On this page
- What must your client continue to do?
- What letters are sent to my clients from TPR?
- Advanced guidance
What must your client continue to do?
Automatic enrolment is a continuing responsibility for employers. An employer's duties do not end after their staging date or duties start date (whichever applies to your client).
You can help your client avoid penalties by understanding how they must meet their duties. Your client must:
- keep records of their automatic enrolment activities (this includes the names and addresses of staff they've enrolled, records of when contributions were paid into a pension scheme, staff opt-in notices, pension scheme reference or registry numbers and information sent to the pension provider) for six years and opt-out notices for four years, read our page on record-keeping for more information
- monitor the ages and earnings of their new and existing staff and check their automatic enrolment eligibility every month (software can help them do this) for existing and new staff. As staff become eligible they will need to be enrolled, read our quick guide to setting up payroll (PDF, 179kb, 4 pages)
- enrol staff and write to them to let them know how automatic enrolment applies to them as they become eligible
- pay contributions to their pension scheme
Responsibility for meeting their duties ultimately lies with the employer.
What letters are sent to my clients from TPR?
The Pensions Regulator (TPR) sends out letters and emails to employers to support them with their automatic enrolment duties. The letters and emails we send to employers with staging dates are available for you to refer to. These letters form a series of communications which are sent to your clients during the automatic enrolment process, helping them to understand their duties and guiding them through what to do next.
You may find it useful to familiarise yourself with these, to help your clients with staging dates understand what do to and by when.
These resources may help if you have more detailed questions on the above:
- Detailed guidance 1: Employer duties and defining the workforce (PDF, 163kb, 28 pages)
Understand how employer duties apply to staff.
- Detailed guidance 9: Keeping records (PDF, 97kb, 13 pages)
Detailed guidance on records that must be kept by law, by both the employer and the pension scheme, as proof of compliance.
- Detailed guidance 8: Safeguarding individuals (PDF, 104kb, 17 pages)
Detailed guidance on supporting your clients to meet their new automatic enrolment duties.
Ongoing duties after your client's legal duties have started
Further details of what your client needs to do after their staging date or duties start date.
Raising your client's staff awareness about automatic enrolment
Your clients' staff will probably want to know how automatic enrolment applies to them.
Automatic enrolment earnings threshold
Find the earnings thresholds for the current tax year, broken down by pay frequency, plus the historic earnings thresholds starting from when the law was introduced in the 2012 - 2013 tax year.