14 October 2013
The Pensions Regulator (TPR) has changed its website content to make it even easier for employers to find the information, tools and guidance they need to fulfil their automatic enrolment duties. Careful and timely planning is essential when preparing for automatic enrolment. To help employers with the planning process TPR has produced its automatic enrolment planner. This is an essential interactive tool to help you understand what you need to do and when. It now includes:
a registration calculation and deadline marker case studies from employers who have been through the process common myths around automatic enrolment costs where they might occur throughout the process:
Any employer preparing for automatic enrolment should find it helpful, but it’s of particular relevance to you if:
you employ between 50 and 249 staff every member of staff is based in the UK you have one Pay As You Earn (PAYE) scheme you have or are planning to set up a defined contribution (DC) pension scheme
Once you’ve used the staging date tool, clicking on the link ‘Create your plan for automatic enrolment’ will allow you to see your plan instantly.
View the TPR website to begin creating your plan.
Technical changes to automatic enrolment – consultation response published
14 October 2013
The Automatic Enrolment (Miscellaneous Amendments) Regulations 2013 have been laid before Parliament and bring certain technical changes into force from 1 November 2013.
The Automatic Enrolment (Miscellaneous Amendments) Regulations 2013 that were laid before Parliament on 11th October change the existing legislation so that:
Employers can choose to use alternative definitions of pay reference periods for both assessing jobholder status and determining whether a scheme is a qualifying scheme. The automatic enrolment joining window is extended from one month to six weeks. The deadline for employers to provide information to individuals on their opt in and joining rights is extended to six weeks. The deadlines for registration and postponement notices fit with the extended joining window. The extended deadline for passing worker contributions to a pension scheme applies to all new joiners (including contract joiners). The opt out notice provisions make clear that schemes can customise notices. There is greater clarity and consistency concerning the requirements for defined benefit test schemes in relation to the appropriate age, service limits and revaluation that apply in those schemes.
CIPP Policy News Journal
16/04/2014, Page 393 of 519
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