{"id":38211,"date":"2025-07-21T01:16:03","date_gmt":"2025-07-21T01:16:03","guid":{"rendered":"https:\/\/employmenthero.com\/uk\/?post_type=resources&#038;p=38211"},"modified":"2026-04-01T10:01:07","modified_gmt":"2026-04-01T10:01:07","slug":"automatic-enrolment-guide","status":"publish","type":"resources","link":"https:\/\/employmenthero.com\/uk\/resources\/automatic-enrolment-guide\/","title":{"rendered":"Auto-Enrolment: An Employer&#8217;s Guide To Pension Submissions"},"content":{"rendered":"\n<div class=\"wp-block-group alignfull resource-sticky-downloadable-template has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group alignfull blog-template-header has-light-violet-50-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group alignfull has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\"><div 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C10.0136795,9.43578101 9.94709821,8.67146367 9.44693666,8.24224316 C8.94677511,7.81302264 8.20254916,7.8816073 7.78481199,8.39527139\" fill=\"currentColor\"\/><\/svg> \n    <\/span>\n            <span class=\"eh-social-sharing-button__copied_text\">\n            URL copied for sharing!        <\/span>\n    <\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group post-title-mobile has-global-padding is-layout-constrained wp-container-core-group-is-layout-6 wp-block-group-is-layout-constrained\"><h2 class=\"blog-template-title wp-block-post-title\">Auto-Enrolment: An Employer&#8217;s Guide To Pension Submissions<\/h2>\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-5 wp-block-group-is-layout-flex\">\n<p class=\"has-sm-font-size\">Published<\/p>\n\n\n<div class=\"wp-block-post-date has-sm-font-size\"><time datetime=\"2025-07-21T01:16:03+00:00\">21 Jul 2025<\/time><\/div><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-columns content-flex is-layout-flex wp-container-core-columns-is-layout-1 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:55%\">\n<div class=\"wp-block-group sticky-downloadable-title has-light-violet-50-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-11 wp-block-group-is-layout-constrained\" style=\"padding-bottom:var(--wp--preset--spacing--24)\"><h1 class=\"blog-template-title wp-block-post-title\">Auto-Enrolment: An Employer&#8217;s Guide To Pension Submissions<\/h1>\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-10 wp-block-group-is-layout-flex\">\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-9 wp-block-group-is-layout-flex\">\n<p class=\"wp-block-employmentherocom2025-custom-post-date has-sm-font-size\">\n    <span>Last Updated<\/span>&nbsp;<time datetime=\"2026-04-01T10:01:07+00:00\">Apr 1, 2026<\/time>\n<\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div id=\"content-wrapper\" class=\"wp-block-group content-wrapper has-global-padding is-layout-constrained wp-container-core-group-is-layout-12 wp-block-group-is-layout-constrained\">\n<p>Last Updated: 16 March 2026<\/p>\n\n\n\n<h2 class=\"wp-block-heading has-border-color has-light-violet-300-border-color\" style=\"border-width:3px;border-radius:14px;padding-top:var(--wp--preset--spacing--3);padding-right:var(--wp--preset--spacing--3);padding-bottom:var(--wp--preset--spacing--3);padding-left:var(--wp--preset--spacing--3)\">What is Auto Enrolment Pensions UK?<\/h2>\n\n\n\n<p>Auto-enrolment is a legal requirement in the UK that requires employers to enrol eligible workers into a workplace pension and make contributions. Since its introduction in 2012, it has helped over 10.8 million workers save for retirement. The Pensions Regulator (TPR) enforces compliance, with penalties for employers who fail to meet their duties.<\/p>\n\n\n\n<p>This guide covers everything UK employers need to know: who qualifies, contribution requirements, implementation steps, and how to avoid penalties. Whether you&#8217;re new to HR compliance or managing an existing scheme, you&#8217;ll find clear answers to your auto-enrolment questions below.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Understanding Auto-enrolment<\/h2>\n\n\n\n<p>Auto-enrolment is a legal requirement in the UK that employers must adhere to in order to enrol eligible workers into a workplace pension. For businesses, it\u2019s a vital part of compliance and is enforced by <a href=\"https:\/\/www.thepensionsregulator.gov.uk\/en\/employers\" target=\"_blank\" rel=\"noreferrer noopener\">The Pensions Regulator (TPR)<\/a>.<\/p>\n\n\n\n<p>Understanding pension scheme enrolment, particularly if you\u2019re new to business or HR compliance requirements, can seem daunting. Not to worry, this is your handy complete guide that dives into exactly what automatic enrolment is, what your duties are as an employer, how to implement pension scheme enrolment, as well as the compliance requirements. Let\u2019s get started.