This document provides an overview of automatic enrolment duties for employers in the UK. It discusses key topics like staging dates, eligible and non-eligible worker categories, assessment processes, transitional periods, and communication requirements. The presentation aims to help employers understand their obligations and develop a plan to comply with automatic enrolment regulations.
The document provides information for employers about their duties and responsibilities under automatic enrolment regulations for workplace pensions in the UK. It covers key topics such as staging dates, assessing and categorizing workers, communicating with workers, qualifying earnings, automatic enrolment processes, transitional periods, postponement, opting in/out, and record keeping requirements. The presentation aims to help employers understand what they need to do to comply with automatic enrolment, including nominating contacts, assessing their workforce, choosing a pension scheme, enrolling eligible workers, registering with the regulator and making contributions.
This document discusses proportional lengths in triangles using the Triangle Proportionality Theorem and Triangle Angle-Bisector Theorem. It provides examples of using these theorems to set up proportions to solve problems such as finding unknown segment lengths. Several examples are worked through, applying the theorems to determine lengths, whether lines are parallel, and using proportionality.
This document discusses the basic proportionality theorem and its converse. It begins by defining the basic proportionality theorem, also known as Thales' theorem, which states that if a line is drawn parallel to one side of a triangle intersecting the other two sides, it divides the two sides in the same ratio. It then provides a proof of this theorem. The document also discusses the history of Thales and the converse of the basic proportionality theorem. In the end, it discusses how PowerPoint can be used to enhance presentations by organizing content, providing illustrations, and animating slides.
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2) Tablet usage is highest among older age groups (70+), while smartphone usage increases with younger generations.
3) Different survey panels have varying rates of mobile penetration, ranging from 3.3% to 24.3% currently in the US.
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Empire September 2011 Statistics [read only]Doreen At Work
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The document provides information for employers about their duties and responsibilities under automatic enrolment regulations for workplace pensions in the UK. It covers key topics such as staging dates, assessing and categorizing workers, communicating with workers, qualifying earnings, automatic enrolment processes, transitional periods, postponement, opting in/out, and record keeping requirements. The presentation aims to help employers understand what they need to do to comply with automatic enrolment, including nominating contacts, assessing their workforce, choosing a pension scheme, enrolling eligible workers, registering with the regulator and making contributions.
This document discusses proportional lengths in triangles using the Triangle Proportionality Theorem and Triangle Angle-Bisector Theorem. It provides examples of using these theorems to set up proportions to solve problems such as finding unknown segment lengths. Several examples are worked through, applying the theorems to determine lengths, whether lines are parallel, and using proportionality.
This document discusses the basic proportionality theorem and its converse. It begins by defining the basic proportionality theorem, also known as Thales' theorem, which states that if a line is drawn parallel to one side of a triangle intersecting the other two sides, it divides the two sides in the same ratio. It then provides a proof of this theorem. The document also discusses the history of Thales and the converse of the basic proportionality theorem. In the end, it discusses how PowerPoint can be used to enhance presentations by organizing content, providing illustrations, and animating slides.
1) Mobile survey responses have grown significantly between 2010-2012 in the US, from 6% to over 50% according to projections.
2) Tablet usage is highest among older age groups (70+), while smartphone usage increases with younger generations.
3) Different survey panels have varying rates of mobile penetration, ranging from 3.3% to 24.3% currently in the US.
The document discusses trends in mobile survey response rates in the US and how rates vary across different age groups and survey panels.
Stelter & Brinck can help you switch from Electric to Natural GasStelter & Brinck
Stelter & Brinck can help companies switch from electric to natural gas heating. They provided a turn-key conversion for a steel mill, designing and installing a radiant tube/recuperative burner system that resulted in faster heat-up times and energy savings for the customer. According to a natural gas price forecast chart, natural gas prices have remained low in recent years, making it an affordable alternative to electric heating.
The document contains market statistics charts showing housing prices, sales, inventory levels, and interest rates from 2004 to present. It summarizes that for 2012 year-to-date compared to 2011: average and median home prices are up slightly, home sales are up slightly, inventory and listings are down substantially, and foreclosures are also down while interest rates remain at historic lows.
Empire September 2011 Statistics [read only]Doreen At Work
The document contains charts showing housing market trends in a certain location over several years. It tracks average and median home sale prices, number of monthly sales, active listings, and other metrics. Overall, it shows that after a peak in the mid-2000s, the housing market declined through 2009 but has since begun to recover.
The document contains charts showing housing market trends from 2003-2011 including average and median home sales prices, number of sales, inventory levels, interest rates, and foreclosure rates. Overall, the housing market shows signs of recovery in 2011 compared to 2010, with price increases, more units sold, and similar inventory levels despite more listings, though foreclosures remain high.
The document shows two line graphs tracking average sales price and previous 12 month average sales price over time from March 2003 to March 2011. The average sales price fluctuates between $150,000 and $290,000 with an overall upward trend, while the 12 month average tracks the average sales price more smoothly over time.
This document contains market statistics for the housing market from 2003 to 2011, including average and median home sale prices, number of home sales, active listings, months of inventory, and interest rates. It shows that while home prices and sales are up in 2011 compared to 2010, inventory levels remain high relative to sales.
A new poll by Ipsos MORI shows that Labour are seen as having the best policies on Europe, according to the British public. However, the number who say Labour have the best policies on Europe is smaller than a combination of those saying the Conservatives or UKIP.
