Tag Archives: Retirement

4 Retirement Planning mistakes and how to avoid them

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By Patricia Campbell, Cascades Financial Solutions

(Sponsor Content)

Retirement planning used to be less complex. People would spend their career working for a company, retire after 25-30 years, receiving a watch and a pension that would be enough to live on. With people changing jobs every 2.7-4.5 years, more individuals becoming self-employed or freelancing, retirement has gotten a lot more complicated.

Unfortunately, it’s all too easy to make mistakes when planning for retirement. Here are 4 mistakes to avoid:

1.) Expecting the government to look after you

If you’re at least 60 years old and have contributed to CPP, you’re eligible to receive the Canada Pension Plan (CPP) benefit. The payments won’t start automatically, you would need to apply to the government to start receiving it. The Old Age Security (OAS) pension amount is determined by how long you have lived in Canada after the age of 18. As of July 2022, seniors aged 75 and over will see an automatic 10% increase of their Old Age Security pension.

The Canada Pension Plan (CPP) and Old Age Security (OAS) are guaranteed incomes for life but not necessarily enough to live securely in retirement. Assuming you’re 65 today and are starting payments for both, the combined total is $1,345.32 every month.

For the CPP, the maximum amount is $1,253.59 (2022), although most individuals don’t qualify to receive the full amount. The average amount for new beneficiaries (October 2021) is $702.77.

2.) Applying for government benefits too early

You could receive 8.4% more every year when delaying your CPP payment beyond age 65. That’s a 42% increase if deferred to age 70. For OAS, you receive 7.2% more for each year of deferral beyond age 65. That’s a 36% increase if deferred to age 70.

It seems like a good idea to wait, but before you decide, consider this: If you compare 3 individuals who are the same age, where Mark takes the CPP at age 60 and Tonya takes it at age 65 and Natasha at age 70. The break-even point where Mark and Tonya will both have received the same amount of money is age 74. Natasha, on the other hand, will not catch up until age 80. At this point, Natasha will begin to outpace the others considerably. But keep in mind, she would need longevity to actually use and enjoy the money. With this being said, the later you start, the higher your monthly payments will be.

3.) Spending Too Much Money Too Soon

Do you really know how much you spend each month? Unlike working, you will have a fixed income in retirement. Therefore, it’s important to plan your retirement including any vacations or large purchases. An important part of retirement income planning is knowing how much income you can achieve based on your savings. Cascades Financial Solutions is an excellent tool to use when determining your after-tax income.

Continue Reading…

Retired Money: Are Balanced Funds really dead or destined to rise again?

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Is the classic 60/40 balanced fund destined to rise again, like the phoenix?

My latest MoneySense Retired Money column addresses the unique phenomenon investors have faced in 2022: for the first times in decades, both the Stock and Bond sides of the classic balanced fund or ETF are down.

Click on the highlighted headline to access the full column: The 60/40 portfolio: A phoenix or a dud for retirees? 

While the column focuses on the Classic 60/40 Balanced Fund or ETF, the insights apply equally to more aggressive mixes of 80% stocks to 20% bonds, or more conservative mixes of 40% bonds to 60% stocks or even 80% bonds to 20% stocks. Most of the major makers of Asset Allocation ETFs provide all these alternatives. Younger investors may gravitate to the 100% stocks option: indeed with most US stocks down 20% or more year to date, it’s an opportune time to load up on equities if you have a long time horizon.

However, we retirees may find the notion of 100% equity ETFs to be far too stressful in environments like these, even if the Bonds complement has thus far let down the tea. As Vanguard says in a backgrounder referenced in the column, the classic 60/40 may yet rise phoenix-like from the ashes of the 2022 doldrums.

“We’ve been here before.”

On July 7th, indexing giant Vanguard released a paper bearing the reassuring headline “Like the phoenix, the 60/40 portfolio will rise again.”  “We’ve been here before,” the paper asserts, “Based on history, balanced portfolios are apt to prove the naysayers wrong, again.” It goes on to say that “brief, simultaneous declines in stocks and bonds are not unusual … Viewed monthly since early 1976, the nominal total returns of both U.S. stocks and investment-grade bonds have been negative nearly 15% of the time. That’s a month of joint declines every seven months or so, on average. Extend the time horizon, however, and joint declines have struck less frequently. Over the last 46 years, investors never encountered a three-year span of losses in both asset classes.”