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">What is auto-enrolment?<\/h3>\n\n\n\n<p>As part of the <a href=\"https:\/\/www.gov.uk\/government\/publications\/workplace-pensions-and-automatic-enrolment-employers-perspectives-2022\/summary-workplace-pensions-and-automatic-enrolment-employers-perspectives-2022\" target=\"_blank\" rel=\"noreferrer noopener\">Pensions Act 2008<\/a>, the UK government requires employers to automatically enrol eligible employees into a workplace pension scheme and make contributions. This is to help ensure employees begin saving for retirement by making pension saving the default option.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Key dates<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>The day an employer\u2019s first employee begins work:<\/strong> This marks the beginning of your auto-enrolment responsibilities.<\/li>\n\n\n\n<li><strong>The declaration of compliance deadline: <\/strong>This is due within five months of the start date of your auto-enrolment responsibilities, and must be submitted to TPR to confirm your compliance.<\/li>\n\n\n\n<li><strong>Re-enrolment:<\/strong> Every three years, employers must re-assess and re-enroll any eligible employees who previously opted out. Employers must choose a re-enrolment date within a six-month window that starts three months before and ends three months after the third anniversary..<\/li>\n\n\n\n<li><strong>Re-declaration of compliance deadline:<\/strong> This is due within five months of the re-enrolment date and confirms ongoing compliance to TPR.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Auto enrolment deadlines and compliance timeline<\/h2>\n\n\n\n<figure class=\"wp-block-table custom-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Milestone<\/strong><\/td><td><strong>Timeline<\/strong><\/td><td><strong>Action required<\/strong><\/td><td><strong>Penalty for non-compliance<\/strong><\/td><\/tr><tr><td><strong>Duties start date<\/strong><\/td><td>When the employer takes on their first employee<\/td><td>Begin assessing all staff<\/td><td>\u00a3400 fixed + escalating daily fines<\/td><\/tr><tr><td><strong>Employee enrollment<\/strong><\/td><td>Immediately when eligible<\/td><td>Auto-enrol into qualifying scheme<\/td><td>\u00a3400 fixed + \u00a3200-\u00a3500\/day<\/td><\/tr><tr><td><strong>Statutory communications<\/strong><\/td><td>Within 6 weeks of assessment<\/td><td>Send enrollment letters to employees<\/td><td>\u00a3400 fixed + escalating fines<\/td><\/tr><tr><td><strong>Declaration of compliance<\/strong><\/td><td>Within 5 months of duties start date<\/td><td>Submit to TPR online<\/td><td>\u00a3400 fixed + \u00a3200-\u00a310,000\/day<\/td><\/tr><tr><td><strong>Re-enrolment<\/strong><\/td><td>Every 3 years (+3 month window)<\/td><td>Re-assess and re-enrol opted out eligible workers<\/td><td>\u00a3400 fixed + escalating fines<\/td><\/tr><tr><td><strong>Re-declaration<\/strong><\/td><td>Within 5 months of re-enrolment date<\/td><td>Submit updated declaration to TPR<\/td><td>\u00a3400 fixed + escalating fines<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p>The Pensions Regulator escalates daily penalties based on company size, ranging from \u00a350\/day for micro businesses to \u00a310,000\/day for large employers.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Types of pension schemes available<\/h3>\n\n\n\n<p>When it comes to workplace pensions, there are a few different types available.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Defined contribution scheme&nbsp;<\/h3>\n\n\n\n<p>This is the most common type of pension scheme and involves both the employer and employee contributing into the pension pot, which is then invested to build up savings for retirement. Investment can span across various funds such as stocks, bonds or property.<\/p>\n\n\n\n<p>The final value of the pension depends on how much is paid in, how well the investments perform, and the charges applied by the pension provider. This scheme however, doesn\u2019t guarantee income in retirement. The employee bears the investment risk and the outcome may vary depending on market conditions.<\/p>\n\n\n\n<p>At retirement, employees can usually take 25% of their pension pot, tax free and use the remaining funds to purchase an annuity, enter flexible drawdown, or take lump sums. Defined contribution pensions are transferable between jobs and offer flexibility but they require employees to take a more active role.