August 2011 Empire Title Real Estate statsDoreen At Work
This document contains charts and graphs summarizing housing market trends in a particular region over several years. It shows that while average home prices, median prices, and inventory levels have increased slightly in 2011 compared to 2010, the number of home sales and foreclosures are up. Mortgage interest rates are currently at historic lows.
The document contains graphs and charts showing statistics for an online coding interview platform between 2012-2013. It had over 613,000 users but only recruited 30% of engineers, or about 1 in 50 users. The average salary for recruited engineers was $30,000. The platform's user base grew significantly while the number of recruited engineers remained relatively constant. Marketing and sales was the largest cost followed by salaries and administrative expenses. Revenue increased overall but the company remained unprofitable, with negative earnings before interest, taxes, depreciation and amortization every month. The platform competes within the broader technical community and jobs market.
The document contains charts and graphs showing housing market trends from 2003-2011. It shows that over this period:
- Average and median home sales prices fluctuated but generally trended upward, with the average price rising 6.7% and median up 2.8% from 2010 to 2011 YTD.
- Home sales, inventory levels, and new listings all increased from 2010 to 2011 YTD, with units sold up 12.4% and inventory up 11.3%.
- Foreclosures as a percentage of total sales declined slightly from 2010 to 2011 YTD, down 5.7%.
The document discusses employee engagement at successful organizations. It identifies several key factors that lead to high employee engagement, including strong organizational culture, engaging managers, and employee voice. Managers must provide clarity, appreciation, treat employees as individuals, and ensure work is organized efficiently. Employees feel valued when they can voice ideas, be involved in decision making, and jointly solve problems. High engagement also results from a belief that the organization lives its values and behaviors match its principles.
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The document discusses the shifting role of leadership over time. It covers leadership in the past, present, and future. In the past, leadership focused on managing others, but now it emphasizes developing people and emotional intelligence. The future of leadership will involve developing strategy collaboratively, managing change with technology, building relationships based on values, and developing talent through coaching. The presentation analyzes different leadership styles and how leadership affects employee engagement and business performance.
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The document provides information on recent changes to IR35 legislation in the UK. It discusses the history of changes including an Office of Tax Simplification review. It outlines announcements in Budget 2011 and 2012 to strengthen HMRC administration and consultation on taxation of controlling persons. It describes new employment anti-avoidance teams at HMRC and improved guidance. It also explains new "business entity tests" to help assess IR35 risk and an undertaking from HMRC not to reopen cases for 3 years if circumstances do not change.
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The document shows two line graphs tracking average sales price and previous 12 month average sales price over time from March 2003 to March 2011. The average sales price fluctuates between $150,000 and $290,000 with an overall upward trend, while the 12 month average tracks the average sales price more smoothly over time.
This document contains market statistics for the housing market from 2003 to 2011, including average and median home sale prices, number of home sales, active listings, months of inventory, and interest rates. It shows that while home prices and sales are up in 2011 compared to 2010, inventory levels remain high relative to sales.
A new poll by Ipsos MORI shows that Labour are seen as having the best policies on Europe, according to the British public. However, the number who say Labour have the best policies on Europe is smaller than a combination of those saying the Conservatives or UKIP.
August 2011 Empire Title Real Estate statsDoreen At Work
This document contains charts and graphs summarizing housing market trends in a particular region over several years. It shows that while average home prices, median prices, and inventory levels have increased slightly in 2011 compared to 2010, the number of home sales and foreclosures are up. Mortgage interest rates are currently at historic lows.
The document contains graphs and charts showing statistics for an online coding interview platform between 2012-2013. It had over 613,000 users but only recruited 30% of engineers, or about 1 in 50 users. The average salary for recruited engineers was $30,000. The platform's user base grew significantly while the number of recruited engineers remained relatively constant. Marketing and sales was the largest cost followed by salaries and administrative expenses. Revenue increased overall but the company remained unprofitable, with negative earnings before interest, taxes, depreciation and amortization every month. The platform competes within the broader technical community and jobs market.
The document contains charts and graphs showing housing market trends from 2003-2011. It shows that over this period:
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- Home sales, inventory levels, and new listings all increased from 2010 to 2011 YTD, with units sold up 12.4% and inventory up 11.3%.
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The document discusses employee engagement at successful organizations. It identifies several key factors that lead to high employee engagement, including strong organizational culture, engaging managers, and employee voice. Managers must provide clarity, appreciation, treat employees as individuals, and ensure work is organized efficiently. Employees feel valued when they can voice ideas, be involved in decision making, and jointly solve problems. High engagement also results from a belief that the organization lives its values and behaviors match its principles.
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The document discusses the shifting role of leadership over time. It covers leadership in the past, present, and future. In the past, leadership focused on managing others, but now it emphasizes developing people and emotional intelligence. The future of leadership will involve developing strategy collaboratively, managing change with technology, building relationships based on values, and developing talent through coaching. The presentation analyzes different leadership styles and how leadership affects employee engagement and business performance.
The document defines compliance as meeting the requirements of accepted practices, legislation, regulations, standards, or contracts. It states that the law and ultimately the courts define compliance. It advises understanding risks on a spectrum from compliant to alternative views to illegal, with financial and reputational risks increasing the further from compliant one moves.
The document provides information on recent changes to IR35 legislation in the UK. It discusses the history of changes including an Office of Tax Simplification review. It outlines announcements in Budget 2011 and 2012 to strengthen HMRC administration and consultation on taxation of controlling persons. It describes new employment anti-avoidance teams at HMRC and improved guidance. It also explains new "business entity tests" to help assess IR35 risk and an undertaking from HMRC not to reopen cases for 3 years if circumstances do not change.
