Lockton Risk Finance

— RISK MANAGEMENT

Risk Finance

Superior results happen when you treat insurance as a form of capital.

Delivering results

Nowhere else will you find a team dedicated solely to solving your risk financing and collateral issues. Lockton’s Risk Finance team meets our clients' ever-increasing demand for risk alternatives through captive consultation, collateral management strategies, and alternative structure solutions.

The team is a collaborative group of finance, accounting, credit, and insurance professionals whose primary role is to assist our service teams with the design and implementation of program structures that match our clients' needs from a cost-of-risk, cash-flow, accounting, tax and collateral perspective. This group is renowned for delivering results while linking clients' risk management programs to their strategic and financial objectives.

The Lockton Risk Finance difference

You will have experts working seamlessly with our marketing and quantitative analysis teams to deliver integrated risk financing solutions. Services the team offers include:

  • Provide risk finance solutions to manage client balance sheet and cash flow volatility

  • Consult on effective captive insurance strategies

  • Evaluate and construct bespoke alternative program structures to meet the client’s needs

  • Evaluate the most efficient use of client’s capital

  • Compare insurance costs against a client's cost of capital

  • Navigate through carrier credit underwriting process

  • Eliminate redundant working capital

  • Help clients make informed decisions

  • Provide ongoing consultation — going beyond transactional insurance services

Latest news & insights

Australia’s upcoming “Payday Super” reform will fundamentally change how employers manage superannuation contributions. Instead of quarterly contributions, employers will need to pay super guarantee contributions at the same time as wages. The reform also introduces a broader basis for calculating super guarantee contributions and updated employer reporting requirements. These changes will take effect from 1 July 2026. Australia reshapes employer superannuation obligations through major Payday Super reform

Australia reshapes employer superannuation obligations through major Payday Super reform

article
Australia’s upcoming “Payday Super” reform will fundamentally change how employers manage superannuation contributions. Instead of quarterly contributions, employers will need to pay super guarantee contributions at the same time as wages. The reform also intr ...
Read moreAustralia reshapes employer superannuation obligations through major Payday Super reform

Canada introduces new family leave entitlements for federally regulated employees

Canada has introduced a new pregnancy loss leave and an expanded bereavement leave for each parent on the death of a child for federally regulated employees from 12 December 2025. Both leaves are up to eight weeks (employer-paid for the first three days and unpaid otherwise). Additionally, while the effective date has yet to be announced, a new government-paid 16-week leave entitlement for the placement of a child (adoption or surrogacy) is expected to be implemented in 2026. Most employers in Canada are provincially regulated, and these federal legislative changes do not apply to provincially regulated workplaces. Canada has introduced a new pregnancy loss leave and an expanded bereavement leave for each parent on the death of a child for federally regulated employees from 12 December 2025. Both leaves are up to eight weeks (employer-paid for the first three days and unpaid otherwise). Additionally, while the effective date has yet to be announced, a new government-paid 16-week leave entitlement for the placement of a child (adoption or surrogacy) is expected to be implemented in 2026. Most employers in Canada are provincially regulated, and these federal legislative changes do not apply to provincially regulated workplaces.

Italy 2026 Budget: Key Employment and Benefits Changes for Employers

Italy has implemented several employee benefits-related reforms through its 2026 Budget Law. Key reforms include changes to the automatic enrollment mechanism under the severance pay system (Trattamento di Fine Rapporto), an increase in unpaid leave to care for a sick child from five to 10 working days, an increase in the child age limit for parental leave from 12 to 14 years old, and an increase in the meal voucher exemption threshold from EUR 8.00 to EUR 10.00. These changes took effect on 1 January 2026, except for certain changes to the severance pay system which will take effect from 1 July 2026. Italy has implemented several employee benefits-related reforms through its 2026 Budget Law. Key reforms include changes to the automatic enrollment mechanism under the severance pay system (Trattamento di Fine Rapporto), an increase in unpaid leave to care for a sick child from five to 10 working days, an increase in the child age limit for parental leave from 12 to 14 years old, and an increase in the meal voucher exemption threshold from EUR 8.00 to EUR 10.00. These changes took effect on 1 January 2026, except for certain changes to the severance pay system which will take effect from 1 July 2026.

Why executive security should be top-of-mind for digital asset companies

On 6 November 2024, kidnappers in Toronto forced Dean Skurka into a vehicle during rush hour at a downtown intersection near the National Ballet of Canada. Kidnappers later released Skurka, the CEO of cryptocurrency firm WonderFi, after receiving a ransom of $720,660. Skurka emerged from the ordeal uninjured, but his plight illustrates the growing risk of harassment, extortion, and kidnapping that executives face, particularly for those who work in the digital asset sector. Safety threats are not limited to executives in just one or a few industries. However, as digital assets have gained visibility in recent years, criminals increasingly view the sector as a ripe opportunity for ill-gotten financial gain. That means digital asset companies must reassess several protocols, ranging from their physical and digital security measures to when and how often executives surface in public settings, and even how often they use social media.On 6 November 2024, kidnappers in Toronto forced Dean Skurka into a vehicle during rush hour at a downtown intersection near the National Ballet of Canada. Kidnappers later released Skurka, the CEO of cryptocurrency firm WonderFi, after receiving a ransom of $720,660. Skurka emerged from the ordeal uninjured, but his plight illustrates the growing risk of harassment, extortion, and kidnapping that executives face, particularly for those who work in the digital asset sector. Safety threats are not limited to executives in just one or a few industries. However, as digital assets have gained visibility in recent years, criminals increasingly view the sector as a ripe opportunity for ill-gotten financial gain. That means digital asset companies must reassess several protocols, ranging from their physical and digital security measures to when and how often executives surface in public settings, and even how often they use social media.
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