A new law means that every employer must automatically enrol workers into a workplace pension scheme if they:
are aged between 22 and State Pension age
earn more than £10,000 a year
work in the UK
This is called ‘automatic enrolment’.
For more information visit https://www.brightpay.co.uk
This is a pivotal moment in time for automatic enrolment as a number of new changes are happening that payroll bureaus need to understand. This year we will see the first increase to the legal total minimum contributions which comes into effect on the 6th of April 2018. The total minimum contributions will increase from 2% to 5%. Both employers and employees will be required to increase their contributions towards the pension pot.
The evolving automatic enrolment landscape
We will see the last employers reaching their auto enrolment staging date. What does this mean for new employers who start to employ staff? Will auto enrolment apply? Automatic re-enrolment is also in full swing where we have seen the larger employers re-enrol employees and complete their re-declaration of compliance.
BrightPay has created this webinar to give you an insight into how these changes will affect your clients and your payroll processing.
Agenda
Auto Enrolment & New Employers
Increasing Minimum Contributions
Integration between payroll & pension providers
Re-Enrolment & Re-Declaration of Compliance
How BrightPay Automates Auto Enrolment
Introduction to BrightPay Connect
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Be sure to join Doug and Paul as they walk attendees through the formal application and attempt to explain the various complexities found within this document. Specifically, during this presentation, you will hear:
- Discussion about the most recent official guidance of the PPP Loan and how to navigate PPP Forgiveness.
- A complete review of the PPP Forgiveness Application.
- About PPP Forgiveness Application's Critical Issues/FAQ’s.
- How to protect your business through risk mitigation and building a file.
For more information visit https://www.brightpay.co.uk
This is a pivotal moment in time for automatic enrolment as a number of new changes are happening that payroll bureaus need to understand. This year we will see the first increase to the legal total minimum contributions which comes into effect on the 6th of April 2018. The total minimum contributions will increase from 2% to 5%. Both employers and employees will be required to increase their contributions towards the pension pot.
The evolving automatic enrolment landscape
We will see the last employers reaching their auto enrolment staging date. What does this mean for new employers who start to employ staff? Will auto enrolment apply? Automatic re-enrolment is also in full swing where we have seen the larger employers re-enrol employees and complete their re-declaration of compliance.
BrightPay has created this webinar to give you an insight into how these changes will affect your clients and your payroll processing.
Agenda
Auto Enrolment & New Employers
Increasing Minimum Contributions
Integration between payroll & pension providers
Re-Enrolment & Re-Declaration of Compliance
How BrightPay Automates Auto Enrolment
Introduction to BrightPay Connect
Affordable Care Act: Overview of New Requirements for 2015Sikich LLP
2015 is the first year employers can be fined for not complying with the reporting requirements set out by the Affordable Care Act (Obamacare). Get an overview of these new requirements in this eBook
The Affordable Care Act (“ACA”) is currently effective for employers who had 100 or more full time equivalent employees (FTEs) in 2014. Employers who have 50 or more FTEs in 2015 will be subject to the ACA on January 1, 2016
Health Care Reform Reporting: What you need to know to be ready for January 1...Tanya Gonzalez
When the calendar flips over to 2015, health reform’s new data gathering requirements for IRS Code Sections 6055 and 6056 reporting go into effect. Under these new reporting rules, employers with over 50 or over 100 full-time employees must provide information to the IRS about their group size and the health plan coverage they offer (or do not offer) to their employees.
Are you ready for the upcoming Affordable Care Act changes? In 2015, employers will assume additional responsibilities, and not understanding how they work can be costly.
In this 30-minute presentation, WEA Trust experts Diane Craney and Rachel Carabell will explain what new penalties, waiting periods, reporting and benefits you can expect. You’ll leave with a solid understanding of how best to prepare for 2015.
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Doug Houser and Paul McEwan of the SBA & PPP Loan Task Force at Rea & Associates are back and, with the official release of the Paycheck Protection Program (PPP) Loan Forgiveness Application by the Small Business Administration, are ready to present a special 90-minute, interactive webcast that will help you make sense of the application while providing much-needed clarity on a variety of factors pertaining to PPP Loans.