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Automatic enrolment
1. Automatic Enrolment
- Provider Presentation
16th January 2013
DM2352411v1 This presentation remains the property of The Pensions Regulator. The content of these slides should not be altered in any way.
2. Topics
• Staging dates & overall timetable
• Transitional Period
• What is a worker?
• Worker categories and the duties & rights for pension scheme enrolment
• Communicating with workers
• Qualifying Earnings and the Automatic Enrolment processes
• Postponement
• Contractual enrolment
• Opt Ins, Opt Outs & refunds
• Monitoring worker status and Re-enrolment
• Keeping records
• Registering with the regulator
• Pension schemes and Self Certification
DM2352411v1 This presentation remains the property of The Pensions Regulator. The content of these slides should not be altered in any way.
3. What employers will need to do…
• Nominate a point of contact
• Know your staging date and develop a plan
• Assess your workforce
• Review your pension arrangements
• Communicate the changes to all your workers
• Automatically enrol your eligible jobholders
• Register with the regulator and keep records
• Contribute to your workers’ pensions
DM2352411v1 This presentation remains the property of The Pensions Regulator. The content of these slides should not be altered in any way.
4. Staging profile (1st April 12 data)
ERSP Staging Profile set 19 January 2012, forecast on 1 April 2012 data
Employees per stage ('000s)
Employers per stage
Sep-12
Dec-12
Sep-13
Dec-13
Sep-14
Dec-14
Sep-15
Dec-15
Sep-16
Dec-16
Sep-17
Dec-17
Jun-13
Jun-14
Jun-15
Jun-16
Jun-17
Mar-13
Mar-14
Mar-15
Mar-16
Mar-17
Mar-18
DM235411 v1 This presentation remains the property of TPR. The content of to register should not be altered in any Employees to be assessed ('000s)
Total Employers required these slides way
5. What are the staging rollout challenges?
Large Employers Large and Medium employer Med. ers
‘ramp-up’ period remaining
Small and Micro staging New-borns staging
DM235411 v1 This presentation remains the property of TPR. The content of these slides should not be altered in any way
6. What are the staging rollout challenges?
First stages *Large number of
Large employers medium size
employers.
*Constant ramp up
*Very large numbers
*High demand levels
Large Employers Large and Medium employer Med. ers
‘ramp-up’ period remaining
Small and Micro staging New-borns staging
DM235411 v1 This presentation remains the property of TPR. The content of these slides should not be altered in any way
7. Determining the Staging Date
• The Staging Date is the start date of the employer‟s automatic enrolment duties.
• For employers with fewer than 30 staff on 1st April 2012, their Staging Date will be
June 2015 or later (based on the characters in their PAYE reference numbers).
• For employers with 30 or more staff (on 1st April 2012) the Staging Date is:
– determined by the number of people in the largest PAYE scheme that the
employer was using on 1st April 2012;
– based on the PAYE data provided to TPR by HMRC on 1st April 2012; and
– the number of people in the PAYE may include some staff who are no longer
employed by them; and
– the PAYE people count may also include those only being paid a pension.
The employer will not necessarily know their PAYE count, as it will probably
not be equal to the number of employees.
An employer will have an earlier Staging Date if they have at least one person
paid under a PAYE scheme larger than their own “main” PAYE
(e.g. their „parent‟ company‟s PAYE ref).
† For details refer to Employer’s Detailed Guides no.2 Getting Ready, Para 26 Table 1
DM235411 v1This presentation remains the property of The Pensions Regulator. The content of these slides should not be altered in any way.
8. Staging Dates for Large Employers
No. Staff in Largest PAYE Staging Date
120,000 or more 1st Oct 2012
50,000-119,999 1st Nov 2012
30,000-49,999 1st Jan 2013
20,000-29,999 1st Feb 2013
10,000-19,999 1st Mar 2013
6,000-9,999 1st Apr 2013
4,100-5,999 1st May 2013
4,000-4,099 1st Jun 2013
3,000-3,999 1st Jul 2013
2,000-2,999 1st Aug 2013
1,250-1,999 1st Sep 2013
800-1,249 1st Oct 2013
500-799 1st Nov 2013
350-499 1st Jan 2014
250-349 1st Feb 2014
DM235411 v1 This presentation remains the property of TPR. The content of these slides should not be altered in any way
9. Changing the Staging Date
• All employers who were using a PAYE scheme on 1st April 2012 now have their
Staging Date set and:
All future fluctuations in PAYE sizes have no effect on the Staging Date;
The duties apply to all of the employer‟s workers, irrespective of which
PAYE scheme they are paid through;
If at a given point in time, an employer has no workers, then they will have
no duties.
• Any employer may bring their staging date forward to an earlier date (must be
the 1st of the month), but will need to inform TPR giving at least one month‟s
notice.
• An employer with fewer than 50 staff on 1st April 2012 may (without notifying
TPR) delay their staging date until a date between August 2015 and April
2017†.
† For details refer to Employer’s Detailed Guides no.2 Getting Ready, para 26 Table 1
DM235411 v1This presentation remains the property of The Pensions Regulator. The content of these slides should not be altered in any way.
