1) Automatic enrolment into workplace pensions will become mandatory for employers from 2012 to 2017 in a phased approach based on employer size. The Pensions Regulator will regulate this process.
2) NEST will be the default pension scheme that employers can use to meet their automatic enrolment obligations. It was designed to be easy for employers and to encourage saving among low-income earners.
3) Employers have various duties around automatic enrolment including identifying eligible employees, enrolling them, and deducting contributions through payroll. NEST aims to reduce the administrative burden on employers through its online systems and processes.
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.
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.
Review this presentation on individual tax planning including key considerations to make in the closing months of 2013 and into 2014 - O'Connor Davies CPA - NYC CPA Firm.
This is the presentation of 2nd Mini Conference as a part of Relativity's Knowledge Series program at Chennai. It was a great success. Participants learn real & live scenarios & nuances of compliance
Payroll Webinar: What You Need to Know about Benefits TaxationAscentis
You will learn the payroll department’s responsibilities pertaining to the set-up of employee benefits, including retirement, health and welfare and other benefits. You will learn what payroll department staff need to know when tax withholding needs to occur and how to communicate the tax withholding effectively to employees. Learn how to be proactive on employee taxation issues with management and prevent surprises.
The National Pension Scheme (NPS) is an excellent instrument when it comes to investing for your future and tax saving for your present. For a detailed and in depth knowledge on how NPS can be a good option for you, view this presentation.
Blake Lapthorn and Hays Recruitment - Auto-enrolment seminar - 25 April 2013Blake Morgan
Blake Lapthorn and Hays Recruitment held a joint seminar focusing on the choices, costs and strategic opportunities of auto enrolment on 25 April 2013 at Blake Lapthorn's Oxford office.
Inflation Expectations, Budget DecisionsJeff Green
On the surface, the February Employment Report was strong, but the details suggest more moderate improvement in the labor market. Still, new hiring is likely to pick up in the spring. Higher oil prices threaten the outlook for jobs and the overall economy. The Fed appears to be in a tough spot, but should keep monetary policy accommodative for some time.
Review this presentation on individual tax planning including key considerations to make in the closing months of 2013 and into 2014 - O'Connor Davies CPA - NYC CPA Firm.
This is the presentation of 2nd Mini Conference as a part of Relativity's Knowledge Series program at Chennai. It was a great success. Participants learn real & live scenarios & nuances of compliance
Payroll Webinar: What You Need to Know about Benefits TaxationAscentis
You will learn the payroll department’s responsibilities pertaining to the set-up of employee benefits, including retirement, health and welfare and other benefits. You will learn what payroll department staff need to know when tax withholding needs to occur and how to communicate the tax withholding effectively to employees. Learn how to be proactive on employee taxation issues with management and prevent surprises.
The National Pension Scheme (NPS) is an excellent instrument when it comes to investing for your future and tax saving for your present. For a detailed and in depth knowledge on how NPS can be a good option for you, view this presentation.
Blake Lapthorn and Hays Recruitment - Auto-enrolment seminar - 25 April 2013Blake Morgan
Blake Lapthorn and Hays Recruitment held a joint seminar focusing on the choices, costs and strategic opportunities of auto enrolment on 25 April 2013 at Blake Lapthorn's Oxford office.
Inflation Expectations, Budget DecisionsJeff Green
On the surface, the February Employment Report was strong, but the details suggest more moderate improvement in the labor market. Still, new hiring is likely to pick up in the spring. Higher oil prices threaten the outlook for jobs and the overall economy. The Fed appears to be in a tough spot, but should keep monetary policy accommodative for some time.
If you're a small business owner and worried about the new pension rules and regulations this comprehensive guide will help you set-up and manage your new auto-enrolment workplace pension scheme.
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/
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.
A detailed guide of the regulations facing UK employers dealing with workplace pension auto enrolment. This guide gives a valuable insight into what must be done to ensure your processes are both compliant and legal.
More employees are self-isolating or working remotely to reduce the spread of the COVID-19 virus. All businesses, regardless of size, will be affected by the government measures for the foreseeable future. As the COVID-19 virus spreads across the UK, the government has introduced measures for employers to continue to pay their employees and to support businesses.
Contingency planning is now part of everyday life for businesses worldwide, especially when it comes to your payroll processing. This kind of planning is useful in any event, whether it be for coronavirus, inclement weather, or train or bus strikes. There are plenty of steps businesses can take to prepare for operational resilience.
Businesses are understandably concerned about the steps they should be taking to manage the risk of COVID-19. We would like to provide reassurance to our customers that BrightPay is well prepared. Many businesses are now putting in place precautionary measures to combat the spread of the virus and to protect their employees. BrightPay can facilitate the option to work from home, which is one of the primary ways businesses are changing the way they operate.
In this webinar, we will cover how employers and payroll bureaus can continue to operate their payroll while they work remotely.