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Defined benefit scheme<\/h3>\n\n\n\n<p>This pension scheme provides employees with a guaranteed income for life after retirement. It is paid based on a set calculation that\u2019s typically linked to the employee\u2019s salary and length of service with the employer, rather than investment performance.<\/p>\n\n\n\n<p>With this scheme however, the employer bears the financial risk and is responsible for ensuring that there is enough money in the pot to pay out the funds promised. And not a lot of employers tend to go for this option because of this.<\/p>\n\n\n\n<p>When the time comes to pay out employees, the most common types include final salary schemes, which are based on the employees salary at retirement, and career average schemes, which are based on average salary over their career. They are most common within the public sector such as the NHS, teachers\u2019 or civil service pensions.<\/p>\n\n\n\n<p>This pension offers predictable and secure retirement income, meaning they are highly valued but are rarely offered to new employees in the private sector.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Hybrid schemes<\/h3>\n\n\n\n<p>A hybrid scheme is exactly how it sounds. It\u2019s a combination of a defined benefit scheme and a defined contribution scheme, offering a blend of both features to balance predictability of income with flexibility and cost control.<\/p>\n\n\n\n<p>Whilst there are different types of hybrid schemes, the most common is a cash balance scheme. This is where the employer promises to contribute a fixed amount or provide a guaranteed lump sum at retirement, but instead of paying a regular income, the lump sum is invested or used to buy an annuity. This way, depending on the setup, the investment risk is shared between the employer and employee.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Workplace Pension Schemes: Quick Comparison<\/h2>\n\n\n\n<figure class=\"wp-block-table custom-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Scheme type<\/strong><\/td><td><strong>Who bears risk?<\/strong><\/td><td><strong>Income guarantee?<\/strong><\/td><td><strong>Most common in<\/strong><\/td><td><strong>Transferable?<\/strong><\/td><\/tr><tr><td><strong>Defined contribution<\/strong><\/td><td>Employee<\/td><td>No<\/td><td>Private sector, SMEs<\/td><td>Yes<\/td><\/tr><tr><td><strong>Defined benefit<\/strong><\/td><td>Employer<\/td><td>Yes (based on salary\/service)<\/td><td>Public sector (NHS, teachers, civil service)<\/td><td>Limited<\/td><\/tr><tr><td><strong>Hybrid (cash balance)<\/strong><\/td><td>Shared<\/td><td>Partial (lump sum guaranteed)<\/td><td>Large private sector employers<\/td><td>Varies<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p>For auto-enrolment purposes: Most UK SMEs choose defined contribution schemes due to cost predictability and lower risk to the employer. Defined benefit schemes are increasingly rare in the private sector.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Employer duties<\/h2>\n\n\n\n<p>An employer has set duties they are responsible for when it comes to auto-enrolment pensions.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Identifying eligible workers<\/h3>\n\n\n\n<p>Your first responsibility as an employer is to identify any eligible employees. Eligibility includes:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Employees must be aged 22 and above.<\/li>\n\n\n\n<li>Below State Pension age.<\/li>\n\n\n\n<li>Must earn \u00a310,000 or more per year from a single job.<\/li>\n\n\n\n<li>Classed as a worker (typically includes full-time, part-time and some agency or temporary staff).<\/li>\n\n\n\n<li>Ordinarily work in the UK<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Auto enrolment eligibility criteria<\/h2>\n\n\n\n<figure class=\"wp-block-table custom-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Eligibility criteria<\/strong><\/td><td><strong>Requirement<\/strong><\/td><\/tr><tr><td>Minimum age<\/td><td>22 years old<\/td><\/tr><tr><td>Maximum age<\/td><td>Below State Pension age<\/td><\/tr><tr><td>Minimum earnings<\/td><td>Earn at least \u00a310,000 per year in that employment<\/td><\/tr><tr><td>Worker classification<\/td><td>Must be classed as a worker (full-time, part-time, some agency\/temporary staff)<\/td><\/tr><tr><td>Work rights<\/td><td>Must have the right to work in the UK<\/td><\/tr><tr><td>Assessment frequency<\/td><td>Every pay period<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Employee categories under Auto Enrolment<\/h2>\n\n\n\n<figure class=\"wp-block-table custom-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Category<\/strong><\/td><td><strong>Age<\/strong><\/td><td><strong>Annual earnings<\/strong><\/td><td><strong>Auto-enrolement required?