10. DC Phasing / DB Transitional Period / Staging
* % of Qualifying Earnings
DB/Hybrid Transitional Period
Min DC 8%
total*
Min DC 5%
total*
Min DC 3%
Min DC 2% total contribution* Min DC 2% employer*
Min DC 1% employer contribution* employer*
Large Medium Small/micro New born
employers employers employers Employers
Feb
Oct Mar May May Oct Oct
2018
2012 2014 2015 2017 2017 2018
DM235411 v1 This presentation remains the property of TPR. The content of these slides should not be altered in any way
11. What is a worker?
A worker is defined as any individual who:
works under a contract of employment (an employee), or
has a contract to perform work or services personally
(i.e. they cannot send a substitute or sub-contract the work)
- and is not undertaking the work as part of their own business.
A contract does not have to be in writing, it can be a verbal contract.
The terms of employment can be implied, rather than explicitly stated.
Multiple contracts with 1 individual may require a separate assessment.
The physical location of the employer or worker is not a determining factor
(e.g. the employer may be based outside of the UK).
The following people are not classified as workers:
An office-holder (e.g. non-executive director, trustee, elected member);
Any serving member of the Crown naval, military or air forces (or Cadets);
An individual who is the only employee in a company of
which they are also a director.
DM235411 v1 This presentation remains the property of The Pensions Regulator. The content of these slides should not be altered in any way.
12. Categorisation of Workers
Age Range
16-21 22-SPA* SPA*-74
Earnings†
Under lower earnings Entitled Worker
threshold (<£5,564pa) (can request to join a scheme)
Between £5,564pa and Non-eligible Jobholder
£8,105pa (can Opt In to an autoenrolment scheme)
Over earnings trigger for Eligible
Non-eligible Non-eligible
automatic enrolment Jobholder
Jobholder Jobholder
(>£8,105pa) (must autoenrol)
† Qualifying Earnings contractually due to be paid in Pay Reference Period
* SPA = State Pension Age
DM235411v1 This presentation remains the property of The Pensions Regulator. The content of these slides should not be altered in any way
13. Thresholds v Pay Reference Periods (PRP)
Pay Reference Period † Lower level of qualifying Earnings trigger for
earnings (2012/13) automatic enrolment
Annual £5,564 pa £8,105 pa
1 quarter £1,391.00 £2,027.00
1 month £464.00 £676.00
4 weeks £428.00 £624.00
Fortnight £214.00 £312.00
1 week £107.00 £156.00
† For other PRP durations, multiply the number of weeks in the PRP by the weekly amount (ie £107.00) or
number of months by the monthly amount (ie £676.00) - or pro-rata if not an exact multiple of any of the above.
N.B. The Secretary of State will review these figures each tax year and the figures for
2013–2014 expected to be announced in November 2012.
DM235411v1 This presentation remains the property of The Pensions Regulator. The content of these slides should not be altered in any way
14. “Qualifying Earnings”
„Qualifying Earnings‟ (QE) used for two purposes:
1. Assessments to determine worker category / eligibility;
2. Definition of pensionable earnings for a Qualifying Pension Scheme.
Qualifying Earnings is defined as all of the following items paid to a worker:
• salary
• wages
• commission
• bonuses
• overtime
• statutory sick pay
• statutory maternity pay
• ordinary or additional statutory paternity pay
• statutory adoption pay; and
any pay element which could be considered as any of the above.
If Qualifying Earnings used for pension scheme rules, only Qualifying Earnings
between £5,564†pa and £42,475†pa used for calculation of pension contributions
(e.g. for 1 week Pay Reference Period, if QE <= £107.00 then contribution = £0).
† Pro-rata of annual amount used in each Pay Reference Period. These figures are for 2012-2013.
The Secretary of State will review this amount each tax year.
DM235411v1 This presentation remains the property of The Pensions Regulator. The content of these slides should not be altered in any way
15. Automatic Enrolment Process
• The Assessment Date is either:
– The employers Staging Date for any existing workers;
– The first day of employment for any new joiner after the staging date;
– The birthday of someone turning 22 years old; or
– The first day of the Pay Reference Period for any other worker assessed
after the employers staging date; or
– If Postponement has been used, the last day of the Postponement period.
• The total Qualifying Earnings - paid in the Pay Reference Period (PRP) in
which the Assessment Day falls – compared to the Earnings Thresholds.
• The PRP is the “period of time by reference to which the employer pays
the worker their regular wage or salary” (and may not be the pay
frequency).
• Eligible Jobholders will need to be automatically enrolled within 1 month
(the “joining window”) - unless it is possible to use Postponement.
• The first employee contribution must be taken on the first payday on or
after the Assessment Date.
• Scheme membership will be dated and contributions
calculated from the Assessment Date.
DM235411 v1 This presentation remains the property of The Pensions Regulator. The content of these slides should not be altered in any way.
16. Transitional Period (Defined Benefits / Hybrid schemes only)
• The option to apply a Transitional Period can only be used at the employer‟s Staging
Date for any or all eligible jobholders who:
i. are entitled to be (or are) an active member of a qualifying DB/Hybrid scheme
and
ii. joined the employer before the staging date†
• Is until a fixed date in time 30th Sept 2017 (unless the conditions above cease).
• Suspends the duty of assessment and automatic enrolment only for affected staff.
• Does NOT change the employer‟s staging (or re-enrolment) dates.
• Right to Opt In to an automatic enrolment pension scheme during period.
• Communication to affected workers – deadline of 1 month after Staging Date.
• Employer must assess on 1st October 2017 and:
– Automatically enrol (or apply Postponement to) eligible jobholders; or
– If not eligible in that Pay Reference Period (PRP), monitor each future PRP.
• If the DB/Hybrid scheme is closed, employer may have to offer
retrospective membership† (backdated to the staging date).