- Employer & Employee Rights
- How to Handle SSP & Covid 19
- Coronavirus Job Retention Scheme & Furlough Leave
- How BrightPay can Facilitate Remote Working
- Q & A
Date: 17th April 2020 | For more information visit https://www.brightpay.co.uk
In this closing keynote, Dr Max Blumberg will delve into the transformative power of AI and analytics in shaping the
future of local councils. Discover how AI can catalyse positive change, from enhancing public services to fostering community engagement. Learn actionable strategies to leverage data-driven insights for more effective decision making, all while keeping the community at the heart of innovation. Walk away with a renewed sense of purpose
and the tools to make a lasting impact in your organisation.
The armed forces and the NHS have superbly effective national recruitment campaigns – so why not local government? Inner Circle Consulting director Chris Twigg introduces the creators of some of the UK’s most wellregarded recruitment campaigns, to describe their strategies and the essential ingredients of success; the impact a good campaign can have, at a time when recruitment has never been more difficult; and how your ideas might shift perceptions of local government away from potholes and bins, to a shared sense of purpose and desire to have a positive impact on the world – values that connect with a huge pool of potential talent.
Headlines about inappropriate workplace behaviour are constant with perpetrators often citing “banter” as a defence. And amongst those headlines are worrying accusations that HR does not do enough or, even worse,
perpetuates the inappropriate banter and behaviour.
This is a unique opportunity to take part in an interactive session to honestly address the challenges of getting our own HR teams in order and then using that as a platform for leading change in our organisations.
Dorian is one of the most sought after speakers on his subject of Wellness and speaks all over the World for businesses and organisations that are keen to understand the impact of Corporate Wellness on their performance.
He has spoken at numerous events around the globe and provides his audiences with thought provoking tools and techniques which they can apply to both their work and home lives to enhance wellness.
The chances of another pandemic are low, but your members will likely get through other crises such as increased
demands with stagnant budgets, local crises, changes in laws or regulations, etc. This would help them lead themselves
and their teams through those situations and will help them break the paradigm they have of always staying within one
leadership framework that someone sold to them as the best. This would help them be more flexible with their approach
to find an effective solution faster.
Worker wellbeing is accepted as crucial, but organizations are unable to successfully integrate it as an operational issue.
This session will argue that whole organization approaches are needed to create healthy workplaces. Delineating what
works, for whom and in what contexts is the first step.
This interactive Masterclass introduces the CQ model and research. It will dive into a thorough understanding of ‘culture’.
This session will touch upon the relevance of cultural values, using activities to better understand team dynamics. The
content of this session is rooted in peer-reviewed research and successful practice among leading global organisations
In this session, we will provide an overview of important workforce issues and examine practical solutions and strategies
for addressing them. From recruitment and retention to training and development, we'll cover the essential elements of
building and maintaining an effective and engaged workforce.
Recent events have highlighted the power of disruption, but also our ability to adapt when the situation forces us to be
creative and think differently. So how do we adopt that same mindset and approach to changing the status quo and
perceived norms, as part of our everyday (working) life?
This session will delve into the intricacies of inclusive leadership, using Deloitte’s framework that encompasses six
crucial traits: commitment, courage, cognizance of bias, curiosity, collaboration and cultural intelligence.
In the evolving landscape of public sector leadership in the 21st century, it’s essential to equip leaders with not just
IQ and EQ but, more importantly, with Cultural Intelligence. Bernadette will shine a spotlight on the pivotal role that
CQ plays in empowering leaders to deliver more effective and inclusive services to the diverse communities they
serve.
Don't miss this opportunity to gain insights into fostering inclusive leadership qualities that go beyond conventional
measures. Join Bernadette as she navigates through the key attributes that make leaders not just capable, but
exceptional in understanding, engaging, and serving diverse populations.
The PPMA Awards serve as a platform to share and applaud the fantastic achievements that often go unnoticed. We extend our gratitude to all who entered this year; your contributions have made this celebration possible. Our judges had the pleasure of reviewing outstanding entries, and now, we are thrilled to reveal the shortlisted entries for each award category.
10% of women leave their job or pass up promotion because of menopausal symptoms. Become menopause friendly and avoid
losing talent... Perceptions around the menopause are starting to change and leading employers are taking action now. Join this
session to understand what inspirational employers are doing to become menopause friendly employers, how they’re doing it and the results they’ve experienced.
This session will give a detailed overview of the newly launched NHS Universal Family programme, which is a commitment to
support young people who are care experienced into roles in the NHS and Local Government. Launched in October 2022 by Dr
Navina Evans, the programme has the aim of supporting 1000 care leavers by 2025. The programme is being piloted in ten Integrated Care Boards across the country, in partnership with Spectra who run the Care Leaver Covenant programme, with many
signatories including Amazon, John Lewis, Universities, Banks, Sky and many others, all with the aim of providing a family of love and support to young people who have grown up in foster care or children’s homes, without access to the opportunities that others
have. As Joint Programme Director, Raffaela will talk through the rationale for setting up this national initiative and share the work to date, and also will be seeking opportunities for information sharing across the NHS and Local Government to make this programme a success.
Technology use and adoption is driving change within the public sector at pace, but are we capitalising on using this capability well? Join this session to understand how transformative technologies, digital solutions and data can be used effectively to improve place based outcomes for the people and communities we serve.