<\/strong><\/td><td><strong>Employer contribution required?<\/strong><\/td><\/tr><tr><td>Eligible jobholders<\/td><td>22 to State Pension age<\/td><td>\u00a310,000+<\/td><td>Yes (automatic)<\/td><td>Yes (minimum 3%)<\/td><\/tr><tr><td>Non-eligible jobholders<\/td><td>16-21 or State Pension age to 74 or earning \u00a36,240-\u00a39,999<\/td><td>Varies<\/td><td>No, but can opt in<\/td><td>Yes, if they opt in<\/td><\/tr><tr><td>Entitled workers<\/td><td>16-74<\/td><td>Less than \u00a36,240<\/td><td>No, but can opt in<\/td><td>No (unless voluntary)<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p>The table above summarises the three worker categories. Employers must reassess employees every pay period, as earnings fluctuations may move workers between categories.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Assessment criteria for different employee categories<\/h3>\n\n\n\n<p>Employees can be classified into 3 categories:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Eligible jobholders are workers who must be automatically enrolled into a workplace pension scheme. To fall into this category, they must meet the above criteria, of being over 22 years of age, earn \u00a310,000 or more from a single job and have the right to work in the UK.<\/li>\n\n\n\n<li>Non-eligible jobholders meet some but not all of the aforementioned criteria. These employees are not auto enrolled but have the right to opt in and if they do, you as an employer, are required to contribute to their pension.<\/li>\n\n\n\n<li>Entitled workers are those aged between 16 and 74 who earn less than \u00a36,240 per year. While they also have the right to join a pension scheme, employers are not required to contribute unless they wish to do so on a voluntary basis.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Enrolment process requirements<\/h3>\n\n\n\n<p>The process of enrolment typically begins when an employee becomes an eligible jobholder, triggering their employer to auto-enrol them into a qualifying workplace pension scheme. Most businesses use <a href=\"https:\/\/employmenthero.com\/uk\/products\/payroll-software\/\">payroll software<\/a> to manage this process.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Employer contribution obligations<\/h3>\n\n\n\n<p>Employers are legally required to make minimum contributions to their employees\u2019 workplace pensions, under the <a href=\"https:\/\/www.gov.uk\/workplace-pensions\/joining-a-workplace-pension\" target=\"_blank\" rel=\"noreferrer noopener\">UK\u2019s auto-enrolment rules<\/a>. The minimum total contribution is 8% of an employee\u2019s qualifying earnings. Employers must contribute at least 3% as part of this, whilst the employee typically contributes the remaining 5%.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Minimum Auto Enrolment Contribution Breakdown<\/h2>\n\n\n\n<figure class=\"wp-block-table custom-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Contributor<\/strong><\/td><td><strong>Minimum %<\/strong><\/td><td><strong>Based On<\/strong><\/td><td><strong>Annual Qualifying Earnings Band (2024\/25)<\/strong><\/td><\/tr><tr><td>Employer<\/td><td>3%<\/td><td>Qualifying earnings<\/td><td>\u00a36,240 &#8211; \u00a350,270<\/td><\/tr><tr><td>Employee<\/td><td>5%<\/td><td>Qualifying earnings<\/td><td>\u00a36,240 &#8211; \u00a350,270<\/td><\/tr><tr><td>Total minimum<\/td><td>8%<\/td><td>Combined<\/td><td>&#8211;<\/td><\/tr><tr><td>Tax relief<\/td><td>Automatic<\/td><td>Employee contributions<\/td><td>Applied by scheme or HMRC<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p>Employers can choose to contribute more than 3% to enhance their benefits package. In this case, the employee contribution would be reduced accordingly, provided the total still reaches 8%.<\/p>\n\n\n\n<p>However, employers can choose to contribute more than 3% if they wish to bolster their benefits package. This would mean the employee would contribute less than 5%, so long as the total contribution did not exceed 8% in total.<\/p>\n\n\n\n<p>Employees can also have an alternative structure to their contributions, also known as salary sacrifice. Within this structure, an employee agrees to reduce their gross salary by the amount of their pension contribution, and the employer would then pay that amount directly into the pension scheme. This option can be more tax and <a href=\"https:\/\/employmenthero.com\/uk\/resources\/factsheet-national-insurance\/\">National Insurance (NI)<\/a> efficient for both employer and employee&nbsp; as it reduces the employee\u2019s taxable income and the employer&#8217;s NIC liability.