For both employers’ associations and trade unions, FP is not on the top of their agenda. Employers see FP, and especially models through which pay is invested in the company, as suitable to bring more flexibility or a reduction of labour costs. The employers’ associations generally advocate greater financial involvement of employees and regard it as a good instrument to pursue corporate policy intentions and to promote motivation and productivity through increased entrepreneurial thinking of employees. However employers’ associations refused to negotiate FP schemes on a collective agreement basis; they believe that each company needs a tailor-made scheme that should be designed at the company level.

Trade unions accept FP schemes only in the form of additional benefits and in addition to pay. They point out that FP schemes expose employees also to more risk and they demand, especially when the FP model is connected to old-age provisions, insolvency cover.

As a result of Germany’s demographic problems and pension problems, the government is planning legal regulations to advance employee financial participation in order to strengthen private provisions. Furthermore, concerning the latest statements of leading politicians, much will be planned to improve the culture of financial participation in Germany for the future.