Workplace Pension re-enrolment – employer duties

Find out what your responsibilities are as an employer when it comes to re-enrolment

Published: 15 Dec 2025

Key points

Employers must re-enrol eligible staff every three years.
Employees must be informed and given one month to opt out.
Payroll and records must be updated after re-enrolment.
The Pensions Regulator or a financial adviser can help

Starting a pension scheme is just the beginning. Employees may leave, stop contributing, or decide to pay less than the minimum required.

As part of auto-enrolment legislation, as an employer you must reassess and re-enrol eligible employees into your workplace pension scheme every three years, including those who have opted out.

This article covers the process of re-enrolment in just five steps – plus record keeping, communications, employee considerations, and what to do if members opt out of a workplace pension.

What is re-enrolment?

Re-enrolment is a process required every three years as part of auto-enrolment legislation. It involves reassessing and re-enrolling eligible employees into the workplace pension scheme, including those who have previously opted out. This makes sure that all eligible employees are given regular opportunities to take part in the pension scheme.

Employers have legal obligations to initiate re-enrolment, maintain accurate records, communicate effectively with employees, as well as manage opt-ins and opt-outs. It’s important to understand these requirements in order to stay compliant and support your workforce’s retirement planning.

Re-enrolment in just five steps

Step one: choose your re-enrolment date

The default for your first re-enrolment date is your duties start date plus three years. This doesn’t have to be exactly three years: you can set your re-enrolment date within a six-month window – three months either side of your default date.
You'll need to re-enrol all eligible employees within six weeks of your chosen re-enrolment date.

Step two: identify eligible employees

You’ll need to assess your employees who were previously auto-enrolled into your pension scheme but have since:

Opted out (they can choose to do this again after re-enrolment, if they wish).
Chosen to pay in less than the minimum contributions of auto-enrolment; or
Stopped paying pension contributions.

You can choose not to assess an employee if they have made any of the changes above in the 12 months leading up to your re-enrolment date.

You could also choose not to to automatically enrol an employee if:

Their contract is about to end.
They are a director of the company.
They are a partner in a Limited Liability Partnership (LLP).
They are on notice of leaving employment.
They have told you that they have lifetime allowance protection in place with HMRC.

Once you’ve decided who to assess, the process will be just the same as it was when you did this at your duties start date.

You’ll then need to set up a pension for the eligible jobholders – employees aged 22 or over and earn above the minimum earnings threshold for auto-enrolment – and contribute to it.

Step three: write to the employees that you've re-enrolled

You’ll need to send letters to any employees that you’ve re-enrolled to tell them about it. This needs to happen during the same six-week window that you have to re-enrol all eligible employees.

The letter you send should also let them know that they have one month to opt out of the pension scheme, if this is what they want to do.

Download our re-enrolment letter template (PDF 525KB)

Step four: manage opt-outs

If any of your employees choose not to be re-enrolled in your workplace pension scheme, they’ll need to opt out. If you use our workplace pension, we’ll handle opt-outs for you and let you know when we receive them.

Remember, any employees who might have opted out previously will need to do this each time they’re re-enrolled, if they still don't want to contribute to a pension scheme.

Step five: re-declaration of compliance

You’ll need to submit a re-declaration of compliance to The Pensions Regulator within five months of the three-year anniversary of your duties start date. Even if you don’t have any employees that need to be re-enrolled, you still have to declare that you’re compliant.

To do this, you’ll need to complete the same online form that you filled in when you first set up your workplace pension scheme.

If you don’t send your re-declaration notice, you won’t be compliant with auto-enrolment legislation, and you could be fined or prosecuted.

Helpful tips for re-enrolment

Keep on top of your admin

After taking the steps above, remember to update your payroll systems to reflect the changes in employee enrolment status. This includes adjusting contributions and making sure the deductions are accurate. Also, you’ll need to let your pension provider(s) know about the re-enrolment.

It’s always a good habit to make sure you complete and retain all necessary documentation, such as re-enrolment notices and records of any communications with your employees.

Find help and support

If you need further help or guidance, The Pensions Regulator could be a good place to start. They offer detailed information on legal requirements, best practices, and step-by-step instructions. If you still need help, you may want to consider whether it's worth paying for a financial adviser or a pensions consultant.

Next steps

Re-enrolment is an ongoing process – you’ll need to re-enrol all eligible employees on a three-year cycle. You need to follow the steps above each time.