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Record-keeping requirements<br><\/h3>\n\n\n\n<p>UK employers are required by law to keep accurate pension records for a minimum of 6 years; this is enforced by TPR. Records must show all key actions related to auto-enrolment including, when employees were assessed and enrolled, opt-in and opt-out notices, and all contributions made by both the employer and employee.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Implementing automated pension submissions<\/h2>\n\n\n\n<p>When implementing automated pension submissions, you must ensure your employees are enrolled into a compliant pension scheme. To help you do just that, here\u2019s a step by step guide.<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Choose a qualifying pension provider<\/strong><\/li>\n<\/ol>\n\n\n\n<p>The first step is to select a pension scheme provider that meets auto-enrolment requirements. You can easily find reputable providers through a quick online search so you can explore the best option for your business.<\/p>\n\n\n\n<ol start=\"2\" class=\"wp-block-list\">\n<li><strong>Configure your payroll software<\/strong><\/li>\n<\/ol>\n\n\n\n<p>To configure your payroll software, you\u2019ll need to connect it to your chosen pension provider (usually via an API or file upload), then set the contribution levels and finally ensure payroll is properly configured to assess your employees eligibility each pay period.<\/p>\n\n\n\n<p>Alternatively, you can choose not to connect your pension provider to your payroll software, however, you will still need to update your payroll software with assessed employees, but having your payroll and pensions integrated will save you a lot of time and admin work.<\/p>\n\n\n\n<ol start=\"3\" class=\"wp-block-list\">\n<li><strong>Assess your workforce and categorise employees<\/strong><\/li>\n<\/ol>\n\n\n\n<p>If your payroll software is set up to assess employees then it will evaluate employees based on their age and earnings and assign them to one of the categories mentioned earlier. This process must happen every pay period as some employees may move between categories.<\/p>\n\n\n\n<p>Although, employers can use postponement for up to 3 months from an employee\u2019s start date to avoid enrolling workers with short-term contracts into the scheme straight away.<\/p>\n\n\n\n<ol start=\"4\" class=\"wp-block-list\">\n<li><strong>Send statutory communications to employees<\/strong><\/li>\n<\/ol>\n\n\n\n<p>As a business, you are legally required to inform your employees in writing about their enrolment status, the scheme details and their rights to opt in or opt out. These communications must be sent within 6 weeks of the assessment date and most payroll software will automatically send them.<\/p>\n\n\n\n<ol start=\"5\" class=\"wp-block-list\">\n<li><strong>Submit your declaration of compliance<\/strong><\/li>\n<\/ol>\n\n\n\n<p>The final step is to submit a declaration of compliance to TPR which confirms that you have met your legal responsibilities. It must be completed within 5 months of your duties start date and updated every 3 years.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Ongoing management<\/h2>\n\n\n\n<p>Ongoing management of your workplace pensions is critical in meeting your auto-enrolment duties. Once you\u2019ve got everything set up and running, you must continue to manage re-enrolment, opt-ins, opt-outs and contributions.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Re-enrolment duties<\/h3>\n\n\n\n<p>Every 3 years you must carry out re-enrollment. This involves re-assessing employees who previously opted out, stopped contributions, or left the scheme. If they meet the eligible jobholder criteria, you must re-enrol them automatically. You are also required to inform affected employees in writing about their re-enrolment rights and submit a re-declaration of compliance to TPR within 5 months.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Opt-ins and opt-outs<\/h3>\n\n\n\n<p>All employees have the right to opt out of the pension scheme at any time. However, if an employee opts-out during the first month, you must refund all contributions they and you have made. Non-eligible jobholders and entitled workers do have the right to opt-in and you are also required to process this request and make employer contributions if applicable.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Managing contributions<\/h3>\n\n\n\n<p>Employers must also ensure that pension contributions are managed correctly. This includes ensuring calculations are accurate and paid on time as well as updated when and if there are salary changes, promotions or contract amendments.