Engage your employees through Auto Re-enrolment

Auto-re-enrolment provides a great opportunity for employers to review their pension scheme setup, to help re-engage with staff.

Organisations should consider, for example, whether they have appointed the right provider with which to auto-enrol. Has the provider offered the employer the necessary or expected level of support for both the organisation and its employees?

Has the provider’s technology coped with employee volumes and opt-out requests? If not, how can the employer address these issues as part of its re-enrolment project, assuming that it has a project under way, or at least in the pipeline?

Has the provider assisted the employer with its employee communications campaign? Assuming an employer has measured the effectiveness of its campaign, has it been effective? If not, how can it work with its provider to tweak its strategy for the re-enrolment project?

And what wider opportunities does re-enrolment present? Could, for example, employers use it as an opportunity to re-engage employees with their financial education programme, or perhaps their entire benefits package? If so, which aspects of the project could pensions providers help them with, if any?

But a number of employers I’ve been speaking to in recent weeks are not making any special provisions for re-enrolment, let alone planning to exploit the opportunities that the process presents. Most organisations seem to be expecting their pensions scheme providers, consultants or trustees to undertake the work required, with little, if any, input expected by their own workforce.

Employers need to familiarise themselves with their regulatory requirements around re-enrolment and review the effectiveness of their current pension scheme, to ensure that it meets their wider regulatory requirements. Organisations’ pensions duties did not stop with their staging dates.

With market competition heating up in all major sectors, employers determined to take a bullish approach to talent retention will avoid their pension duties at their peril.

Taken from employee benefits article published 10 March 2015 | By Clare Bettelley

Petaurum Solutions’ Comment

A great review that highlights the key areas businesses should be looking at when thinking about their auto enrolment requirements. These were the same areas we considered when putting together our bespoke fixed price SME Auto Enrolment solution. With our solution providing a best in class assessment tool to manage both your assessments, reporting and communication at a press of a button, our expertise in ensuring you engage with employees to maximise your investment along with a full review on the impact Auto Enrolment may have on your HR policies and employment contracts, your Auto Enrolment is fully covered.  Not only that we also will provide a great employee benefits site as part of the package. For a premium service at a great price of £3,750 why not book your implementation today by contacting us or downloading our brochure

This information is intended as a general overview and discussion of the subjects dealt with. The information provided here was accurate as of the day it was posted; however, the law may have changed since that date. This information is not intended to be, and should not be used as, a substitute for taking legal, HR or benefits advice in any specific situation. Petaurum Solutions is not responsible for any actions taken or not taken on the basis of this information. Please refer to the full terms and conditions on our website.

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