Auto enrolment in eight simple steps
Auto enrolment in eight simple steps
Auto enrolment can seem complicated – especially if you’re new to the world of workplace pensions. But it doesn’t need to be a challenge. We’ve created this simple eight-step guide to help you navigate auto enrolment, explaining what you need to do and when, from setting up the scheme to your staging date and beyond.
Step one: Get ready
When? As soon as possible – ideally four months or more before your staging date.
The first thing you need to do is check your staging date, which is the date when you need to start performing your auto enrolment duties.
- Check your staging date
- Confirm an employer contact with The Pensions Regulator
On this date, you’ll need to have a workplace pension scheme in place. You’ll also need to assess your workforce to see who you need to enrol into the scheme.
As part of step one, you’ll also need to confirm an employer contact with The Pensions Regulator. This should be the owner or most senior person in your business, as it’s their responsibility to make sure you comply with auto enrolment. The Pensions Regulator will send letters to the employer contact at your business to keep everyone up to date with tasks that have to be completed.
Step two: Set up your workplace pension scheme
When? Ideally two months before your staging date
In the months leading up to your staging date, you’ll need to make some important decisions and apply for your workplace pension scheme. You’ll need to think about:
- How much you’ll contribute
- Whether your payroll provider will help you with auto enrolment
- Who’ll run your scheme day to day
You’ll also need to get a quote and apply for your company pension at this stage.
If you already use payroll software, think about what you want it to do for you. To be compliant with auto enrolment legislation, it needs to be able to assess your workforce, calculate contributions, send communications to your employees and keep records. Having software with the functionality to complete all of these tasks will save you a lot of time in the long run.
Step three: Assess your workforce
When? On your staging date
When your staging date arrives, you’ll need to assess your workforce to find out who’s eligible to be enrolled onto your workplace pension scheme.
- Assess your workforce
- Using postponement
Assess your workforce
To do this, you’ll have to check how much each member of staff earns and how old they are. The table below shows the three different categories your employees might fall into, and what your responsibilities are for each.
|16 to 21||22 to state pension age||State pension age to 74|
|Below £5,876||Entitled worker
Must be enrolled if they ask. You’re not obliged to contribute to their pension pot, but you can if you would like to.
|Over £5,876 but no more than £10,000||Non-eligible jobholder
Must be enrolled if they ask, and you must contribute to their pension pot.
|£10,000 and over||Non-eligible jobholder||Eligible jobholder
Must be auto-enrolled, and you must contribute to their pension pot.
You can put off assessing some or all of your workforce for a period of up to three months. This is known as postponement.
Your staging date doesn’t change if you use postponement; it simply means that you’re choosing a slightly later date to assess their age and earnings. You might choose to use postponement if:
- You have staff on temporary contracts
- You have staff whose earnings fluctuate
- You need to allow new starters to pass a probationary period
- You’d like to avoid having to calculate and pay pension contributions for part of a pay period
If you opt to use postponement, you’ll need to let your staff know and tell them how it will affect them.Find out if using postponement is the right option for you
Remember: If you employ short-term, zero-hour or other staff who aren’t on regular hours or incomes, you’ll still have to assess them if you pay them through a payroll every time you run that payroll.
Step four: Enrol staff onto your scheme
When? On your staging date (or up to three months later if using postponement)
Once you know which auto enrolment defintion each member of your workforce falls into, it’s time to enrol all eligible employees into your pension scheme.
- What to do
- Making contributions
What to do
Any employees that you assessed as being eligible jobholders will need to be auto-enrolled into your workplace pension – and with Aviva, this step is easy. All you need to do is upload a file using our online scheme management system, and that’s all there is to it. We’ll then enrol those employees into your pension scheme and send you a welcome pack.
Not sure how to do it? We’ll provide full support to show you how to do this after you’ve applied to set up your scheme.
Employees assessed as non-eligible jobholders or entitled workers don’t have to be auto-enrolled, but they can ask to join your scheme. You’ll need to write to them to explain this within six weeks of your staging date (more on this in step five).