Be sure to join Doug and Paul as they walk attendees through the formal application and attempt to explain the various complexities found within this document. Specifically, during this presentation, you will hear:
- Discussion about the most recent official guidance of the PPP Loan and how to navigate PPP Forgiveness.
- A complete review of the PPP Forgiveness Application.
- About PPP Forgiveness Application's Critical Issues/FAQ’s.
- How to protect your business through risk mitigation and building a file.
When it comes to health plan reporting, employers can easily feel confused and overwhelmed. Are you are responsible for reporting? What forms do you need to fill out? Will you face penalties?
In WEA Trust’s Health Plan Reporting 101 webinar, our Affordable Care Act specialist will help you create your reporting to-do list. You’ll learn about 1095 forms, sections 6056 and 6055, and reporting best practices.
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How to Successfully Navigate the Latest Changes to the Affordable Care ActNationalUnderwriter
From ALM's National Underwriter comes a timely and necessary ACA presentation covering:
Employer Mandate Penalties
• Reporting Requirements
• Small Business Health Options (SHOP) Changes
• Cadillac Tax Delay
• Delay of Menu Labeling Rule
• Other Affordable Care Act Changes
• Changes to IRS Forms
• Statistics
The Future of Auto Enrolment for Bookkeepers
Presented by Karen Bennett at ICB Bookkeepers Summit 2017
For more information visit https://www.brightpay.co.uk
Auto Enrolment: Systems & Schemes
• Your pension arrangements
• Your payroll & IT systems
• The questions you might need to ask to ensure these systems work together
• Who will be involved and what will be their role
Should you wait 8 or 24 weeks to apply for PPP Loan forgiveness? This depends on when you reach full forgiveness. This presentation will help guide you.
We list our 8 steps to complying with Auto Enrolment in our detailed yet simple presentation.
If you'd like any more Auto Enrolment information then you can check us out at www.employee-benefit-consultants.co.uk/auto-enrolment/
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Form 941 is the link between your payroll records and the IRS tax records. Proper administration of this vital form is critical if you want to avoid IRS Notices and the penalties and interest that accompany them. The Schedule B is also a crucial form for many employers. The IRS demands that the Form 941 and the Schedule B match to the penny…every single time…without fail!
It has always been a requirement that the Forms 941 be reconciled with the Forms W-2 prior to submitting each form. If the employer fails in this reconciliation, the IRS and Social Security Administration can both assess penalties! This reconciliation has become even more critical these past few years.
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Penalties for overtime violations can be severe with the possibility of fines, imprisonment or both! Add civil suits to the mix and the results can be devastating to any business, no matter how large or small. Just to keep it interesting, most states use the same definition to calculate overtime as the FLSA does. So, even one, single error can earn you double the penalties.
For more information visit https://www.brightpay.co.uk
Do your clients know about the upcoming increases in minimum pension contributions? Payroll bureaus will need to make sure that their clients understand these changes. Phasing will apply to all employers who have employees enrolled into a workplace pension scheme.
On the 6th April 2018, employers are required to increase the total contributions into their employee’s pension pot from 2% to 5%. Employers will contribute 2% with the employee minimum rate increasing to 3%. Minimum contributions will undergo a further increase next year on the 6th April 2019, with the total minimum contribution increasing from 5% to 8%, representing a 3% employer and 5% employee contributions.
This webinar will take you through what's involved with the latest increases in contributions and a look at how new employers will handle their auto enrolment duties.
Our agenda includes:
Are you ready for the forthcoming contribution increases?
How to support your clients and their employees with the changes
Your ongoing duties
Helping your new employer’s clients get to grips with AE
How BrightPay will handle these changes
A quick peek at BrightPay Connect
I prepared this presentation to give small business owners the best understanding of the new automatic enrolment legislation - it provides a clear and simple introduction to the legislation, what employers are required to do and what penalties they could face if they are non-compliant.
I have presented this slideshow to various groups of small business owners and managers.