Vanguard also urges investors to remember that the goal of the 60/40 portfolio is to achieve long-term returns of roughly 7%. “This is meant to be achieved over time and on average, not each and every year. The annualized return of 60% U.S. stock and 40% U.S. bond portfolio from January 1, 1926, through December 31, 2021, was 8.8%. Going forward, the Vanguard Capital Markets Model (VCMM) projects the long-term average return to be around 7% for the 60/40 portfolio.”

It also points out that similar principles apply to balanced funds with different mixes of stocks and bonds: its own VRIF, for example, is a 50/50 mix and its Asset Allocation ETFs vary from 100% stocks to just 20%, with the rest in bonds.

Tweaking the Classic 60/40 portfolio

While very patient investors may choose to wait for the classic 60/40 Fund to rise again, others may choose to tweak around the edges. The column mentions how TriDelta Financial’s Matthew Ardrey started to shift many client bond allocations to shorter-term bonds, thereby lessening the damage inflicted to portfolios by bond funds heavily concentrated in longer-duration bonds. Continue Reading…

Opportunity Cost Impact of Daily Financial Decisions on Retirement Plans

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Via Steve Lowrie, CFA

Special to the Financial Independence Hub

Editor’s Note:

Editor’s Note: The following is a guest blog by Maureen Thorne, a Small Business Owner. It is republished on the Hub with their joint permission.

A Personal Journey on how Today’s Choices can spoil your Retirement (or Early Retirement) Dreams

By Maureen Thorne, Small Business Owner/Guest Author

As my husband and I approached our late 40s/early 50s, we decided it was time to solidify our previous hastily sketched plans for early retirement. We had worked hard for many years and skimped in places (never purchased a brand-new car) and were confident that we had done everything right to retire early and live our best early retirement lives.

However …

When we sat down with the numbers, we realized our dreams of an early retirement with travel and adventure were farther from reach than we thought. We both had well-paying careers and didn’t feel that we had splurged so much that we should be this far behind.

What happened?

And, more importantly …

How do we get back on track?

We read a great article from Lowrie Financial, Retirement Planning for Gen Xers: Build Wealth and Retire Happy, which gave us some great insights and seemed to speak directly to our financial situation. Another topic area that Lowrie Financial introduced us to was behavioural finance / holistic financial planning for savings. We felt these were areas we should explore more to help us achieve our long-term financial goals.

Once panic-mode subsided, we sat down with some spreadsheets to see what had gone awry and figure out how (and if?) we could still retire early and be able to comfortably afford the things we wanted from retirement.

Here’s what we did to right the (sinking?) ship:

Real Talk from an Independent Financial Advisor

We booked a meeting with an independent financial advisor who had lots of questions for us about what we wanted to achieve. We explored behavioural finance which allowed us to really look at the impact on our spending habits and investing history. One of the most helpful tough-love comments from him:

“You make a lot of money. Where is it all going?”

Good question.

This led us to one of the steps we took to financially recover our early retirement plans: Family Spending Forensics.

We also realized we had missed opportunities to pack away excess cash in the past. Every time we stopped shelling out for something, we simply cheered and lived it up to that higher level of cash flow. We finished paying our mortgage, so we took the entire family to Europe. We stopped paying into our kids’ RESP, so we re-renovated the house. This identified another area that was a stumbling block for us to achieve that long-dreamed-of early retirement: Retain (and Make the Most of) “Found Money.”

Our financial advisor also pointed out something we begrudgingly already knew. We had really hurt ourselves with DIY investing. Although there were times we won big, there were many times we lost, both small and big. Although, it was fun for us to see how well we could do on our own and we reveled in keeping up with the financial and investing insights online to help guide us, always seemed to be behind the eight ball and not getting ahead like we should have been. We were driven by emotions. In hindsight, our DIY investment strategy seemed to be: 1 step forward, 2 steps back. There were so many things we didn’t focus on: tax ramifications, behavioural investing, opportunity costs, chasing returns, FOMO (Fear of Missing Out) investing … We knew we needed to: Stop Emotion-Driven DIY Investing.

How we got back on track for our Early Retirement Financial Goals

1. Family Spending Forensics

“You make a lot of money. Where is it all going?”

Our independent financial advisor’s words kept ringing in our heads. So, as advised, we tracked our spending and instituted a realistic budget.