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Common challenges and solutions<\/h3>\n\n\n\n<p>When auto-enrolling employees, there may be challenges such as missed assessments, incorrect contribution amounts or late payments. These issues can lead to fines from TPR but to avoid them ensure that you:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Use payroll software that automates eligibility checks and contribution calculations.<\/li>\n\n\n\n<li>Set up reminders for re-enrolment deadlines.<\/li>\n\n\n\n<li>Conduct periodic audits of your pension process.<\/li>\n<\/ul>\n\n\n\n<p>However, being proactive with the responsibilities associated with your employees pensions will help you stay compliant and avoid any penalties.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Compliance and penalties<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\">The role of The Pension Regulator<\/h3>\n\n\n\n<p>The Pensions Regulator (TPR) is the UK\u2019s watchdog for workplace pensions and is responsible for ensuring employers meet their auto-enrolment duties. They provide guidance, monitor compliance and have the authority to take enforcement action when employers don\u2019t meet their obligations.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Non-compliance penalties<\/h3>\n\n\n\n<p>Failing to comply with auto-enrolment rules can lead to significant financial penalties including:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>A fixed penalty of \u00a3400 for initial non-compliance.<\/li>\n\n\n\n<li>Escalating daily fines that range from \u00a350 to \u00a310,000 per day depending on the size of your business.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Avoiding common auto-enrolment mistakes<\/h3>\n\n\n\n<p>To avoid mistakes as well as the financial implications, you can use automated <a href=\"https:\/\/employmenthero.com\/uk\/solutions\/automated-pension-submissions\/\">payroll and pension software<\/a> to manage your assessments, contributions and submissions. However, you should also look to work with experts such as Pension Advisors, Payroll Providers and Accountants to ensure the processes you have in place are correct.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Special circumstances<\/h2>\n\n\n\n<p>Whilst auto-enrolment applies broadly to UK employers, there are special circumstances that require a more tailored approach. This includes particular business types, employment models and workforce set ups.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Director-only or owner-managed businesses:<\/strong> If a business only employs directors and no one else, it may be exempt from auto-enrolment duties. This can apply if the director or directors do not have employment contracts in place.<\/li>\n\n\n\n<li><strong>Seasonal, temporary or casual workers:<\/strong> Auto-enrolment only applies to seasonal workers if they meet the age and earnings criteria mentioned above; even if they\u2019re only employed for a short time.<\/li>\n\n\n\n<li><strong>Employees with multiple jobs:<\/strong> If your employee has more than one job, they must be assessed by each employer individually based on earnings from each job. If they earn \u00a36,240 in one role and \u00a310,000 in another, only the second employer is required to auto-enrol them, and there\u2019s no requirement to combine income across jobs for eligibility.<\/li>\n\n\n\n<li><strong>Apprentices and interns:<\/strong> Like employees, they are only enrolled if they meet the above criteria.<\/li>\n\n\n\n<li><strong>International workers: <\/strong>If they usually work in the UK, they must be included regardless of their nationality. However, to gain the relevant tax relief for an international worker there are relevant qualifying requirements. For international workers that do not qualify for tax relief, they should still be enrolled in an auto enrolment scheme if they meet the auto enrolment qualification requirements.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Make auto-enrolment effortless with 91爆料<\/h2>\n\n\n\n<p>Staying on top of your auto-enrolment duties doesn\u2019t have to be complicated. With 91爆料\u2019s <a href=\"https:\/\/employmenthero.com\/uk\/products\/payroll-software\/?_gl=1*7opg0p*_up*MQ..*_ga*NTQxNTQ0OTE1LjE3NDIyMjA1NzI.*_ga_ML8PXVWRJC*MTc0MjIyMDU3MS4xLjAuMTc0MjIyMDU3MS4wLjAuMA..\">Payroll<\/a> you can streamline compliance, reduce admin and avoid costly mistakes.<\/p>\n\n\n\n<p>Ready to simplify pension submission and stay compliant with confidence? Get in touch with our experts today to discover how we make auto-enrolment effortless.