When it comes to health plan reporting, employers can easily feel confused and overwhelmed. Are you are responsible for reporting? What forms do you need to fill out? Will you face penalties?
In WEA Trust’s Health Plan Reporting 101 webinar, our Affordable Care Act specialist will help you create your reporting to-do list. You’ll learn about 1095 forms, sections 6056 and 6055, and reporting best practices.
Are You Ready for the Next Wave of Health Care Reform?Bret Clark
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This webinar concentrates on federal and state wage and hour requirements that must be followed in the payroll department. Areas of discussion include calculating overtime, travel time, minimum wage, posting requirements, meal and rest periods, how often an employee must be paid and by what method and paying terminated employees.
How to Successfully Navigate the Latest Changes to the Affordable Care ActNationalUnderwriter
From ALM's National Underwriter comes a timely and necessary ACA presentation covering:
Employer Mandate Penalties
• Reporting Requirements
• Small Business Health Options (SHOP) Changes
• Cadillac Tax Delay
• Delay of Menu Labeling Rule
• Other Affordable Care Act Changes
• Changes to IRS Forms
• Statistics
The Future of Auto Enrolment for Bookkeepers
Presented by Karen Bennett at ICB Bookkeepers Summit 2017
For more information visit https://www.brightpay.co.uk
Auto Enrolment: Systems & Schemes
• Your pension arrangements
• Your payroll & IT systems
• The questions you might need to ask to ensure these systems work together
• Who will be involved and what will be their role
Should you wait 8 or 24 weeks to apply for PPP Loan forgiveness? This depends on when you reach full forgiveness. This presentation will help guide you.
We list our 8 steps to complying with Auto Enrolment in our detailed yet simple presentation.
If you'd like any more Auto Enrolment information then you can check us out at www.employee-benefit-consultants.co.uk/auto-enrolment/
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This webinar covers the IRS Form 941 and its accompanying Form Schedule B for 2020. It discusses what is new for the form in 2020 and covers the requirements for completing each form line by line. It includes the filing requirements and tips on reconciling and balancing the two forms.
Form 941 is the link between your payroll records and the IRS tax records. Proper administration of this vital form is critical if you want to avoid IRS Notices and the penalties and interest that accompany them. The Schedule B is also a crucial form for many employers. The IRS demands that the Form 941 and the Schedule B match to the penny…every single time…without fail!
It has always been a requirement that the Forms 941 be reconciled with the Forms W-2 prior to submitting each form. If the employer fails in this reconciliation, the IRS and Social Security Administration can both assess penalties! This reconciliation has become even more critical these past few years.
Payroll Webinar: Paying Overtime Under the FLSA: Part 2Ascentis
This is the second of a two-part webinar that will help you better understand the requirements and procedures involved in overtime calculation. Calculating overtime pay for nonexempt employees sounds so simple. But not so fast. The truth is that overtime rules and the mathematics required to arrive at the correct calculation can be extremely tricky. Our speaker will share her expertise and best practices for managing these calculations.
Penalties for overtime violations can be severe with the possibility of fines, imprisonment or both! Add civil suits to the mix and the results can be devastating to any business, no matter how large or small. Just to keep it interesting, most states use the same definition to calculate overtime as the FLSA does. So, even one, single error can earn you double the penalties.
For more information visit https://www.brightpay.co.uk
Do your clients know about the upcoming increases in minimum pension contributions? Payroll bureaus will need to make sure that their clients understand these changes. Phasing will apply to all employers who have employees enrolled into a workplace pension scheme.
On the 6th April 2018, employers are required to increase the total contributions into their employee’s pension pot from 2% to 5%. Employers will contribute 2% with the employee minimum rate increasing to 3%. Minimum contributions will undergo a further increase next year on the 6th April 2019, with the total minimum contribution increasing from 5% to 8%, representing a 3% employer and 5% employee contributions.
This webinar will take you through what's involved with the latest increases in contributions and a look at how new employers will handle their auto enrolment duties.
Our agenda includes:
Are you ready for the forthcoming contribution increases?
