hertfordshire employers workshop automatic enrolment
TRANSCRIPT
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Hertfordshire Employers Workshop
Automatic Enrolment
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Background
• What is Automatic Enrolment?
• Why has it been introduced?
• What is different to the current system for LGPS and Teachers Pension Agency (TPA)?
• Can I leave it to the pensions people?
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When does it apply from
Automatic Enrolment is effective from your staging date:
• Why has the Government given employers different staging dates?
• Do you know your staging date?• If not do you know how to find out your staging date?
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Decisions each employer must make
• Are you going to use transitional delay?
• Are you going to use postponement?
• Who is going to issue letters and communications to staff?
• Who will change the recruitment process?
• Who is going to register with The Pensions Regulator when you have passed your staging date?
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What we can do to support you?
Important to realise that Automatic Enrolment is anemployers issue.
• Suggested wording for letters;
• Posters and communication document’s; and
• Experts (staff who have lived through the process previously).
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Typical Problem Employees
• Casual employees;• Consultants;• Councillors; and• Maternity leave.
An example below employer staging date 1/4/13 recruits a new employee 1/5/13 on her 21st birthday
• 1/5/13 - Brought into scheme under scheme rules (opts out)• 1/5/14 - Auto enrolled at age 22 (opts out)• 1/5/15 - Goes on nil pay on trip of lifetime/maternity leave• 1/10/15 - returns to full pay so is auto enrolled (opts out)• 1/4/16 - Third year anniversary of staging date so is auto
enrolled (opts out)
Complaints?????
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Problem Employers
Employers with multiple schemes:
• Teachers and Local Government; • Lots of casual employees;
• Multiple payroll providers;
• Local Government plus defined contribution schemes; and • Employer where the Local Government scheme is a closed fund.
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Suggested Timetable
I have a little spread sheet to help employer keep track of communication requirements.
• Staging date;
• General steps to consider;
• Split between if you use transitional delay or not; and • Responsibility.
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Good News
Reasons to be cheerful
• The LGPS is a qualifying scheme;
• Other employers have gone through the process;
• Current practise complies with the majority of the requirements; and • Electronic opt out route being prepared;
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Bad News
Reasons to remain vigilant
• I stress it is the employers decision on who to AE and ultimately the Pension Regulator has the powers to fine employers who do not comply with their requirements;
• There will be upset staff/complaints; and
• The administration will be a pain.
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Summary
• Employers issue;
• Employer cannot issue any opt out forms;
• Need to repeat every 3 years;
• LPFA can offer assistance; and
• There will be complaints.