<\/p>\n\n\n\n<div class=\"wp-block-buttons has-custom-font-size has-paragraph-2-m-font-size is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-1 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-fill\"><a class=\"wp-block-button__link has-btn-brand-background-color has-background has-text-align-left wp-element-button\" href=\"https:\/\/employmenthero.com\/uk\/request-a-demo\/\"><strong><strong><strong><strong><strong>Speak with an employment specialist<\/strong><\/strong><\/strong><\/strong><\/strong><\/a><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-faq eh-faq eh-faq__bg-light\"><div class=\"eh-faq__container\"><div class=\"eh-faq__header\"><h2 class=\"eh-faq__title\">Auto-enrolment FAQs<\/h2><p class=\"eh-faq__subtitle\"><\/p><\/div><div class=\"eh-faq__content\">\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1775036412753\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1775036412753\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What is auto enrolment pensions UK?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Auto enrolment pensions UK is a legal requirement under the Pensions Act 2008 that requires employers to automatically enrol eligible employees into a workplace pension scheme and make contributions. It applies to workers aged 22 to State Pension age earning \u00a310,000 or more annually. Employers must contribute at least 3% and employees at least 5% of qualifying earnings, totaling 8% minimum. The Pensions Regulator (TPR) enforces compliance.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1775036412758\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1775036412758\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">Who qualifies for auto enrolment pensions UK?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Employees qualify for auto enrolment if they are aged 22 or above, below State Pension age, earn \u00a310,000 or more per year from a single job, are classed as a worker (including full-time, part-time, and some agency or temporary staff), and have the right to work in the UK. Eligibility is assessed every pay period.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1775036468833\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1775036468833\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">How much do employers contribute to auto enrolment pensions?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Employers must contribute a minimum of 3% of an employee&#8217;s qualifying earnings (between \u00a36,240 and \u00a350,270 for 2024\/25) to their workplace pension. Combined with the employee&#8217;s minimum 5% contribution, the total is 8%. Employers can voluntarily contribute more than 3% to enhance their benefits package.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1775036479699\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1775036479699\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What are qualifying earnings for auto enrolment UK?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Qualifying earnings for auto enrolment are earnings between \u00a36,240 and \u00a350,270 per year (2024\/25 tax year). This includes salary, wages, bonuses, commission, overtime, and statutory pay. Pension contributions are calculated on this earnings band, not total salary.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1775036480821\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1775036480821\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">Can employees opt out of auto enrolment pensions?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Yes, employees can opt out of auto enrolment within one month of being enrolled and receive a full refund of contributions made by both them and their employer. After this period, they can cease active membership but will not receive a refund.. Employers must re-enrol opted-out workers every 3 years if they remain eligible.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1775036482506\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1775036482506\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What are the penalties for not complying with auto enrolment?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>The Pensions Regulator can issue a fixed penalty of \u00a3400 for initial non-compliance with auto enrolment duties. This can be followed by escalating daily fines ranging from \u00a350 to \u00a310,000 per day depending on the size of your business. Serious non-compliance can result in court prosecution and unlimited fines.