Thanks to new and emerging technologies the modern HR function can think again about how it can support the employee and the
organisation with consumer grade Employee Experiences, rich data and insights and tools that make the workforce more productive
and engaged. In this session Andi Britt will bring to life how the future is taking shape now and demonstrate some of the exponential technologies that will help employees and managers bring the best of themselves to work
For most organisations, hybrid working is here to stay. However, the relative newness of this way of working means that most organisations and their leaders are still making it up as they go along. This presentation will share the latest evidence gathered from employees across organisations of what makes the most effective hybrid leadership, as well as provide a range of practical suggestions for how to help your hybrid team realise its potential.
There is rarely a one size fits all approach to hybrid working, and this means that employees will experience it in different ways. The
personalised employee experience could be inevitable. How do we create that in a hybrid environment? Why should we even bother? In this
session we will examine how hybrid working challenges every aspect of people practice, every aspect of the employee lifecycle, and work out
what we need to do about that.
A keynote rooted in systems thinking, inspired by conscious business strategies, highlighting regenerative energy at work; all building
to a next stage organisation design.
Perry will show how to build organisational resilience, we must demonstrate, leverage and appreciate the systems of work.
Within this system, it’s people when placed in an organisational construct, that have the human value to correct imbalance. How do we
pick up on signals through symbols of emergence, understand interconnectedness, and appreciate feedback loops, amongst people?
More from PPMA - Public Sector People Managers' Association (20)
[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
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
Personal Brand Statement:
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.
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.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
Filing Your Delaware Franchise Tax A Detailed Guide
Richard Bartlett - PPMA National Public Service Debate at the CIPD Conf - 10 Nov 2011
1. Automatic enrolment and NEST Richard Bartlett – Assistant Director of Distribution Wendy Beaver – Head of Scheme Development 10 November 2011
2. 2012 reforms: what’s changing? Saving is a ‘minority sport’ Employers choose whether to contribute Active choice often needed from worker Behavioural barriers to take up Uneconomic for existing providers to supply lower earners Saving is the norm NEST is designed for our target market Automatic enrolment Do nothing = save in a pension Employers have to offer a contribution to certain jobholders Now 2012 - 2016
3.
4. DWP’s staging and phasing plans Oct 2012 Apr 2014 Aug 2014 Mar 2016 Oct 2016 Oct 2017 1 per cent worker contribution 3 per cent worker Steady state 5 per cent worker Large employers Medium employers Small/micro employers New born PAYEs 1 per cent employer contribution 2 per cent employer Steady state 3 per cent employer Staging Phasing
5.
6.
7. Operating the earnings and contributions thresholds with NEST £7,475 £5,035 or less No automatic enrolment. No right to employer contribution £5,035 £5,035 £7,475 or more Automatically enrolled with employer contribution £5,036 - £7,475 No automatic enrolment. But right to opt in with employer contribution
8. Certification The Government has recently been consulting on proposed certification options : * pensionable earnings must be equal to or more than basic pay Percentage and type of pay Employer contribution 9 per cent of pensionable earnings* at least 4 per cent 8 per cent of pensionable earnings*, but the pensionable earnings of all relevant jobholders must constitute at least 85 per cent of the earnings of those jobholders at least 3 per cent 7 per cent of total pay at least 3 per cent
14. The scheme proposition: complementing existing provision Focused on its target market… Designed to be easy to use Clear communication Tailored investment approach Contribution limit Restrictions on transfers Help with retirement income … with many attractive features… Open to any employer Travels with the member Low charge Online A trust based scheme run in members’ interest No burden for employers … that will work in a variety of contexts Sole scheme For a particular group of workers Entry-level scheme Base scheme
15.
16.
17. Proposition to meet all our members’ needs NEST Pre-retirement Fund NEST Lower Growth Fund NEST Sharia Fund NEST Ethical Fund NEST Higher Risk Fund
18.
19. Additional fund choices to meet diverse needs NEST Pre-retirement Fund NEST Lower Growth Fund NEST Sharia Fund NEST Ethical Fund For members who seek higher returns and are prepared to take more risk Invested in return seeking assets – for example, global equities and diversified beta For members who want to take as little investment risk as possible Invested 100 per cent in a liquidity fund For members who join NEST late in their careers but still manage to build a large enough pot to buy a retirement income Invested 75 per cent annuity matching and 25 per cent liquidity funds For members who want to invest in a portfolio that meets ethical criteria Invested in ethical equities, along with gilts For members who want to invest in compliance with Sharia principles Invested 100 per cent in Sharia Global Equity Fund NEST Higher Risk Fund
21. Getting your money out of NEST NEST scheme and online information Retirement income (Choose from NEST Retirement Panel) Shopping around for a retirement income Using the Retirement Tool Transfer out at retirement Taking your pot as cash
26. NEST Corporation Chair - Lawrence Churchill Trustee Members Tom Boardman Sue Slipman Paul Hewitt Chris Hitchen Julius Pursaill Laurie Edmans Nigel Stanley Iraj Amiri Sharon Darcy