† For full details of the conditions refer to Employer’s Detailed Guides vol 3b.
DM235411 v1 This presentation remains the property of The Pensions Regulator. The content of these slides should not be altered in any way.
17. Postponement (Waiting Period)
• Postponement can be used:
– At the employer‟s Staging Date for any existing workers;
– The first day of employment for any new joiner after the staging date;
– The date a worker meets the criteria to be an eligible jobholder after
the employer‟s staging date.
• Postponement suspends the duty of assessment and automatic enrolment.
• Can be from 1 day up to max of 3 months - and can vary by individual.
• Only one postponement at a given time per worker
cannot overlap or concatenate two postponement periods.
• Right to Opt In during postponement.
• Employer must assess on the last day of postponement:
– Automatically enrol eligible jobholders; or
– If not eligible at that point, monitor each future pay reference period.
• Communication – General notice A & B or Tailored notice.
DM235411 v1 This presentation remains the property of The Pensions Regulator. The content of these slides should not be altered in any way.
18. Are they an
Yes No No Are they Yes
No statutory Active Member of No statutory
excluded from
duty to enrol a Qualifying duty to enrol
Assessment† ?
Scheme?
No No
Not an Not an
eligible jobholder eligible jobholder
Aged
Total QE STEP 1
between
paid in PRP
22 and
> earnings Assessment
SPA?
trigger ? Date
New Assessment Date
= 1st day of next PRP Yes Yes
Yes
22nd Birthday
in this PRP??
New Assessment Date
In Step 1, given the Assessment
= 22nd Birthday
Date, determine if the person
No
needs to be automatically
enrolled under the regulations: STEP 2
Automatic New Assessment Date
If you can answer the question Enrolment = 1st day of next PRP
in any ONE of the diamond boxes
to reach a yellow lozenge, then
the person does not have
†A person would be excluded if they:
to be automatically enrolled
under the regulations (yet). • are not a UK worker; or
• are under 16 or aged 75 or over; or
Otherwise, if you have • do not need to be assessed yet (e.g. subject to Postponement,
answered all possible questions, Transitional Period or only need to be assessed on Re-enrolment dates).
proceed to Step 2.
DM235411 v1 The content of these slides should not be altered in any way.
19. In Step 2, the employer needs to
carry out automatic enrolment.
The deadline for all activities is
one month from the Assessment Date,
but the employee contributions
need to be taken on the first payday
on or after the Assessment Date.
Pension scheme contributions will be STEP 1
calculated based on scheme rules
and dated from the Assessment Date Assessment
Date
to the end of the
Pay Reference Period (PRP)
STEP 2
Issue enrolment letter
to eligible jobholder Automatic
Enrolment
Employee contributions Scheme administrator sets
deducted from next pay up Active Membership
/ sends scheme T&Cs
DM235411 v1 The content of these slides should not be altered in any way.
20. Are they an
Yes No No Are they Yes
No statutory Active Member of No statutory
excluded from
duty to enrol a Qualifying duty to enrol
Assessment† ?
Scheme?
No No
Not an Not an
eligible jobholder eligible jobholder
Aged
Total QE STEP 1
between
paid in PRP
22 and
> earnings Assessment
SPA?
trigger ? Date
New Assessment Date
= 1st day of next PRP Yes Yes
22nd Birthday
in this PRP??
New Assessment Date
= 22nd Birthday
No
STEP 2
Issue enrolment letter
to eligible jobholder Automatic New Assessment Date
Enrolment = 1st day of next PRP
Employee contributions Scheme administrator sets
deducted from next pay up Active Membership
/ sends scheme T&Cs
DM235411 v1 The content of these slides should not be altered in any way.
21. Contractual v Statutory Automatic Enrolment
• Some organisations have a policy of automatically enrolling staff. If this
enrolment takes place either:
• before the employer‟s staging date;
• before a new worker joins the employer; or
• during the Postponement or Transitional periods; then:
if the worker is an Active Member of a Qualifying Scheme on the
Assessment Date, then the employer has no duty to automatically enrol.
• This enrolment will have been carried out contractually and the statutory
processes do not apply (e.g. no Opt Out window or option to withhold payments
to scheme).
• A worker is considered to have achieved Active Membership:
i. for occupational pension schemes, when stated in the scheme rules;
or
i. for personal pension schemes, when the worker is sent the T&Cs of the
agreement to become an active member …
• … but membership must take effect from the Assessment Date
or the automatic enrolment duty will come into effect.
DM235411 v1 This presentation remains the property of The Pensions Regulator. The content of these slides should not be altered in any way
22. Assessment Key:
Day Scenario 1 C – Payroll cutoff
Monthly Pay
Reference Period (PRP) R – Payroll run
Assessment P – Payday
Date on first
day of PRP
1st 30th 1st 31st 1st 30th
April May June
28th 28th 28th
C R P0 C R P1 C R P2
Scenario 1 Opt Out
window starts
• Pay Reference Period runs from 1st
to last day of each month;
• Assessment date is the 1st May; Total QE No Issue letter to worker &
paid in PRP
• Total Qualifying Earnings may not > earnings
set up Active
be known until payroll cutoff or later. trigger ?
Membership
No statutory
If the worker needs to be duty to enrol
Yes
automatically enrolled:
• First deduction needs to made
in payday P1 on 28th May; Automatic Enrolment
Are they an No
• Opt Out window may not start Eligible
triggered
until after deduction taken; Jobholder?
• Scheme contribution based on
100% of May pensionable pay.