There were areas that immediately jumped out as places we could restrain our big over-spending: clothing, dining out, vacationing, etc. That didn’t mean that we stayed at home wearing rags and eating Kraft Dinner. It simply translated to setting aside a reasonable budget for the year or month for that particular spending category and sticking to it. We still vacationed, we still shopped, we still ate out – but all with the budget in mind.

We also found that we could pull back in multiple smaller areas – putting a budget figure in place helped us shave small amounts in many areas, and it added up.

It’s also important to note that our “scrimping” went virtually unnoticed in our every day lives. We didn’t feel deprived at all.

A great article we discovered, Spending Decisions That End Up Costing a Million Dollars by Andrew Hallam, talks about an often overlooked impact of spending decisions: opportunity costs.

“Those massages also cost far more money than initially meets the eye. ‘Opportunity cost’ is the difference in cost between making one decision over another. An opportunity cost isn’t always financial. But in my case, those massages might have cost us more than $770,000.

Confused? Check this out:

We spent about $150 a week on massages during an 11-year period (2003–2014).

That’s $85,800 over 11 years.

Over that time, our investment portfolio averaged 8.34% per year.

If we had invested the money we spent on massages, we would have had an extra $143,239 in our investment account by 2014.

That’s a lot of money. But I’m not done yet. We left Singapore in 2014 (when I was 44). Assume we let that $143,239 grow in a portfolio that continued to average 8.34% per year. Without adding another penny to it, that money would grow to $770,241 by the time I am 65 years old.

That’s the long-term opportunity cost of spending $150 a week on massages for just 11 years.”

We realized very quickly how much a little restraint in our spending habits impacted our bottom line. Within just 1 year, we could see the light back to our early-retirement goal. Just 2 years later and we are well ahead of plan.

2. Retain (and Make the Most of) “Found Money”

“Found Money” – sounds great! So, what is it. In my mind, it is excess cash flow that was not expected or presents a sudden or continuous influx of cash to the household. This can be: Continue Reading…

High inflation in 2022 changes calculus on delaying CPP till 70

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Actuary Fred Vettese had a couple of interesting (and controversial!) articles in the Globe & Mail recently that may give some near-retirees  who were planning to defer CPP benefits until age 70 some pause.

The gist of them is that because of inflation, those nearing age 70 in 2022 might want to take benefits sooner than later: despite the almost-universal recommendation of financial pundits that the optimum time to start receiving CPP (or even OAS) benefits is at age 70. From what I glean from Vettese’s analysis, those who are 69 this year should give this serious consideration, and possibly those who are currently 68 (or even 67!)  might also think about it.

You can find the first piece (under paywall, Sept 27) by clicking the highlighted headline:  Thanks to a Rare Event, Deferring CPP until age 70 may no longer always be the best option.

The second, quite similar, article ran October 6th:  Deferring CPP till 70 is still best for most people. But here’s another quirk for 2022, when inflation is higher than wage growth.

Certainly, Vettese’s opinion carries weight. He is former chief actuary of Morneau Shepell (LifeWorks) and author of several regarded books on retirement, including Retirement Income for Life.

My own financial advisor [who doesn’t wish to be publicized] commented to his clients about these articles,  noting that they:

“aroused interest among some of you on when to begin receiving the Canada Pension Plan (CPP) given an unusual wrinkle that has occurred over the past couple of years where it may be more beneficial  to not defer it to 70 in order to maximize the dollar benefit.  It is particularly relevant for those who are within a year or two of approaching  70 years old and have so far postponed receiving CPP … My take on the piece is that if you are not receiving CPP and you are closer to 70 years old than 65, then the odds move more favourable to taking it before reaching 70. That is particularly true if there are health concerns that affect longevity.”

I must confess that I found Vettese’s thought process hard to follow all the way, but I respect his opinion and that of my advisor enough that it altered our own CPP strategy.  People who had originally planned to take CPP  at age 70 early in 2023 may be better off jumping the gun by a few months, opting to commence CPP benefits late in 2022. This is because of a unique “quirk” in the Canada Pension Plan that is occurring in 2022, whereby “price inflation is higher than wage inflation.”

Personally, I took it at age 66 (3 years ago) but we had planned to defer my wife Ruth’s CPP commencement till 70, still about 18 months away. Vettese himself turns 70 in late April [as do I] and in an email he clarified that because of the inflation quirk, he’s taking his own CPP in December: 5 months early.  But as his example of Janice below demonstrates, even those a year or two younger may benefit by doing the same.