Every time you pay your staff, you’ll need to make contributions into the scheme for any eligible and non-eligible jobholders who are members of it. In most cases, your employees themselves will also have to contribute. You’ll also need to make sure that any contributions you've agreed to make for entitled workers or any other employees covered by contractual joining are paid.
You’ll need to work out how much both you and your employees need to contribute, then send this information to us using our online scheme management system. Again, we’ll provide full support and training to show you how to do this. If you use payroll software, it might calculate the correct contribution amounts for you.
Step five: Write to your staff
When? Within six weeks after your staging date
Once you’ve assessed your staff, you’re required by law to write to them each individually to explain how auto enrolment applies to them and provide details of your chosen workplace pension scheme.
You can do this by letter or email. If you use our workplace pension, you need to have done this before you send us your joiner information. This is important because it affects the date on which the opt-out window starts.
Your payroll provider might offer software that can produce this communication for you.
You’ll also need to automatically enrol any employees you assessed as being eligible jobholders. If your workplace pension is already in place, you’ll use the Scheme Management System and your compliance software to do this.
Step six: Declare your compliance
When? Within five months after your staging date
Five months after your staging date is the time when you must complete a declaration of compliance form on The Pensions Regulator’s website. This tells the regulator how you’ve met your legal duties.
If you don’t complete the declaration on time or the information you submit is incorrect, you could be fined.
The Pensions Regulator’s website includes a declaration checklist showing all the information you’ll need to have and where you can find it.
Step seven: Perform your regular duties
When? Every month after your staging date (or more often if you pay staff more frequently)
Your auto enrolment duties don’t stop once your staging date has passed. In fact, you’ll need to perform steps three to six regularly for as long as you continue to employ people.
- Assess your staff (every pay period)
- Employees who opt out of your scheme
- Making pension contributions
Assess your staff (every pay period)
Every time you pay an employee who you haven’t had to auto enrol before (including new staff), you’ll need to assess them – just like you did on your staging date. If any employees are now classed as eligible jobholders, you’ll then need to either auto enrol them into your scheme or use postponement for them.
Employees who opt out of your scheme
If any of your staff who’ve been auto enrolled onto your scheme choose to leave it within one month of being enrolled, this is known as opting out.
Within one month of their request, you’ll need to remove them from your scheme, stop taking contributions from their pay, and arrange a full refund of what they’ve paid to date. If they ask to leave the scheme after this date then any payments already made will remain in the pension plan.
Making pension contributions
Every time you pay your staff, you’ll need to calculate how much to contribute for any eligible and non-eligible workers who are in your scheme.
Step eight: Other tasks you’ll need to perform
As well as the regular tasks you’ll need to perform, there are a few extra activities you’ll need to keep on top of.
- Keep records – ongoing
- Re-certify – at least every 18 months
- Automatic re-enrolment – every three years
Keep records - ongoing
You’ll need to keep records of how you’ve met your legal duties, including:
- The names and addresses of those you’ve enrolled onto your pension scheme
- Records showing when money was paid into your pension scheme
- Records of any requests to join or leave your pension scheme
- Your pension scheme reference number
You’re required to record this information by law, and you must keep these records for six years. Requests to leave the pension scheme only need to be kept for four years.
Re-certify – at least every 18 months
If you’re calculating your pension contributions based on something other than qualifying earnings, you’ll need to complete a certificate at least every 18 months. This is to tell The Pensions Regulator that you’re paying at least the minimum contribution levels required by law,
Automatic re-enrolment – every three years
Around three years since your last staging date, you’ll need to repeat some of the duties you performed on it. This is known as automatic re-enrolment. In essence, it’s when you have to make sure any eligible jobholder who has previously opted out of your scheme is put back onto it.
You’ll have three months either side of the third anniversary of your staging date in which to choose your re-enrolment date, which gives you a six month period within which you can choose your re-enrolment date.
You can’t use postponement at re-enrolment.
Find out more about auto enrolment
Auto enrolment doesn’t have to be challenging. We’ve got all the information you need to get up and running with your workplace pension scheme.