How to support your clients and their employees with the changes
Your ongoing duties
Helping your new employer’s clients get to grips with AE
How BrightPay will handle these changes
A quick peek at BrightPay Connect
I prepared this presentation to give small business owners the best understanding of the new automatic enrolment legislation - it provides a clear and simple introduction to the legislation, what employers are required to do and what penalties they could face if they are non-compliant.
I have presented this slideshow to various groups of small business owners and managers.
Automatic Enrolment functionality has been elegantly integrated into Qtac. Setting up your pension scheme, enrolling employees, issuing communication, making contributions and viewing reports – it's all seamless and simple.
Employees need to be automatically enrolled if they:
Are aged between 22 and State Pension Age
Earn more than £10,000 a year (2014/15 limit)
Work in the UK
If a company does not have a qualifying pension scheme then it must introduce one. If the employer doesn’t currently make a contribution to the pension, they will have to by law when they ‘automatically enrol’ entitled workers.
Your clients are responsible for ensuring they have a compliant pension scheme in place and that the correct employees and employers contributions are paid into the scheme.
What’s the reason for auto enrolment? The average life span has increased and people are living a lot longer. These changes to pensions are because the current state pension will just not be sufficient when retiring and therefore trying to encourage people to save for retirement.
Jobholders
Eligible jobholder
The employer must
automatically enrol and make contributions
if using postponement, provide a notification to the eligible jobholder
process any opt-out notice
automatically re-enrol approximately every three years
keep records of the automatic enrolment process
Non-eligible jobholder
The employer must
arrange pension scheme membership if the non-eligible jobholder decides to opt-in, and also make contributions
provide information about the right to opt-in, unless using postponement
if using postponement, the employer must provide a notification to the non-eligible jobholder & keep records of the enrolment process
Entitled worker
The employer must:
arrange pension scheme membership if the entitled worker decides to join
provide information about the right to join, unless using postponement
if using postponement, provide a notification to the entitled worker
keep records of the joining process
A clients choice of automatic enrolment pension scheme could have an impact on the payroll processing time and costs involved.
Some of your clients may have an existing scheme, in this scenario they should ascertain with their pension provider whether it meets automatic enrolment requirements and is therefore classed as a qualifying scheme.
An Introduction to Auto Enrolment by Qtac
Be confident with:
Work Place Pensions
Auto Enrolment
The Pensions Regulator
Pension Providers
Auto Enrolment Functionality in QTAC Payroll
Planning for Success
What is Auto Enrolment?
‘Workplace Pension Reform’ is the term used to describe the changes to pensions in the UK, where employees are automatically enrolled into an ‘Automatic Enrolment’ pension scheme, as long as they ‘qualify’.
A workplace pension, which is arranged by the employer, is a way for employees to save for retirement. Some workplace pensions are also called ‘occupational’, ‘works’, ‘company’ or ‘work-based’ pensions.
If a company already has a pension scheme they will need to check that it ‘qualifies’ if their plan is to use that scheme as their ‘Workplace Pension’.
Companies who do not currently have a pension scheme setup will need to set up an ‘Auto Enrolment’ scheme. The pension scheme must ‘qualify’ - meaning the employee and employer contributions match or exceed the minimum contributions (detailed later in this document) and also that no restrictions are placed on membership.
Every company will be required to offer employees the chance to join a pension scheme, which both the ‘employee’ and ‘employer’ will contribute in to. The employer has to contribute at least the minimum contribution into the scheme in order for the scheme to qualify.
In most cases the government also add money into the pension scheme in the form of tax relief.
Employees need to be automatically enrolled if they:
Are aged between 22 and State Pension Age
Earn more than £10000 a year (2014/15 limit)
Work in the UK
If a company does not have a qualifying pension scheme then it must introduce one. If the employer doesn’t currently make a contribution to the pension, they will have to by law when they ‘automatically enrol’ entitled workers.
Employers are responsible for ensuring they have a compliant pension scheme in place and that the correct employees and employers contributions are paid into the scheme.
