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| London/Hybrid - Negotiable | ||
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| London - £140,000 Per Annum | ||
| Head of Capital | ||
| London - £170,000 Per Annum | ||
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| London - £100,000 Per Annum | ||
| Pricing Transformation Actuary | ||
| London - £130,000 Per Annum | ||
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| London - £80,000 to £120,000 Per Annum | ||
| Pensions on Divorce Startup - Flexibl... | ||
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| Bermuda - £200,000 Per Annum | ||
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| Senior Actuary | ||
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| Reserving Manager | ||
| London - £130,000 Per Annum | ||
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| London - £100,000 Per Annum | ||
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| London - £180,000 Per Annum | ||
| Head of Portfolio Optimisation | ||
| London - Negotiable | ||
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| London - £130,000 Per Annum | ||
| Actuary | ||
| London/Hybrid - Negotiable | ||
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| London - £110,000 Per Annum | ||
| Senior Reserving Actuary | ||
| London - Negotiable | ||
| Head of Capital | ||
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| Head of Pricing | ||
| London - £170,000 Per Annum | ||
LATEST EDITION - OUT NOW
Copyright © 2026 Actuarial Post. Created by Zero-One Design Ltd
The Dutch pension system is a mythical paradox: on the one hand it is known as the ‘best’ pension system in the world, ranked 1st in the Mercer Global Pension index. On the other hand, few outside the Netherlands understand Dutch pensions. This article, by a Dutch pensions expert, unravels this mythical paradox by explaining the key characteristics of Dutch pensions and why the Netherlands has invented its own ‘solidarity’ version of a Collective Defined Contribution (CDC) arrangement. The ‘lessons learned’ may be relevant for the UK as it sets about embracing CDC.
AI can make fraudulent claims look more credible, especially when your teams are under pressure. How can going ‘back to basics’ help protect your retail, leisure or hospitality business? AI is amplifying existing risks, Willis’ Cyber in Focus 2026 report shows. In this insight, we look at how AI is heightening fraud and claims across the retail, leisure and hospitality industries and how you can get ahead of these AI-amplified risks to your revenue and reputation.
The gender pensions gap in the Local Government Pension Scheme (LGPS) is real. But it's not simply a pensions problem. The gap we see at retirement reflects patterns built up over an entire working life. Pay plays a role, but it is only part of the picture. Working patterns, career breaks, caring responsibilities and levels of financial confidence all shape outcomes over time. If we want to close the pensions gap, we need to address the wider gender finance gap.