What does auto-enrolment mean for you?

Most employers / businesses are now very aware of the requirements soon to establish a workplace / auto-enrolment pension scheme for their employees. The larger employers reached their mandatory 'Staging Dates' some time ago, and most small to medium business enterprises have also now staged. Many smaller employers will see their Staging Dates being reached over the course of 2017-2018 and will need to implement their new scheme (or 'qualify' an existing scheme).

A simple guide for employers, produced by The Pensions Regulator, can be found here.

It is clear that individuals in the UK are not saving enough for their retirement income because many people will fall short of their target income at retirement. With the pressures on the State Pension (DWP) increasing, many people will know of the changes to State Pension benefits for those reaching State pension age on or after 06 April 2016. The full new State pension is currently £159.55 gross per week. We are also aware that the benefits age for the State Pension is increasing from 65 to higher ages, such as 66 for both men and women from 2020 with further changes to follow (proposed age increase to 67 from 2026-2028 and then linked to life expectancy).

Qualifying pension schemes can be arranged through a range of providers to meet the needs of employers and their staff. Independent financial advice is important to be able to access these schemes, including the National Employment Savings Trust (NEST), if suitable.

The greatest concern we have witnessed by employers is the cost to their bottom line and when this is required. This is partly illustrated below.

Bringing forward our Auto-Enrolment to enhance our employees' conditions could not have been easier without the assistance of Chapters Financial, who dealt with the initial set up, liaising with HMRC, Pension provider and employees. Our warmest thanks go to Keith and his team for the smooth transition of the day to day running of the scheme in house.
LJ, Director of SDI Limited, Camberley, Surrey

Staging Dates

A Staging Date calculator from The Pensions Regulator for employers/businesses can be found here.

Phasing Dates & Contributions

The employer will usually be notified by The Pensions Regulator 12 months prior to the date they have to implement their phase of the pensions auto-enrolment funding. The contribution level will be phased from the outset with larger employers having started to pay in from October 2012.

The initial minimum contributions will be as follows (Contributions to be made on a band of earnings for those aged 22+ between (in tax year 2017/2018) £5,876 gross pa and £45,000 gross pa (the lower limit to be linked to the National Insurance LEL and the higher limit in 06/07 terms and up-rated in line with National Average Earnings)

  • Employer: 1.0% pa of earnings
  • Employee: 0.8% pa of earnings
  • Tax relief: 0.2% pa of earnings

Second Phase - April 2018 to April 2019

From April 2018 (originally planned to be October 2017) the second phase starts and will see an increase in funding/contributions to 5% gross pa of band earnings as a minimum (salary/bonus/overtime, etc within band earnings) divided as follows:

  • Employer: 2.0% pa of earnings
  • Employee; 2.4% pa of earnings
  • Tax relief: 0.6% pa of earnings

Third Phase - April 2019 onwards

From April 2019 (originally planned to be October 2018) the third phase starts and will see an increase in funding/contributions to 8% gross pa of band earnings minimum (salary/bonus/overtime, etc within band earnings) divided as follows:

  • Employer: 3.0% pa of earnings
  • Employee: 4.0% pa of earnings
  • Tax relief: 1.0% pa of earnings

You can see that there are some significant consequences to this legislation and therefore many employers need to start planning now to ensure that they are ready for the changes in their cost projections, and also the requirement to ensure that they are ready to meet their responsibilities.

It should be noted that the level of tax relief, the way contributions are calculated based on income levels or 'band earnings' and some other issues may vary.

An employer should also build into their planning any additional payroll set up costs that may be applicable in ensuring that their process has the capability of dealing with the enrolment process.

Employees opting in and out

At their Staging Date, all employers will be required to automatically enrol their eligible workers into a qualifying pension scheme and to make the relevant contributions to the qualifying scheme selected.

Employees will have the facility to opt-out of their employer's qualifying scheme after being automatically enrolled within a prescribed time period if they do not want to join in. They have one month from the date that they have been given prescribed information to opt out and they may do this by contacting the scheme. They will then be put back in the position they would have been in if they had not joined the scheme. This may involve a refund of any contributions taken following automatic enrolment into the scheme. They can choose to leave the scheme after the auto-enrolment period, but this may mean they are given a preserved pension. Some trust based schemes may provide a refund less tax under short service refund rules applicable to some occupational pension schemes within two years of joining. If an employee opts out the employer will not have to make pension contributions on their behalf. However, an employer cannot induce an employee into opting out of leaving the scheme.

They can opt back in later at the employer/qualifying scheme's discretion and will be automatically re-enrolled every three years. The employer will then have to contribute again in accordance with the phasing above.

Employers need to be ready to manage any opt ins and outs and to ensure that they maintain records accordingly.

Just wanted to send an email to say how helpful both Keith and Vicky have been regarding Auto Enrolment and a couple of other questions that I needed clarification on regarding our employees.
CW (Accounts/Payroll Department)

Administration & existing schemes

An employer can decide to run a scheme within its own arrangements or use the NEST arrangements put in place by the Government to collect contributions and to administer them accordingly. Some employers already have pensions schemes in place and an employer will need to identify whether the existing scheme is (or can be made to be) a qualifying scheme for auto-enrolment purposes.

If an employer wants to do this they will need to look at the cost to them and the scheme in doing this.

I had huge concerns about setting up our auto-enrolment pension scheme. From my initial research, it seemed to me to be a long, complicated and stressful process and I was very worried about the time it would take to organise. The best decision I made was to work with Keith and his team at Chapters. They made the whole process as smooth as possible. We now have a great scheme in place, and happy employees, who were all given the opportunity to speak to them about any concerns or questions they had. They saved me from so much extra stress, I cannot recommend them highly enough!!
TK, Director, HLS Limited, Yateley, Hampshire

On-Site auto-enrolment employee pension presentations / seminars

As the momentum and delivery requirements of pension auto-enrolment (AE as it is sometimes known) become paramount for many more employers as their Staging Dates come closer, we have prepared an employee focused presentation that meets the needs of the new pensions legislation and is themed to the employer's requirements. This is followed by a questions & answers session, along with hand-outs, to answer points raised by the audience. We have received very positive feedback for this efficient method of ensuring that staff communications comply with the legal requirements.

Chapters Financial Limited is employed by companies to implement and deliver a fully compliant auto-enrolment pension scheme, from scheme selection, initial administration, implementation, presentations and end administration including notifications to The Pensions Regulator where required. We would hope that post-implementation, we can work with employers, their staff and pension scheme to ensure its continued success.

Employers and those affected by auto-enrolment pensions.

As independent financial advisers (IFA), we can guide employers to the right scheme for the needs of their employees and to implement the arrangement in good time (with enough notice) to meet the outcomes of this legislation.

Please contact Keith Churchouse and the team at Chapters Financial to discuss your needs on 01483 578800.

Chapters Financial Limited is not responsible for the content of external webpages.

Chapters Financial Limited is well placed to help employers and business with this and we would be pleased to speak with directors/owners of your company to ensure that you meet the requirements needed. This should not be seen or used as individual advice or employer specific advice and you should seek independent financial advice for your own circumstances.

As an SME who already provided staff with a pension plan there was indeed some sanity checks around compliance with the new Auto-enrolment rules. Chapters Financial took the total lead on this process and the whole procedure was completely easy and uncomplicated for us to adhere and go forward compliant in our pension offering.
Mrs G B, Director CH Limited, Guildford, Surrey