Help Centre for Payroll bureaux

Complete guide to re-enrolment

This help centre article will help you understand more about re-enrolment and what it is you need to do.

Under auto enrolment legislation, every three years employers will need to re-enrol eligible jobholders who have opted out, ceased active membership of their pension scheme or reduced their pension contributions below the minimum level.

Employers who do not have any eligible staff to re-enrol will still need to complete the re-declaration of compliance for The Pensions Regulator.

We have developed a guide called ‘Understanding re-enrolment’ explaining how the re-enrolment assessment works and a handy checklist to help you with declaring your compliance again online with the Pension Regulator

Below are a few tips on how you can prepare for re-enrolment.

Step 1
Speak to your payroll software provider

If you use payroll software to manage your auto enrolment assessment duties you should contact your payroll software provide to find out what support they may offer for re-enrolment and if an upgrade to your payroll software is required.

Step 2
Choose your re-enrolment date

Choose your date wisely as you cannot use postponement. Your re-enrolment date can be any date within a six month window starting three months before the third anniversary of your original staging date. Here is an example: If you staged 01 April 2013 then your re-enrolment window opens 01 January 2016 and closes 30 June 2016

The date that you choose may be influenced by the start dates of your regular payroll periods. If you have more than one payroll you may want to choose a date which works well for all payrolls.

Step 3
Update your re-enrolment date in your NOW: Pensions portal

Once you have chosen the re-enrolment date you wish to use, you will need to update the portal to reflect this decision.

We have developed a useful document for you to download Re-enrolment – Updating your NOW: Pensions Portal which provides guidance on how the NOW: Pensions portal holds your re-enrolment date and purpose of this date.

Step 4
Keep up-to-date and accurate records

It's important to keep up-to-date and accurate records of workers who have opted out or ceased membership these are critical so you know who to re-enrol. Workers that opted out within 12 months of re-enrolment don’t have to be re-enrolled nor do workers that have handed in their notice or those who have protection from lifetime allowance tax changes.

Step 5
Consider how you communicate with your workers

NOW: Pensions will send the required enrolment notices to those who are re-enrolled but for some it could come as quite a surprise and be a cause of frustration so be prepared to answer their questions or consider issuing information before your re-enrolment arrives. We’ve created this handy template which you could use as a flyer for all staff or use it to create your own letters to let your workers know the date you’ve chosen for re-enrolment and what to expect.

Step 6
Re-declare your compliance

You don’t need to tell The Pensions Regulator your chosen re-enrolment date until you re-certify compliance. You must re-declare compliance within 5 months of the third year anniversary from either your staging date or previous re-enrolment date. Here is an example: Your 3 year anniversary is 01 April 2016, therefore no matter what re-enrolment date you select you must re-declare your compliance with The Pensions Regulator by 31st August 2016

“Redington’s Investment Committee assigned an Approved Rating to the NPI DGF and positive on the fund.” — Redington
I firmly believe in NOW: Pensions' principle that everyone deserves the right to a better retirement. I look forward to being part of the team which aims to achieve this in the UK. — Win Robbins, former Head of European Fixed Income Barclays Global Investors
NOW: Pensions is supportive, easy for our employees to understand and uncomplicated in terms of its implementation. Its structured approach removes the complicated investment choices & makes auto-enrolment a straightforward and simple process. — Mark Manaton, Managing Director, Blue Arrow Group
...its simple design means the pressure is taken off us as the employer and avoids costly administration charges, whilst removing the burden of choice and ensuring the best possible retirement outcome for our employees. — Matthew Johnson, Head of Compensation and Benefits at Adecco Group UK & Ireland
Why do we insist on having a choice of fund manager when the evidence shows there is usually no benefit to be gained…and there is always a negative impact in terms of cost? — Anthony Hilton financial editor of the Evening Standard writing in Pensions World, June 2013