If you employ even ONE person –
Auto Enrolment affects YOU.

In a nutshell, new legislation requires you as an employer, to put in place a workplace pension and enrol your employees into it.  When you have done this, you must make contributions on their behalf on an ongoing basis.

For some employers, it will be straight forward and for other employers, it will be complex. For example, you need to know the difference between Eligible, Non-Eligible and Entitled Workers before you start. You need to decide whether to choose a Qualifying Earnings basis or Certified Earnings basis as the wrong decision could cost your company thousands of pounds.

In either case, The Pension Regulator states quite clearly that as the employer, it is YOU who is responsible for all aspects of that scheme as and when it relates to your workforce.

That is a statement not to be taken lightly. As auto enrolment is now affecting small to micro companies, there has been a surge in employer fines for non-compliance.

The first 3 months of 2017 alone saw 4673 Fixed Penalty Notice fines (FPN) and 1043 Escalating Penalty Notice fines (EPN) issued to firms for breaking auto enrolment regulations. This compares with 14502 FPN fines and 2517 EPN fines which have been issued in TOTAL since compliance and enforcement activity began in July 2012 - almost 5 years!

The Pension Regulator is both helpful and supportive in their processes and will always try and avoid enforcement activity but the above statistics highlight how easy it is for small to micro companies to fall foul of the rules and end up being fined.

You can avoid this. Contact Affinity Financial Planning and we can take you through every aspect of the process for one fixed fee which means the minimum of disruption to your business allowing you to concentrate on more important things.

There are clearly defined responsibilities and a specific timeframe for carrying out these responsibilities. The ‘Start’ date of your workplace pension is known as the ‘Staging Date’. There are requirements, before, at and after your staging date. For example -  

Pre Staging

Workforce Assessment

 

Validation of Data to determine eligible, non-eligible & entitled workers

 

Establish employer/employee costs  on a monthly / annual basis

 

Establish communication process including workforce meetings if required

 

Choose most appropriate scheme (or schemes if more than one is needed)

 

Set up Salary Exchange (salary sacrifice) where appropriate

 

Commence registration process with the pension regulator (TPR)

 

Arrange investment choice (personal or default)

 

Provide on-site IT support for scheme implementation

 

Engage with payroll setup

 

 

At Staging

Provide employee communications

 

Assist in enrolling appropriate jobholders

 

Support in managing the opt-out process

 

 

 

 

Post staging

Complete TPR registration within timescales

 

Establish appropriate audit & record keeping trail

 

Schedule timescales for re-enrolment of any opt-outs