Yes
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23. Assessment Key:
Scenario 2 Day C – Payroll cutoff
Monthly Pay
Reference Period (PRP) R – Payroll run
Assessment P – Payday
Date on last
day of PRP
1st 30th 1st 31st 1st 30th
April May June
28th 28th 28th
C R P0 C R P1 C R P2
Scenario 2
Opt Out
• Pay Reference Period runs from 1st window starts
to last day of each month;
• Assessment date on 31st May is the
last day of the Pay Reference Period
Total QE
and is after the May payday on 28th; paid in PRP
No Issue letter to worker &
set up Active
• Total Qualifying Earnings will > earnings Membership
already be known. trigger ?
No statutory
If the worker needs to be duty to enrol
Yes
automatically enrolled:
• First deduction needs to made
in the next payday - P2 on 28th June;
Automatic Enrolment
• Opt Out window will start Are they an No
triggered
before first deduction taken; Eligible
Jobholder?
• Contribution based on 100% of June
pensionable pay + 1/31 of May pay
Yes
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24. Monitoring eligibility
If a worker ceases Active Membership of a Qualifying Scheme, for example:
•
the scheme ceases to be a Qualifying Scheme; or
•
the worker Opts Out or otherwise ceases active membership;
then the employer will need to continuously assess the worker‟s eligibility
every Pay Reference Period (and automatically enrol if eligibility
triggered)
unless:
the worker has ever been an Eligible Jobholder and an Active member of a
Qualifying Scheme simultaneously, since the latter of:
a) the employer‟s staging date; or
b) the date they started work for the employer; or
c) the last day of Postponement or Transitional Period (if used).
• Those workers that do fall into the above category can be left until the
next appropriate Re-enrolment date (see following slide).
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25. Re-enrolment
• Re-enrolment date is on every 3 year anniversary of employer’s staging date.
• All workers will need to be re-assessed on this date,
except:
1. Active members of a Qualifying Scheme; or
2. Any person who, in the 12 months prior to the Re-enrolment date, has
ceased membership; and
• has ever simultaneously been an Eligible Jobholder and an Active
member of a Qualifying Scheme, since the latter of:
a) the employer’s staging date;
b) the date they started work for the employer;
c) the last day of Postponement or Transitional Period (if used).
• An employer may opt to move their Re-enrolment date to any day, up to 3
months before, or after, each third anniversary.
• The requirement to communicate with members in a qualifying
scheme only applies at the staging date.
DM235411 v1 This presentation remains the property of The Pensions Regulator. The content of these slides should not be altered in any way.
26. Opting Out
• Employer Inducement & Coercion rules apply (since 1st July 2012).
• Employer MUST NOT handle pre-‘OptOut’ process or send out Opt Out forms:
– Opt-Out process should be managed by pension scheme administrator;
– Completed forms normally sent to the employer.
• For Opt Outs under the AE regulations (not contractual enrolments):
– Employer MUST inform staff of right to Opt Out and how to opt-out.
– 1 month Opt-Out Window starts on the latter of two dates:
when Active Membership is achieved; and
when the employer issues a letter/email to the jobholder.
– Employee/worker and employer will get full refund of all contributions.
– Employee/worker to be paid refund in next payday (unless past payroll cut-off).
– Early Opt Outs (before the Opt Out Window starts) - are invalid.
– If invalid Opt Out received in Opt Out Window, will extend to 6 weeks in total.
– Late Opt-Outs – employer choice: treat as invalid, or as
‘request to cease membership’ under normal scheme rules.
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27. Automatic Enrolment
Timescales surrounding automatic enrolment and opting out
Window for possible opt-out period
Joining window
Earliest Latest possible
possible date date opt-out
opt-out period period ends
ends
1 month 1 month
Latest date by which active membership and provision
Earliest possible start Backdating of scheme of jobholder information and enrolment information
date for 1-month opt- membership to the automatic must be achieved and therefore the latest possible start
out period enrolment date date for 1-month opt-out period.
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28. Opting In / Joining
• Non-Eligible Jobholders can Opt In at any time.
• Eligible Jobholders can Opt In during a Postponement or Transitional Period.
• Entitled Workers can request to Join a scheme.
• On receipt of an Opt In notice / Joining request employers need to:
– Assess the worker, based on the total Qualifying Earnings in the Pay
Reference Period (PRP) in which the date of receipt falls;
– Enrol Jobholders into an automatic enrolment scheme - from the start of
the next Pay Reference Period† (or the following PRP, if past payroll cutoff);
– Enrol Entitled Workers into a scheme of the employer’s choice.
• An Opt In starts an automatic enrolment process, in that the Jobholder should
not be required to carry out any further action to achieve active membership.
• However, if the employer has received an Opt In notice from the same worker
within the past 12 months, there is no obligation to allow the Opt In.
† Employers may re-assess the worker in each following PRP and, if the worker is no longer a
jobholder, may delay the enrolment until a future PRP when they are assessed as a jobholder.
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29. How & when to communicate to workers
• Communications must be direct (e.g. letter, e-mail, payslip, HR web-portal).
• At staging, need to communicate to all workers, even scheme members.
• Need to inform of rights the first time† a worker becomes a particular category.
• Deadlines for communication:
• 2 months after Staging for existing scheme members; or
• 1 month after Staging for workers who are not already in a qualifying
pension scheme; or
• 1 month after the Assessment Date for:
Postponement and Transitional notices;
Enrolment notifications.