One Year in into the Pension Reform
More than 750,000 members
Over 2,350 employers
Opt outs around 8 per cent
Staging Dates
Each company will have their own staging date, your auto enrolment staging date is determined by the size of your PAYE scheme on the 1st April 2012. Staging dates will be staggered, with larger employers starting sooner and small employers starting later.
How do I find it out? Visit The Pensions Regulators website
Use the Staging Date Calculator
www.thepensionsregulator.gov.uk/
A company can choose to move it’s staging date to an earlier date but it cannot be moved to a later one.
A pension scheme can be setup for employees at any time. You do not have to wait until auto enrolment is introduced.
We recommend that you give yourself plenty of time to prepare for auto enrolment.
Thank-you for attending our Auto-Enrolment Roadshow brought to you by Hillyer McKeown Solicitors and McLintocks Accountants. We've uploaded the slides from the event for you to read and download.
If wages are one of your biggest costs, pension auto-enrolment could mean a 3% increase in your wage costs in the next few years.
Hillyer McKeown Solicitors has teamed up with McLintocks Chartered Accountants to deliver a series of events explaining how to prepare for forthcoming auto-enrolment legislation. To view the presentation, please see the slideshow above.
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We held a free workshops on preparing for automatic enrolment for National Council for Voluntary Organisations (NCVO) members on November 13th, at NCVO headquarters in Central London. Lucas Fettes & Partners is a Trusted Supplier to NCVO.
Here are the slides from the workshop which covered what you need to do and when.
New laws mean every organisation must automatically enrol certain workers* into a suitable workplace pension scheme and contribute towards it. If you already have a workplace pension scheme, you need to ensure it meets the minimum requirements. Employers who don’t comply could face a range of fines, starting from a fixed penalty of £400 and escalating to fines of at least £50 per day for non-compliance.
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Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
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https://viralsocialtrends.com/vat-registration-outlined-in-uae/
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As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
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Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
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Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
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RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
2. “We’re all in”
2012
Larger Employers
2018
All Employers
• Staging Date – the date auto enrolment applies to your company
• Find it with your PAYE number on Pension Regulators website
• The Pension Regulator will notify you 12 months in advance
• Staging Date may be postponed for 3 months
• Be prepared! Link with a pension provider
3. Assessing All Employees
Eligible Jobholders Non-Eligible Jobholders Entitled Workers
MUST be enrolled Can opt in to auto enrolment Can ask to join but there is no
obligation on employer to
contribute
Aged between 22 & state pension
age
Aged between 16 and 74 Aged between 16 and 74
Earn more than the earnings
trigger (£10,000 in 2014/2015)
Earn over the NIC LEL Do not earn NIC LEL
4. Deductions and Contributions
(EE and ER)
•Employee deductions are made from net pay, with 20% tax relief
•Percentages are applied to all earnings (SSP, overtime, etc.) in excess of LEL and up to a
maximum of the Upper Earnings Limit (UEL)
•Contributions must be paid by 22nd of following month & shown on payslip
Date Total Must Be Employer must contribute a
minimum of
Oct 2012- Sept 2017 2% 1%
Oct 2017 – Sept 2018 5% 2%
October 2018 onwards 8% 3%
5. Communications
•Eligible Jobholders
Confirm they are being enrolled
How much is being deducted/contributed
How deductions/contributions will change up until 2018
Employees ability to opt out within a month
•Non-Eligible Jobholders
Give option to opt in and outline process of doing so
•Entitled Workers
Inform them they can join a scheme that the employer will administer
•Already a Pension Scheme Member
No auto enrolment need but need to be kept informed
6. Communicating Postponement
•Employees must be informed of postponement
•Eligible and non-eligible jobholder have the right to be enrolled prior to the deferred date
•Deferral = 1 month or less, enrolment/postponement communications can be merged
•BrightPay will facilitate all communication categories
8. Ongoing Monitoring, Assessment & AE
Events
•Continuous communication with pension provider
