Auto Enrolment Questionnaire

e.g. Limited Company, Partnership, LLP, Charity, etc.

If you are a limited company please enter your company number here. If you do not have a company number please leave this field blank.

This is a 10-digit number printed on official notifications from The Pensions Regulator.

You must assess your staff every payroll period to see if they qualify to be automatically enrolled.

Staff are commonly assessed on 'basic salary' which covers all their earnings, or 'band' or 'qualifying' earnings, which covers what they earn between the lower and upper earnings limits. Other options are also available but these two definitions meet the needs of most of our clients.

The minimum contributions are currently 2% of the salary defined above, of which at least 1% must come from the employer. From April 2018 the minimum will increase to 5% of salary (of which at least 2% must come from the employer) and from April 2019 will increase again to 8%, of which at least 3% must come from the employer). Some of our clients choose to pay more than the minimum but this is entirely up to you.

Matching is where the employer agrees to contribute the same amount as the employee. You can match up to any level you want, and cap the employer contributions if you wish. For example, you might match only up to 5%. If your employee decides to contribute 10% you will still only contribute 5%. Regardless of your matching options, the legal minimums will still apply.

You can put off starting your scheme by up to three months, but this will not change your staging date.

Postponement allows you to defer new employees from joining the pension scheme immediately. For example, you might have a three-month probationary period for all new staff. You can avoid automatically enrolling staff during this period if you wish. Note that your staff still have a legal right to join the scheme if they wish, and if they do you must still contribute your share. Postponement only puts off the automatic part of this process.