A lot is at stake with such a decision, however, so I would check with your financial advisor and Service Canada first, or engage a consultant like Doug Runchie of DR Pensions Consulting, to make sure your personal situation lines up with the examples described in the article.

2022 is the exception that proves the rule

Actuary and author Fred Vettese

Vettese starts the first article by recapping that CPP benefits are normally 42% higher if you postpone receipt from age 65 to age 70. However, he adds:

“Almost no one knows – and this includes many actuaries and financial planners – that the actual adjustment is not really 42 per cent; it will be more or less, depending on how wage inflation compares with price inflation in the five years leading up to age 70. It turns out this arcane fact is crucial. The usual reward for waiting until 70 to collect CPP is that the pension amount ultimately payable is typically much greater than if you had started your pension sooner, such as at age 65. In 2022, that won’t be the case. As we will see later on, someone who is age 69 in 2022 and who was waiting until 70 to start his CPP, is much better off starting it this year instead.”

Those most directly affected are people over 65 who have not yet started to collect their CPP pension. Here’s how he concludes the first article:

“In a way, 2022 is the exception that proves the rule. It is the result of COVID, a once-a-century event, creating a one-year spike in price inflation without a corresponding one-year spike in wage inflation. This analysis, by the way, has no bearing on when to start collecting the OAS pension.

This should send an SOS to financial planners and accountants, as well as retirees who take a DIY approach. Deferring CPP will usually continue to make sense but not necessarily in times of economic upheaval.”

In an email to Fred, he sent me this: “I wouldn’t spend too much time on the Wade example (first article). Situation is rare. More common is the Janice example (second article). It applies just as I state in the article.”

Example of those turning 68 early in 2023

For the Janice scenario, Vettese describes someone currently age 67 who had planned to start taking CPP benefits in April 2023, a month after she turns 68: Continue Reading…

Planning in uncertain times: How inflation is pressuring Canadian businesses to meet employee expectations

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By Elizabeth English, Mercer Canada 

Special to the Financial Independence Hub

The squeeze inflation is putting on businesses and their employees alike is being felt around the globe. As employees and their families deal with the increasing cost of living, employers are under pressure as they manage compensation budgets and salary expectations for the next year and beyond. Employees have heightened expectations of a commensurate pay increase with lower purchasing power. Employers must respond or risk losing talent.

As businesses grapple with the best ways to retain existing employees and attract new hires, Mercer released its 2023 Compensation Planning Survey, compiling data from more than 550 organizations of varying sizes across 15 industries. The survey reveals a number of insights for employers and employees alike.

Most companies are just beginning to think about increase budgets

With the price of everything from gas to groceries on the rise, there is an expectation from employees that their compensation should keep up with rising costs. Many organizations are in the early stages of deciding how to respond; the Survey shows that as of August, only 5 per cent of organizations had approved increased budgets, 11 per cent had proposed increases, and 84 per cent were still in preliminary stages.

Budgets continue to rise

Inflation is causing Canadian employers to increase their compensation budgets. Heading into the upcoming year, employers surveyed are budgeting an average of 3.4 percent for merit increases and 3.9 per cent for total increase budgets in 2023. This puts merit and total budget increases up from 3.1 per cent and 3.4 per cent, respectively, from 2022. However, even with these raises, merit and total increases fall short of year-over-year inflation, which hit a 40-year high of 8.1 per cent in June, moderating to 7.6 per cent in July and 7.0 per cent in August.

Across Canada, the highest increases in total budgets are in Montreal (4.5 per cent), Greater Edmonton (4.3 per cent), Saskatchewan (4.2 per cent) and Greater Calgary (4.1 per cent). With compensation budget increases falling well short of inflation, organizations across Canada will need to focus on managing employee expectations. This can be done through their internal communications, planning for multiple scenarios, as well as adopting a more comprehensive and broader total rewards perspective to attract and retain talent.

Off-cycle increases are being used for a variety of reasons

Historically, inflation isn’t the top metric for shaping compensation strategies. Still, in this high inflation environment, 34 per cent of organizations are considering ad-hoc, off-cycle wage reviews or adjustments to combat turnover. This is a significant hike from 19 percent considering the same in March of 2022. Continue Reading…