On this page
- Formal assessment of staff
- Duties for new employers without PAYE schemes
- Giving notice
- Postponement on your client's staging date
- Ongoing responsibilities
- What letters are sent to my clients from TPR?
- Advanced guidance
Formal assessment of staff
When your client starts to have duties, they must carry out a formal assessment of their staff to work out their automatic enrolment duties for individual members of staff - see step '3. Checking who to enrol' on how to do this.
Once this is done, your client must ensure eligible staff are enrolled by sending their pension scheme the information they need to make them active members of the scheme. This should be done as quickly as possible.
Staff may wish to join, opt in or opt out of (or leave) a scheme and in each case you’ll need to understand what your client needs to do. For staff who ask to:
- join a pension scheme – your client must provide a pension scheme for their staff to pay contributions into, but your client doesn’t have to contribute
- opt into a pension scheme – your client must put them into a pension scheme that can be used for automatic enrolment and pay regular contributions
- opt out of a pension scheme – your client’s staff who have been enrolled or who have opted in, have the right to opt out within a certain period, and your client must act on this request (see our page on "Opting out").
Duties for new employers without PAYE schemes
If your client becomes a new employer from 1 October 2017, they will have duties from the day their new worker began employment.
If their staff earn £113 per week (£490 a month) or below, HMRC may not require them to set up a PAYE scheme.
Your client does still have certain automatic enrolment duties, however, and must start to complete them as soon as they employ their first member of staff:
- they must write to their staff to tell them how automatic enrolment applies to them
- if their staff then ask in writing to be put into a pension scheme, your client must set this up for them but they do not have to pay into it
When your client starts paying a member of staff more than £113 per week, they must set up a PAYE scheme with HMRC. They must also assess their members of staff to work out if they need to be put into a pension scheme that your client must also pay into.
After your client has set up their PAYE scheme, we'll write to them and ask them to complete a declaration of compliance, which is where they tell us how they've met their duties, by a specific date.
To find out more about the duties your client will need to complete if they become a new employer on or after 1 October 2017, please refer to our page on duties for new employers.
If a member of staff gives notice, or the employer gives them notice, to leave employment before the employer has completed the automatic enrolment process, the employer has a choice whether to enrol them or not.
Postponement on your client's staging date
Your client may use postponement on their staging date to delay the automatic enrolment assessment for some or all of their staff for up to three months. For example, if your client knows a staff member will be leaving within three months of the start of their legal duties, your client may apply postponement to that individual. This means your client won’t need to assess this staff member to identify what duties they have until the last day of the postponement period, at which point your client must enrol any staff members who are eligible. Read more information about postponement.
If your client is using postponement and a member of staff requests to be enrolled during the postponement period, they must be put into a pension scheme. See step '3. Checking who to enrol' for further information.
Once staff are active members of a pension scheme, there are ongoing responsibilities for the employer, such as ensuring contributions are paid on time and that any notices relating to staff opting in and joining or opting out are processed and accurate records maintained. See step '9. Knowing your client's ongoing duties' for more information.
What letters are sent to my clients from TPR?
The Pensions Regulator (TPR) sends out regular letters and emails to employers to support them with their automatic enrolment duties. You may find it useful to familiarise yourself with these, to help your clients understand what to do and by when.
These letters form a series of communications which will be sent to your clients during the automatic enrolment process, helping them to understand their duties and guiding them through what to do next.
This resource may help if your client has have more detailed questions on the above:
- Detailed guidance 6: Opting in, joining and contractual enrolment (PDF, 141kb, 33 pages)
For information about opt-in processes and how contractual enrolment fits with the new legislation.
How to assess your client's workforce for automatic enrolment (video)
Video which talks about what a business adviser needs to do if they undertake automatic enrolment duties on behalf of an employer.
Raising your client's staff awareness about automatic enrolment
Your clients' staff will probably want to know how automatic enrolment applies to them.