The clock is ticking for UK employers who haven’t yet gone live with auto enrolment workplace pensions. We’ve almost reached the second quarter of 2015 and 2017’s the final enrolment deadline.
With nearly 200 fixed penalty notices reported to have been issued by pensions watchdog, The Pensions Regulator, in the last quarter of 2014, well over 1,000 warnings given out in the same period and 1.2 million employers due to stage over the next 2 years, now’s the time to act.
However, if you’re battling to get to grips with auto enrolment (and we wouldn’t be surprised; it hasn’t been labelled ”˜the biggest shake up of pension reform for a generation’ for nothing!), there’s never been a better time to outsource the increasingly burdensome payroll function.
“You’re bound to say that!” we hear you shout. And, yes, we agree with you. As an outsourced service supplier, it’s in our best interests to promote outsourcing at every opportunity.
But, we anticipate some scepticism which is why we’ve helpfully compiled a compelling list of five good reasons in our attempt to convince you that we’re not being entirely selfish. We’re actually doing our bit to help you cope with mandatory pensions reform and avoid costly financial penalties or irreversible reputational damage.
So, without further delay, let the five reasons begin”¦