With the new Workplace Pension Reform legislation well into its first year, many employers are still unsure of their obligations, when these will affect them and what this will actually mean from a practical perspective to ensure compliance with the regulations. The first step is to consider and prepare an initial planning and design strategy that best meets the business\u2019 requirements.<\/p>\n
The Planning and Design strategy for Workplace Pension Reforms should be completed at least 6 months from your Staging Date (with an initial cost assessment 18-24 months before). Without this time to consider the many area\u2019s that need to be addressed your business runs the potential risk of non-compliance with the legislation, an impossible workload and unhappy employees.<\/p>\n
In our Workplace Pension Reform Planning and Design stage we will work with you to undertake the following:<\/p>\n
–\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Identify your Staging Date<\/p>\n
–\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Identify your different types of workers (employees, temps, agency, and contractors)<\/p>\n
–\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Discuss the merits of bringing forward or postponing your auto enrolment staging date<\/p>\n
–\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Identify your pay reference period(s)<\/p>\n
–\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Discuss whether contractual enrolment or auto enrolment should be used<\/p>\n
–\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Consider the implementation of salary exchange<\/p>\n
–\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Decide if different contributions will be used for different employees<\/p>\n
–\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Review of existing scheme suitability for automatic enrolment<\/p>\n
–\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Decide on the contribution design (pensionable pay, rates, salary exchange, phasing)<\/p>\n
–\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Review of employment contracts<\/p>\n
–\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Investigate suitable default investment solutions<\/p>\n
–\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Investigate potential automatic enrolment system solutions<\/p>\n
–\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Investigate potential pension scheme solutions<\/p>\n
–\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Decide on automatic enrolment system<\/p>\n
–\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Recommend preferred pension provider<\/p>\n
The Planning and Design stages provide the structure for us to produce and manage a bespoke Workplace Pension Reform Implementation Plan in conjunction with your business\u2019 objectives and the legislation.<\/p>\n
The Workplace Pension Reforms don\u2019t stop at meeting your duties at the Staging Date. We will also ensure your chosen scheme follows The Pensions Regulator\u2019s \u2018What a Good Pension Scheme Looks Like\u2019 and \u2018Delivering Good Member Outcomes\u2019 best practise guidelines to ensure your pension scheme has the required corporate governance and your staff benefit from pro active professional advice to maximise the value of this employee benefit.<\/p>\n
free, no obligation review\u2026\u2026\u2026.. <\/b><\/p>\n
If you wish to understand how the Workplace Pension Reforms will affect your business and want to find out how Wingate Benefit Solutions can help, we will provide a review at no cost or obligation to you.<\/p>\n
the next step\u2026\u2026 <\/b><\/p>\n
Contact either of our pension specialists Paul Weeks or Richard Grover on<\/p>\n