In short…
The PERCOI is the inter-company version of the collective PER: a company retirement scheme pooled across several businesses, designed for the SMEs that cannot set up their own plan. Same advantages — matching exempt from income tax, exit as a lump sum or annuity, feeding from employee savings — without the set-up burden. Paired with the incentive bonus and profit-sharing, it is a powerful deferred-remuneration tool that retains employees and benefits the owner-manager too in firms with fewer than 250 employees.
- Turnkey collective retirement — pooled and within reach of SMEs and small firms
- Matching exempt from income tax — for the employee and deductible for the company
- Retention tool — benefits the manager too in firms with fewer than 250 employees
Simulate your PERCOI
The simulator isolates the cumulative employer matching. Your data is neither stored nor transmitted.
PERCOI simulator
The inter-company collective PER: pooled company retirement, within reach of small and mid-sized businesses.
Results are provided for purely illustrative and educational purposes, based on the parameters you enter and simplified assumptions (2026 taxation, constant return, excluding inflation). They constitute neither personalised investment advice, nor tax advice, nor an offer to subscribe. Some investments carry a risk of capital loss. Before any decision, speak with an advisor.
Why the PERCOI brings SMEs into supplementary retirement
Setting up a dedicated collective retirement plan means negotiating a scheme, bearing its management and fixed costs — a burden beyond most SMEs. The PERCOI solves this exactly as the PEI solves the employee-savings problem: by pooling the management across several businesses around a common framework rulebook.
The SME joins a ready-built scheme, without having to negotiate or administer its own plan. It is the gateway to a genuine supplementary-retirement policy for the team, with all the advantages of the collective PER: employer matching exempt from income tax, feeding from the incentive bonus and profit-sharing, exit as a lump sum or annuity.
Paired with the incentive bonus and profit-sharing, the PERCOI becomes a deferred-remuneration tool all the more powerful for serving two goals at once: retaining employees with a supplementary-retirement prospect, and, in firms with fewer than 250 employees, benefiting the owner-manager too, who can include themselves and capture the matching.
The 3 levers this simulator reveals for the SME
Lever 1 — a retirement policy with no structural cost
The PERCOI pools the management: the SME bears no set-up or administration cost for its own plan. Yet it offers its team a genuine supplementary retirement, with matching exempt from income tax. For an SME competing for talent, it is an attractiveness argument at a controlled cost — often more effective than a gross-salary rise, much of which is lost to contributions and tax.
Lever 2 — include the manager and capture the matching
In firms with fewer than 250 employees, the manager can benefit from the PERCOI on the same footing as their employees. It is a channel for building personal retirement with gentle taxation: the matching is deductible on the company side and exempt from income tax on the manager’s side. Well calibrated, it usefully complements the manager’s other remuneration levers, without the burden of a bespoke category scheme.
Lever 3 — align with the incentive bonus and profit-sharing
The PERCOI’s effect multiplies when backed by an incentive agreement and the statutory profit-sharing scheme. Bonuses paid into the plan escape income tax and capture the matching, instead of being cashed and taxed. For the manager as for the employees, the incentive + profit-sharing + PERCOI architecture forms a deferred-remuneration scheme of high tax efficiency — to build with an advisor.
Worked example — David, 44, owner of a 30-employee industrial SME in Strasbourg
David joins a PERCOI for his SME and includes himself. He directs his incentive bonus — around €4,000 a year — into the plan, which matches at 50%, over 15 years at a 4% return. Here is the effect of the matching alone.
| Criterion | Incentive bonus cashed | Incentive bonus paid into PERCOI | Difference |
|---|---|---|---|
| Annual contribution | ≈ €4,000 | ≈ €4,000 | — |
| Taxation at entry (41% TMI) | ≈ €1,640/yr | €0 | exempt |
| Employer matching (50%) | €0 | ≈ €2,000/yr | +€2,000/yr |
| Capital built over 15 yrs | ≈ €47,000 (net of tax) | ≈ €119,000 | ×2.5 |
Illustrative example — figures simplified for clarity and not contractual.
By channelling his incentive bonus into the PERCOI, David avoids income tax at entry — at a 41% bracket the saving is massive — and captures €2,000 of matching each year. Over fifteen years, his retirement capital reaches two and a half times what he would have kept by cashing and taxing his bonuses. In parallel, his 30 employees benefit from the same scheme: the PERCOI retains the team as much as it serves the manager.
The lesson for an SME owner-manager: the PERCOI is not only a social benefit, it is a channel for building personal retirement with gentle taxation, accessible without the complexity of a category scheme. Paired with the incentive bonus and profit-sharing, and aligned with the manager’s other remuneration levers, it rivals far heavier solutions to implement.
Why the PERCOI appeals to SMEs
Like the PEI for employee savings, the PERCOI pools the management of a collective retirement plan across several businesses. The SME joins an existing framework rulebook, without having to negotiate and administer its own scheme. It is the gateway to a real supplementary-retirement policy for the team.
Paired with the incentive bonus and profit-sharing, it becomes a powerful deferred-remuneration tool, both to retain employees and for the manager themselves in firms with fewer than 250 employees.
Collective retirement, at last within reach of SMEs
This simulator isolates the employer matching. But the PERCOI works on two levels: as a retirement policy that retains the team, and as a channel for building the manager’s personal retirement. Calibrating the matching, aligning it with the incentive bonus and profit-sharing, and the joint company / manager optimisation determine its real efficiency.
Balmont Conseil is an independent wealth-management firm, a member of ANACOFI, with no capital ties to a bank. This independence lets us design the collective retirement scheme and the manager’s strategy together, selecting solutions across the whole market, without pushing an in-house product. Run your projection above, then book a call to structure your SME’s PERCOI and your strategy as a manager.
Frequently asked questions
What is the difference between the PERCOI and the standard collective company PER?
The PERCOI is the inter-company version of the collective PER: it is pooled across several businesses around a common framework rulebook, whereas a standard collective PER is specific to a single company. The advantages are identical — matching exempt from income tax, exit as a lump sum or annuity, feeding from employee savings — but the PERCOI spares the SME the burden of setting up and administering its own plan.
Can the owner-manager of an SME benefit from it?
Yes, in firms with fewer than 250 employees the manager can benefit from the PERCOI and its matching on the same footing as employees. This is what makes it a channel for building personal retirement with gentle taxation: the matching is deductible on the company side and exempt from income tax on the manager’s side, without the complexity of a bespoke category scheme.
How is a PERCOI fed?
The PERCOI is fed by the incentive bonus, profit-sharing, unused leave days, employer matching and voluntary contributions. Directing the incentive bonus and profit-sharing into the plan rather than receiving them avoids income tax on these sums while capturing the matching — a choice to renew every year.
Is the exit a lump sum or an annuity?
Your choice, as for any PACTE-era collective PER: a lump sum, an annuity or a blend. The portion from employee savings and matching exits exempt from income tax (gains subject to social levies). The right arbitrage depends on each person’s wealth situation — a point to frame with an advisor before retirement.
Results are provided for purely illustrative and educational purposes, based on the parameters you enter and simplified assumptions (2026 taxation, constant return, excluding inflation). They constitute neither personalised investment advice, nor tax advice, nor an offer to subscribe. Some investments carry a risk of capital loss. Before any decision, speak with an advisor.