefjes


 Delia Wind


 Godelieve Alkemade 


 Roland Wanders


 Jenneke Boerman

 Frans Lacon

Composition of the Accountability body SNPS

On behalf of the employer

On behalf of employees

Inge Spaanderman, voorzitter

Hans van Gulik

Pascal Lelkens

Lotte Lijnzaad


Victor Vertregt


Gerard Poolman

Questions & Answers

The Central Staff Council has a right to consent with respect to a proposed amendment to the pension agreement between the employer and the employee. As soon as there is a proposed decision the Central Staff Council will be asked for consent. The Central Staff Council has established a Pension Committee with specific knowledge on pensions.  

We believe that proper consultation is very important and therefore regularly consult both the Pension Committee and the Central Staff Council regarding the developments. In these discussions, we have shared a lot of knowledge and we looked at the changes that the WTP prescribes, the possibilities that exist and what that will mean for Shell.  

We expect the process of formal consultation with the Central Staff Council to start around the summer of 2023. Concrete proposals will be discussed. During this process, the VOEKS hearing rights committee will also be involved. They may give an opinion on the transition plan. All this will eventually lead to a proposed decision that will be submitted to the Central Staff Council for approval.

We are busy mapping out the consequences and analyzing the various possibilities.This will be the basis for the discussions with the Central Staff Council (COR) and VOEKS and of course also with the pension funds. This will ultimately lead to a proposed decision which will be submitted to the COR for approval. It will describe the consequences for various age groups. This decision then will be shared with the pension funds for further decision-making and implementation. In the case of the pension funds, the accountability body has a role in the decision-making process. Although more and more is becoming clear, it will not yet be known what the exact changes will be on an individual level. It will become more clear during the implementation process by the pension fund. Given the implementation period that the government has in mind (somewhere between 2023 and 2028), this may take some time.  We will keep you informed via the website.   

Pensions is, and will remain, an important condition of employment for Shell. We realise that our pension will have to change in line with developments in the Netherlands and that will have consequences for existing employees. In making the changes we will also look at possible improvements in the schemes. We think that offering choices to employees (including a good default if you do not want to make choices), clarity and transparency, are important features in developing the new pension scheme. Furthermore, we value good communication and providing opportunities to improve insight into your financial situation after retirement. 

That is not yet known. Under the new premium contribution scheme, a certain level of pension contribution will be paid on a monthly basis. The contribution will be subject to a fiscal maximum. Each company will have to set a defined pension contribution within the fiscal limitsand the level of employer and employee contributions and possible choicesThis is part of the many aspects that will have to be discussed with the Central Staff Council.  

The longer you work, the more pension you accrue. Furthermore, the value of your accrued pension will, in principle, be retained. Even if this accrued value were to be converted into the new pension scheme, this would not only apply to the pension you have already accrued but also to all pensions in payment. Early retirement would not prevent that.  

There may also be other reasons for you to retire early. If you would like to discuss this option, please contact Achmea Pension Services.  

Good communication is important for the success of this transition.  “Winning hearts and minds” is our motto. Our aim is for people to trust  Shell’s good intentions and in the process we have gone through together. 

A new online information platform has therefore been developed: “The new pension at Shell”. Everyone (current and former employees) can go to this website for information. All the information provided is available to everyone. You will also see an interactive timeline on the platform, so that it is clear where we stand in the process. Now the new legislation has been approved by the Senate, a process of decision-making and consultation by Shell NL, the Central Staff Council and the Pension Funds will follow. It will take a while before the individual consequences will be known exactly. Nevertheless, we would like to keep you informed of the developments via the website.  

In 2023 and 2024, we held several information sessions where we covered the changes, the main choices we need to make and where we are in the process.  

Pension is a complex subject and that makes communication about it a challenge. By using various tools, we want to explain the changes and the process to you in a simple manner. We will also consider the information access of the various participants. The primary information channel is the website, but in addition, information sessions will also be organized, and we will use info graphics, videos, and other media channels. As soon as the individual consequences are known, you will be informed individually by the pension fund. If you want to know more about your current pension, you can visit the website of the pension fund ( You can also view your own pension online via pension. Log in with your DigiD. 

Questions about your current pension?

You can contact the project group via this contact form. However, we can not answer individual questions about what exactly the changes mean for your pension at this moment. After the consultation with the COR has been completed and a new pension scheme has been agreed, the pension fund will inform you at any point about what it will mean for your own pension. Do you still have questions for the project team? If so, please fill in the contact form. 

Questions about your current pension or pension benefit, you can ask the pension fund. If you have any questions about your current pension or pension benefit, you can ask the Pension Fund. The Pension Fund can be reached on weekdays from 8.30 am to 5 pm at +31 (0)88 462 34 56.

Questions about the change?

Contactformulier EN


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