For further information:
www.tpr.gov.uk/docs/Pensions-reform-resource-information-to-workers.pdf
www.tpr.gov.uk/employers/letter-templates-for-employers.aspx
† the use of a General Notice A or B Postponement notice discharges this duty
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30. What to communicate to workers
• On staging, workers already members of a qualifying pension scheme must be
provided with information about the scheme.
• Non-eligible jobholders and Entitled workers must be provided with information
telling them about their right to Opt In or Join a pension scheme.
• For Eligible Jobholders being automatically enrolled (& Non-eligible Jobholders
being enrolled after opting in) they must be provided with:
information about their enrolment,
what it means for them, including the contributions, and
their right to opt out.
• Workers subject to a deferral of automatic enrolment need to be given key
information such as the length of the deferral period and their rights to opt in:
• Eligible jobholders subject to the DB Transitional Period;
• Any worker subject to a Postponement Period.
DWP have provided letter templates for employers:
www.tpr.gov.uk/employers/letter-templates-for-employers.aspx
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31. Record Keeping
• Employers, as well as trustees, managers and providers of a pension
scheme, must keep records about their workers and the pension scheme
used to comply with the employer duties.
• An employer can use electronic or paper filing systems to keep or store
any records, as long as these records are legible or can be produced in a
legible way.
• Most records must be kept for six years; those that relate to opting out
must be kept for four years.
• The records must be produced to The Pensions Regulator, if requested.
• The Pensions Regulator can conduct an audit if they have reasonable
grounds to do so (e.g. if there is a Whistleblower).
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32. Data to be kept by employers
Data will need to be kept for:
Workers who become scheme members
(e.g. Name, DoB, NI number†, gross qualifying earnings, contributions
paid).
Plus, for Jobholders only:
• Date of automatic enrolment or the original format Opt In notice;
• Contributions entitled to under scheme rules.
Plus, for Entitled Workers only:
• Date with effect from which the worker became an active member;
• The original format Joining Notice.
All workers for whom the employer has used postponement:
(Name, NI number†, date the notice was sent to the worker).
Details of the pension scheme(s)†† used:
• EPSR (Employer Pension Scheme Reference);
• Any evidence showing that a scheme is a Qualifying Scheme;
• Pension provider / scheme name & address.
† where one exists
†† data also to be kept by pension scheme
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33. Register with The Pensions Regulator
• Employers MUST register with TPR to confirm they have complied.
• Deadline is 4 months after the Staging Date and every re-enrolment date.
• Employers will need to provide:
– employer details (name, address, email, all PAYE refs used);
– details of pension scheme(s) used to comply with the employer duties
(e.g. scheme name, address, EPSR, pension scheme registry number);
– the last day of any postponement period applied at staging;
– number of workers employed on the staging date
(or on the last day of any postponement periods);
– number of eligible jobholders automatically enrolled into each scheme;
– number of workers already active members of a qualifying pension
scheme on the staging date; and
– the number of eligible jobholders subject to the Transitional Period.
For further information on registration see:
www.tpr.gov.uk/docs/TPR_Checklist_050712.pdf
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34. Common Myths
Myth Reality
1. Pay Reference Period is the same as the 1. PRP is often the same as pay frequency, but
pay frequency. may not be.
2. Any back pay or overpayments require a 2. Only errors (e.g. breach of contract) have to
retrospective evaluation of eligibility. be rectified with “reasonable steps”.
3. Pensionable pay is used to determine which 3. Qualifying Earnings must be used for
category a worker is (e.g. EJH). Assessment, not pensionable earnings.
4. A person who leaves a pension scheme can 4. Workers who have not been an EJH and an
be left until re-enrolment. active member need to be monitored.
5. People contractually enrolled get an Opt 5. A contractual enrolment has no “Opt Out
Out window. window”, but can exit under scheme rules
6. If pay is paid in arrears, employer can 6. Even if pay is in arrears, the assessment only
assess in the preceding PRP. looks at what is payable in that PRP.
7. You can‟t Opt Out until a contribution has 7. If the Opt Out window opens before the
been taken. first payday, a contribution may never be
taken.
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35. Useful Links
• “7 steps to prepare for automatic enrolment”
www.tpr.gov.uk/employers/7-steps.aspx
• Detailed guides for Employers
(and pension professionals):
www.tpr.gov.uk/pensions-reform/detailed-guidance.aspx
• What information do employers need to provide to their workers?
www.tpr.gov.uk/docs/Pensions-reform-resource-information-to-workers.pdf
• Letter templates for employers:
www.tpr.gov.uk/employers/letter-templates-for-employers.aspx
• Information about Registration and employer checklist:
www.thepensionsregulator.gov.uk/employers/registration.aspx
www.tpr.gov.uk/docs/TPR_Checklist_050712.pdf
• Detailed guides for Software Developers:
www.tpr.gov.uk/pensions-reform/software-developers.aspx
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36. Pension Schemes
Automatic enrolment scheme criteria
– Only those schemes used for automatic enrolment need to meet this
criteria
Qualifying schemes
– Existing schemes with active members need to be qualifying schemes to
avoid the duty to automatically enrol eligible jobholders
– If the existing scheme is non-qualifying, eligible jobholders need to be
enrolled into another scheme
Schemes for entitled workers
– Scheme is registered under Chapter 2 of Part 4 of the Finance Act 2004
(and in the case of a personal pension scheme there are direct payment
arrangements in relation to the worker concerned)
Non-UK registered schemes
– Non-UK schemes may be determined as qualifying schemes
– DWP Consultation on schemes administered in
European Economic Area states
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37. Automatic enrolment schemes
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38. The criteria to be an auto enrolment scheme
• Any scheme into which you automatically enrol workers will need to be an
automatic enrolment scheme, it must:
be a qualifying scheme and
it must not contain any provisions that:
• prevent the employer from making the required arrangements to
automatically enrol, opt in or re-enrol a jobholder;
• require the jobholder to express a choice in relation to any
matter, or to provide any information, in order to remain an
active member of the pension scheme.
