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Haines Watts Leicester Phone icon 0116 276 2761

It has been well documented that Auto-enrolment is legally binding and applies to all companies – even Director-only companies. Non-compliance can result in huge penalties or even criminal prosecutions, not to mention the reputational damage which could affect your business.

There have been a few cases in recent years where businesses have been caught out by the regulations and we are encouraging businesses to make sure they comply.

However, employers’ obligations can be time-consuming and complicated to implement, taking at least 6-9 months planning before the agreed staging date.

Ask yourself the following questions:

  • Do you know your pension staging date?
  • Do you have a pension provision in place already?
  • Have you set an opt-out date?
  • Do you want to enrol any employees before the staging date?
  • Do you need help assessing your workforce?
  • Do you want to use the existing scheme or set up a new scheme?
  • Have you considered salary sacrifice?
  • What is your pension reform strategy?

Having one provider for payroll and a separate one for pensions can cause delays. The benefits of using a payroll provider for both payroll and auto-enrolment can assist in a number of ways including:

  • Selecting an appropriate pension scheme relevant to clients’ needs.
  • Customised set-up of the pension scheme
  • Assessment of employees’ eligibility against defined criteria
  • Providing relevant communications at each stage of the employees’ enrolment journey
  • Completing Declaration of Compliance in-line with legislation defined by the Pension Regulator
  • The calculation and uploading of pension contributions into the scheme.
  • Monitoring the opt-ins and opt-outs
  • Re-enrolment every 3 years.

If you need help with implementing your pension scheme to comply with auto-enrolment regulations or have any questions surrounding pensions or payroll, speak to our team on 0116 276 2761 or email

Want to know more? Call us on 0116 276 2761 or email

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