New Credit Market Liquidity Regime Requires Action

DB plan sponsors should act to protect themselves in the new regime, and in some cases, they can capitalize from it.

Defined benefit (DB) plan sponsors are credit investors; they have investments in Treasury bonds and investment grade corporate bonds, and they may also invest in direct lending. Liquidity can be a concern when there is an asset/liability mismatch in commingled vehicles, and there is a risk that funds may sell illiquid assets to meet redemption requests.

Thierry Adant, a consultant for credit research at Willis Towers Watson in New York City, tells PLANSPONSOR there is a new market liquidity regime, in part due to banks no longer being in the business of holding an “inventory” of credit bonds to match redemption demand. DB plan sponsors should act to protect themselves in the new regime, and in some cases, they can even capitalize from it.

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A Willis Towers Watson paper, “Credit Market Liquidity,” says in the new banking regulatory regime, banks have significantly decreased their stock of credit bonds since regulators have made it much more expensive for them to hold such an inventory. The result was that in 2015, inventory in corporate bonds averaged less than one day’s trading volume in corporate bonds, with inventory roughly 25% versus peak levels. “In our view, credit market liquidity has deteriorated as a consequence of the new regulatory regime,” the paper says.

The firm is concerned that the supply of liquidity is no longer capable of satiating demand, which will become obvious during periods of market stress, when investors often seek to reposition.

According to Adant, this has been seen already a couple of times in the market—the two worst episodes were the 2013 “Taper Tantrum” and the October 2014 U.S. Treasury “flash crash”—but Adant thinks it is more prevalent. “There are broader implications of asset/liability mismatch,” he says. “If [a DB plan sponsor’s investment] strategy requires a high level of turnover, there will be less returns because liquidity is more expensive.”

He notes that liquidity risks are on the agenda of regulators. For example, in the mutual fund space, the Securities and Exchange Commission (SEC) has proposed a set of reforms about open-end funds’ liquidity management programs.

NEXT: What should plan sponsors do?

Adant says DB plan sponsors should assess whether they are in the right vehicle structures or funds offering the right liquidity terms. Certain strategies may not be workable. “The best example is credit long/short or hedge fund type strategies,” he says, adding that the number of bonds that trade actively and can execute an effective strategy has diminished, so plan sponsors may not have many options in facilitating trades.

The Willis Towers Watson paper also suggests plan sponsors review the liquidity and fund terms of all the commingled products in which they invest. “Indeed, we strongly believe that an evolution in commingled fund liquidity terms would serve to reduce the risks associated with the new credit market liquidity regime,” it says. Plan sponsors should negotiate for better terms, or shift to products that are better structured where possible.

Other suggestions include monitoring cash in commingled investment funds. Commingled funds will run with higher cash balances to reflect the new liquidity regime, which will create a drag on performance. Plan sponsors should seek to renegotiate investment management fees down accordingly.      

The paper suggests plan sponsors budget for higher volatility and higher trading costs in their portfolios. “Almost all investment managers profess a willingness to act as a ‘supplier of liquidity’ to replace the investment banks. In reality, this is incredibly challenging given the difficulty of forecasting these episodic periods of high volatility and constraints around expanding balance sheets in order to exploit market weakness,” it says.

Despite the risks, Adant says there is still an excess return to be had. There are a number of opportunities plan sponsors should consider as part of tactical as well as strategic asset allocation. For example, according to the Willis Towers Watson paper, it is expected that the illiquidity risk premium will be, on average, higher to compensate for investors under the new regime. “This presents an opportunity for institutional investors with a long investment horizon to be able to ‘lock up’ their capital and generate higher returns,” the paper says.

Employees Willing to Pay More for Retirement Benefits

Nearly one-quarter of employees say they will have to work past age 70, but many of them may not be able to due to stress and health issues.

Twenty-three percent of U.S. employees surveyed by Willis Towers Watson say they will have to work past age 70 to live comfortably in retirement.

Nearly one-third (32%) anticipate retiring later than previously planned, and another 5% don’t think they’ll ever be able to retire. According to the survey, while the average U.S. employee expects to retire at age 65, they admit there is a 50% chance of working to age 70.

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Nearly eight in 10 workers indicate they will rely on their employer-sponsored retirement plan(s) as the primary vehicle they use to save for retirement. According to the survey, more than six in 10 (62%) respondents would be willing to pay more out of their paychecks for more generous retirement benefits; 63% would be willing to pay more for a certain benefit at the point of retirement.

“Employers should take this opportunity to personalize their real-time decision-making support and recalibrate default enrollment to close the gaps in employee understanding about savings amount required and costs in retirement,” says Shane Bartling, senior retirement consultant at Willis Towers Watson.

Many employees who expect to work longer may not be able to due to stress or health issues. Forty percent of employees expecting to retire after age 70 have high or above average stress levels, compared with 30% of those expecting to retire at 65. For those planning to retire after age 70, less than half (47%) say they are in very good health, while nearly two-thirds (63%) of those retiring at age 65 state they are in very good health.

The survey also found 40% of employees planning to work past 70 feel they are stuck in their jobs, compared with just one- quarter of those who expect to retire at 65 (28%) or before 65 (27%).

Twenty-four percent of employees younger than 30 believe they’ll retire in their 70s or later, increasing to 28% of those in their 30s and one-third (33%) of those in their 40s. The percentage of U.S. men age 65 or older who are working has grown from 15% in 2003 to 22% last year.

The Willis Towers Watson 2015 Global Benefits Attitudes Survey measured attitudes of more than 30,000 nongovernmental, private-sector employees in 19 countries. A total of 5,083 workers from the U.S. participated in the survey, which was conducted between June and August 2015.

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