• Details of what has been deducted after every pay period
• File can be uploaded as a CSV file
•Monitor all Workers
• Has someone turned 22
• New employees
•Postponement can be used:
• If an employee breaches earnings trigger but usually would be below this level
• To avoid enrolling short-term workers
9. Pay Period Combinations
An entitled worker now earns more than the LEL but less than the ET (becoming an non-eligible jobholder) – let him know that he can opt
in to AE i.e. communicate
An entitled worker or non-eligible jobholder earns above the ET (becoming an eligible jobholder) and postponement is not used – enrol,
communicate and start deductions/contributions
An entitled worker or non-eligible jobholder earns above the ET (becoming an eligible jobholder) and postponement is used –
communicate
A worker who is already enrolled now earns below the ET – continue to calculate on amount in excess of LEL – their status does not
change – no action required
A worker who is already enrolled now earns below the LEL – zero deduction/contribution – their status does not change – no action
required
A non-eligible jobholder turns 22 and postponement is not used - enrol, communicate and start deductions/contributions
A new employee starts and falls into the eligible jobholder category and postponement is not used - enrol, communicate and start
deductions/contributions
An employee who is already enrolled opts out within one month – unenrol, stop deductions/contributions and refund all deductions to
date. (One of the fundamental rules of AE is that an employee cannot be coerced to opt out!)
An employee who is already enrolled opts out after one month – unenrol and stop deductions/contributions
10. The Pensions Regulator
•Informs employers of their staging date
•Employers can get their own staging date using a calculator on their website
•Compliance with Auto Enrolment must be logged with the Regulator at the latest 5 months after
their staging date
11. Pay Reference Periods
•New rules as of 1st April 2014
•Pay periods may be defined as tax periods (tax weeks, months or fortnights)
•Any first part period may be zero (rather than having to apportion days)
•Example:
• Employer has 6 weeks to physically enrol an employee
• Previously “joining window” was 4 weeks
• However, deductions must be calculated from actual enrolment date
12. Pay Reference Periods Definitions
•For assessment purposes, the relevant pay reference period is the pay reference period in which
the assessment date falls e.g. the staging date or postponement date or date of starting
employment or date of turning 22
•The first contributions that need to be deducted for a worker who’s automatically enrolled apply
from the first pay day on or after the automatic enrolment date irrespective of when that pay
was earned, however, contributions don’t need to be calculated until the first full pay reference
period.
13. Example
• Joe is paid monthly with ABC
Limited
• Payment is made on the last
working day
• ABC Limited staged on 1st
November 2014
• Joe’s 22nd birthday is 3rd
September 2015
• Joe’s assessment date falls in
the tax month of 5/9/2015
• The relevant pay day is 30th
August 2015
• Joes taxable pay on this day is
in excess of monthly ET
• Postponement utilised
• Joe should be enrolled from 3rd
Sept. He should receive a
letter
• First payday after AE is 30th
September 2015
• The relevant pay period is
month ended 5/10/2015
• As Joe’s birthday was before
the start of this tax month, the
period is a full pay reference
period and contributions
should be calculated using the
monthly LEL lower limit and
UEL upper limit amounts
Note: If in the above example, Joe’s birthday was 29th August, the same assessment period would apply and Joe would be enrolled from 29th August.
Contributions would not be calculated for the month ended 5/9/2015 because it is only a part period or put more correctly, the contributions for the
first month (m/e 5/9/2015) are zero.
14. NEST – Groups and payment sources
•NEST Allows different levels of contributions for different sets of employees
• Floor workers set up at 1% and 1%
• Managers straight to 5% and 3%
•Different categories should be attributed group names e.g. floor workers and managers
•If using different bank accounts to pay different groups this must be inputted when setting up
with NEST
•If there are weekly and monthly employees, they will require separate contribution files.
15. BrightPay Functionality
•Regardless of pension provider BrightPay handles
• Assessment
• Communication
• Calculations
•The initial version will prepare NEST enrolment and contribution CSV files
•Enrolment and contribution files for other providers will follow
•However, it should be possible to prepare appropriate reports within BrightPay to assist with
enrolment and contribution responsibilities