Entertainment & Sports

— RISK MANAGEMENT

Entertainment & Sports

Advancing solutions to address your evolving risk requirements.

Creative ventures require creative solutions

Lockton's knowledgeable, experienced professionals are ready to help. Organizations ranging from entertainment, sports, media, gaming, advertising and the vast array of entertainment industry segments carry various risks. We stand ready to deliver solutions tailored to fit your specific needs. We understand clients' commercial realities and how they are best presented to and addressed in the insurance market.

Lockton has substantial experience with Entertainment & Sports organizations of all sizes. We customize solutions around your needs and objectives. Our experts actively look for new ways to improve your coverage while minimizing costs and embracing a holistic approach to risk. Our service model includes consultative program analysis, financial modeling, manuscript policy wordings, and results-driven market strategy.

A dedicated center of excellence

Lockton’s Entertainment & Sports team of specialists live and breathe the Lockton entrepreneurial spirit. Our team is unparalleled in passion, expertise and experience. It is incumbent upon us to remain agile and ready to respond to new challenges and growing risks in the marketplace. Our strategic service model within Entertainment & Sports supports clients on a round-the-clock basis, 24/7, wherever you are and when you need it. Our bench runs deep. Contractual diagnostic specialists track the risk transfer elements within third-party contracts and the risk impacted commitments that influence potential losses.

Our expertise spans first-party risks, business interruption, including event cancellation/non-appearance, liability risks, financial and professional exposures. We have extensive experience in significant Entertainment & Sports loss events and understand that a loss event provides the ideal opportunity to prove our value. Expert guidance doesn’t just happen. Experience plus creativity plus a relentless commitment to our clients is what gives us our edge.

Strategic Risk Consulting: Understand, assess and align.

To structure your insurance program, we start by understanding your business goals and human capital strategy. Then we align risk management, employee benefits and retirement strategies with your business objectives.

P.A.I.D.™ – Protection Against Income Disruption

Lockton's Gaming, Entertainment & Sports Practice created a tailor-made insurance policy to address gaps in coverage under the standard property policy. P.A.I.D. is a standalone policy designed to protect against lost income and incurred costs without physical property damage. P.A.I.D. is available to businesses regardless of industry or company size and is customized to meet clients' needs. At Lockton, we know that innovative ideas are critical to your business's success.

Managing Health Risks

Health risk factors in your employee population can also affect your company’s bottom line. Turn to Lockton’s employee benefits experts, who can design a program that will help you attract and retain talented workers while managing your healthcare costs.
Benefits solutions

Latest news & insights

A new proposed rule from the DOL revisits how employers must classify workers as either employees or independent contractors. Read our article to prepare your business. Navigating the DOL’s latest worker classification proposal

Navigating the DOL’s latest worker classification proposal

article
A new proposed rule from the U.S. Department of Labor (DOL) revisits how employers must classify workers as either employees or independent contractors. The proposal — the latest shift in federal guidance — would rescind the current standard and reintroduce a ...
Read moreNavigating the DOL’s latest worker classification proposal

Brazil extends maternity leave for post-delivery hospitalization

Brazil has extended social security-paid maternity leave in cases of post-delivery hospitalization of the mother or the newborn due to childbirth-related complications, with the standard maternity leave period effectively extended by the duration of the hospitalization. This change took effect on 30 September 2025.Brazil has extended social security-paid maternity leave in cases of post-delivery hospitalization of the mother or the newborn due to childbirth-related complications, with the standard maternity leave period effectively extended by the duration of the hospitalization. This change took effect on 30 September 2025.

Why holistic GLP-1 strategies are needed now

GLP-1s are one of the most important employee health and benefit considerations for employers as costs rise, utilization increases, and new formulations and indications enter the marketGLP-1s are one of the most important employee health and benefit considerations for employers as costs rise, utilization increases, and new formulations and indications enter the market

Germany To Expand Occupational Pension Coverage [UPDATED]

