The Workie is back: don’t let your clients stick their heads in the sand

By Jeremy Clarke, Practice Support Specialist and Christine Scott, Assistant Director, Charities & Pensions

6 June 2016

Help assist your clients meet their auto-enrolment duties.

Automatic enrolment: Don’t let your clients stick their heads in the sand

Employers have a legal responsibility to comply with their automatic enrolment duties. If your clients receive a letter from The Pensions Regulator (TPR), then they should not ignore it.  Encourage those clients who are completing their duties themselves to start their plans early and avoid the risk of a £400 fine.

TPR has information and tools on its website to help them meet their duties. Go to

Automatic enrolment: Keep up to date with the latest news and tools

TPR produces a free, monthly e-newsletter with useful information about automatic enrolment. April’s newsletter featured stories on the recent changes to earnings thresholds, re-enrolment, and how to complete a declaration of compliance. There’s also a regular feature which focuses on ‘Hot Topics’ that TPR’s contact centre is taking calls about.

Sign up to The Pensions Regulator’s free News by Email.

Automatic enrolment: Have your clients decided what pension scheme to use?

If your client already offers a pension scheme to their staff, then they will need to contact their scheme provider to check it is a ‘qualifying scheme for automatic enrolment’. If it is not, then they will need to choose a pension scheme that can be used for automatic enrolment if they have staff they must put into a pension scheme – and TPR recommend that employers start this process six months before their staging date.

TPR has information and guidance on choosing a scheme on their website to help you support your clients

Automatic enrolment: Employers have ongoing duties

Automatic enrolment is a continuing responsibility for employers. An employer's duties do not end after their staging date. They will need to pay regular contributions into the pension scheme, monitor the age and earnings of their staff and enrol any eligible staff, process any requests to join or leave the scheme, and keep and maintain accurate records. Every three years, employers will also need to re-enrol eligible staff into an automatic enrolment pension scheme if they’re not already active members of one.

All of this should become 'business as usual', just like real-time PAYE.

TPR has information and guidance to help you understand your clients’ ongoing duties


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