• Schemes administered in a country inside the European Economic Area
(EEA) may be used for automatic enrolment if they meet additional
criteria.
• Schemes administered in a country outside the EEA
cannot be an automatic enrolment scheme.
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39. How to check if your existing DB scheme qualifies
DB pension schemes:
– Does the employer have a contracted-out certificate?
– If not, does the scheme meet the test scheme standard?
We have published a flow chart as part of the detailed guidance for
employers:
www.tpr.gov.uk/docs/pensions-reform-pension-schemes-appendix-c.pdf
Checking the automatic enrolment criteria (DB and DC):
Does it allow a worker to join it without the worker‟s consent?
Does it allow a worker to join it from their first day of employment?
Does it allow a worker to join without having to make any choices
(eg about what type of fund their money is invested in)
and without having to provide any information (eg filling in a form)?
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40. How to check if your existing DC scheme qualifies
DC pension schemes:
– How do the scheme rules or agreements define pensionable earnings?
• It requires minimum contributions based on qualifying earnings
• It requires contributions based on earnings other than qualifying earnings.
– What are the required contribution rates?
– Do you need to use certification?
The regulator has published a tool to help employers check whether their existing
DC scheme meets the minimum criteria for an automatic enrolment scheme as set
out in legislation: www.tpr.gov.uk/employers/explaining-qualifying-schemes.aspx
There are also flowcharts as part of the detailed guidance for employers
– Occupational:
www.tpr.gov.uk/docs/pensions-reform-pension-schemes-appendix-d-occupational.pdf
– Personal:
www.tpr.gov.uk/docs/pensions-reform-pension-schemes-appendix-d-personal.pdf
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41. Minimum requirements for DC schemes
• A Defined Contribution (DC) pension scheme would meet the minimum
requirements if one of these conditions are met:
Under the scheme*, however calculated, the total contribution must be at
least 8%** of the jobholder‟s qualifying earnings, of which the employer‟s
contribution must be at least 3%** of the jobholder‟s qualifying earnings;
or
Where the pension scheme rules define pensionable pay other than
qualifying earnings the employer may certify that one of three alternative
requirements are met (Self Certification); or
Where the pension scheme rules define pensionable pay other than
qualifying earnings the employer may compare the entitlement in their
scheme rules against the minimum contribution level in the first bullet.
* “Under the scheme” means, in the case of DC occupational schemes, in the scheme rules or other
governing documentation and, in the case of DC personal pension schemes, in the agreements between the
provider and the employer/member. NB there are additional minimum requirements for personal pensions
eg direct payment arrangements must be in place.
** Note – contribution levels are being phased in.
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42. DC Self Certification
The MAEW review recommendation was that the minimum requirements can be met
by DC pension schemes if, under the scheme rules (or agreements, in the case of a
personal pension scheme):
1. the total minimum contribution must be at least 9% of the scheme‟s definition
of pensionable pay (at least 4% of which must be the employer‟s contribution),
or
2. the total minimum contribution must be at least 8% of the scheme‟s definition
of pensionable pay (at least 3% of which must be the employer‟s contribution)
provided that pensionable pay constitutes at least 85% of total pay (the ratio
of pensionable pay to total pay can be calculated as an average at scheme
level); or
3. the total minimum contribution must be at least 7% of the pension scheme‟s
definition of pensionable pay (at least 3% of which must be the employer‟s
contribution), provided that total pay is pensionable.
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43. DC Self Certification during Phasing Period
Up to 1st Oct 2017 From Pensionable Salary
1st Oct 2017 to 30th Sept 1st Oct 2018 (Basis of
2018 % Contributions)
Tier 1 2% Employer 3% Employer 4% Employer Scheme Definition
/ 3% Total / 6% Total / 9% Total (if >= basic pay from £1)
Tier 2 1% Employer 2% Employer 3% Employer 85% of Total Pay
/ 2% Total / 5% Total / 8% Total (scheme average)
Tier 3 1% Employer 2% Employer 3% Employer 100% of
/ 2% Total / 5% Total / 7% Total Total Pay
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44. The DC Regulatory Programme
• 1. To work with providers of work based pension products to ensure
schemes are designed and run to protect the benefits of members.
'Providers' will include trustees, multi-employer scheme providers,
insurance companies and investment management firms providing fund
wrappers for auto-enrolment use.
• 2. To develop a regulatory regime which identifies what features
'good' pension scheme will include, monitors the presence of those
features and takes regulatory action where they are not found
• 3. To educate and encourage employers to challenge their providers
and ensure that the schemes they are selecting are 'good' and thus
are run in the best interests of their employees
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45. DC Regulatory Programme - Publications
• A list of draft key features which detail what features a scheme
should include if it is to protect the benefits of its members
• www.tpr.gov.uk/docs/draft-key-features-june-2012.pdf
• A leaflet for employers which suggests some questions they could ask
their scheme providers to which will support them in selecting a 'good'
scheme
• www.tpr.gov.uk/docs/selecting-a-good-automatic-enrolment-
scheme.pdf
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46. Automatic enrolment
– Close
www.liquiditygroup.co.uk
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