The German government introduced an occupational pension reform proposal aimed at making the existing voluntary occupational pension model more flexible and expanding workforce participation by strengthening the social partner model, among other changes. The draft Second Act to Strengthen Company Pensions and to Amend Other Laws (the “Draft Act”) was published by the Federal Ministry of Labour and Social Affairs on 27 June 2024 and a government draft bill revising the proposal was adopted by the cabinet 18 September 2024. It will now work through the legislative process and be submitted to the Bundesrat for approval. The legislation is not expected to be passed until early 2025. Read detailed analysis of the Draft Act from Funk Gruppe here: Important changes for retirement provision. Key details The most relevant changes introduced by the Draft Act are as follows: Social Partner Model One of the main goals of the Draft Act is to enable third-party companies—those not currently bound by an industry collective agreement—to participate in the “pure defined contribution” plan model currently reserved to companies participating in the Social Partner Model (Sozialpartnermodell, SPM). This should expand access to smaller employers not bound by any specific collective agreement. Their participation in the SPM defined contribution retirement is subject to final approval of the SPM managing parties and may require contribution toward the SPM’s operating costs. Automatic participation with opt-out Employers will be allowed to establish auto-enrolled deferred compensation plans provided the employer contribution is at least 20% of the employee deferral, the employees can opt-out, and the plan is based on an agreement with the company’s elected works council or staff council. (Automatic participation will not be available to companies that do not have an elected works or staff council.) Currently, automatic participation is only possible for companies under a collective agreement and the minimum employer contribution is 15% of the employee deferral. In all other cases, only opt-in deferral arrangements are permitted. Subsidy for lower income earners The maximum government subsidy amount of occupational pension contributions for lower income earners earner is expected to increase and will be indexed with the social security contribution ceiling. Severance Pay The Draft Act simplifies the termination of occupational pension plans processes by increasing the exiting severance pay on pension entitlements from 1% to 2% of the monthly reference amount in accordance with Section 18 of Social Code Book Four (SGB IV). Subject the employee agreement, the severance payment may be paid by the employer directly towards the statutory federal pension scheme. Pension payment modalities Currently, pension funds (Pensionfonds) are only allowed to pay out pension benefits as a lump sum or an annuity. The Draft Act would allow pension funds to pay out benefits in installments. Early retirement requests The Draft Act enables an early pay out of the occupational pension benefits for early claimants who are receiving a partial state retirement pension instead of a full state pension as is currently the case. Lockton comment Employers should monitor the legislative process to ensure proper compliance the ongoing pension reform legislation. Employers may start preparing for the upcoming changes by reviewing their existing voluntary occupational pension plans (if any), considering the pros and cons of an automatic participation model, or whether they would consider participating in an SPM plan should that option become available to them. The German government introduced an occupational pension reform proposal aimed at making the existing voluntary occupational pension model more flexible and expanding workforce participation by strengthening the social partner model, among other changes. The draft Second Act to Strengthen Company Pensions and to Amend Other Laws (the “Draft Act”) was published by the Federal Ministry of Labour and Social Affairs on 27 June 2024 and a government draft bill revising the proposal was adopted by the cabinet 18 September 2024. It will now work through the legislative process and be submitted to the Bundesrat for approval. The legislation is not expected to be passed until early 2025. Read detailed analysis of the Draft Act from Funk Gruppe here: Important changes for retirement provision. Key details The most relevant changes introduced by the Draft Act are as follows: Social Partner Model One of the main goals of the Draft Act is to enable third-party companies—those not currently bound by an industry collective agreement—to participate in the “pure defined contribution” plan model currently reserved to companies participating in the Social Partner Model (Sozialpartnermodell, SPM). This should expand access to smaller employers not bound by any specific collective agreement. Their participation in the SPM defined contribution retirement is subject to final approval of the SPM managing parties and may require contribution toward the SPM’s operating costs. Automatic participation with opt-out Employers will be allowed to establish auto-enrolled deferred compensation plans provided the employer contribution is at least 20% of the employee deferral, the employees can opt-out, and the plan is based on an agreement with the company’s elected works council or staff council. (Automatic participation will not be available to companies that do not have an elected works or staff council.) Currently, automatic participation is only possible for companies under a collective agreement and the minimum employer contribution is 15% of the employee deferral. In all other cases, only opt-in deferral arrangements are permitted. Subsidy for lower income earners The maximum government subsidy amount of occupational pension contributions for lower income earners earner is expected to increase and will be indexed with the social security contribution ceiling. Severance Pay The Draft Act simplifies the termination of occupational pension plans processes by increasing the exiting severance pay on pension entitlements from 1% to 2% of the monthly reference amount in accordance with Section 18 of Social Code Book Four (SGB IV). Subject the employee agreement, the severance payment may be paid by the employer directly towards the statutory federal pension scheme. Pension payment modalities Currently, pension funds (Pensionfonds) are only allowed to pay out pension benefits as a lump sum or an annuity. The Draft Act would allow pension funds to pay out benefits in installments. Early retirement requests The Draft Act enables an early pay out of the occupational pension benefits for early claimants who are receiving a partial state retirement pension instead of a full state pension as is currently the case. Lockton comment Employers should monitor the legislative process to ensure proper compliance the ongoing pension reform legislation. Employers may start preparing for the upcoming changes by reviewing their existing voluntary occupational pension plans (if any), considering the pros and cons of an automatic participation model, or whether they would consider participating in an SPM plan should that option become available to them.
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