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1775037090645\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1775037090645\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">When did workplace pensions become a legal requirement in the UK?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Workplace pensions came into force under the Pensions Act 2008, with auto-enrolment beginning in 2012. It was phased in gradually starting with large employers, becoming mandatory for all UK employers by 2017.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1775037101221\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1775037101221\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What is pension scheme enrolment?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Pension scheme enrolment is the process of placing eligible employees into a qualifying workplace pension scheme and making contributions on their behalf. Under auto-enrolment, this happens automatically once an employee meets the eligibility criteria of being aged 22 to State Pension age and earning \u00a310,000 or more per year.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1775037112166\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1775037112166\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">How many people have been automatically enrolled in UK pensions?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Over 10.8 million workers in the UK have been automatically enrolled into a workplace pension scheme since auto-enrolment began in 2012.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1775037121023\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1775037121023\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">Can I use postponement for auto enrolment?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Yes, employers can use postponement for up to 3 months from an employee&#8217;s start date or when duties first apply. This helps avoid having to immediately enrol workers with short-term contracts or fluctuating earnings into the scheme.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1775037130332\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1775037130332\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">How does maternity leave affect auto enrolment contributions?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>During statutory maternity, sick, or adoption leave, employers must make pension contributions based on full pre-leave earnings. Different rules apply if an employer operates a salary sacrifice (salary exchange) scheme as their auto-enrolment arrangement.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1775037138146\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1775037138146\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">Can employees rejoin auto enrolment after opting out?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Yes, employees who opt out of auto-enrolment can opt back in at any time by notifying their employer. Additionally, they will be automatically re-enrolled every 3 years if they still meet the eligibility criteria.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1775037148217\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1775037148217\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">How does auto enrolment work with 91爆料?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>91爆料&#8217;s payroll software automates auto-enrolment through PensionSync. It assesses employee eligibility each pay period, calculates contributions automatically, generates and sends statutory enrollment letters, submits contributions directly to pension providers, and provides on-demand declaration of compliance documents to ensure compliance with The Pensions Regulator requirements.<\/p>\n<\/div><\/div><\/div>\n<\/div><\/div><\/div>\n<script type=\"application\/ld+json\">{\n    \"@context\": \"https:\/\/schema.org\/\",\n    \"@type\": \"FAQPage\",\n    \"mainEntity\": [\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What is auto enrolment pensions UK?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Auto enrolment pensions UK is a legal requirement under the Pensions Act 2008 that requires employers to automatically enrol eligible employees into a workplace pension scheme and make contributions. It applies to workers aged 22 to State Pension age earning \\u00a310,000 or more annually. Employers must contribute at least 3% and employees at least 5% of qualifying earnings, totaling 8% minimum. The Pensions Regulator (TPR) enforces compliance.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"Who qualifies for auto enrolment pensions UK?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Employees qualify for auto enrolment if they are aged 22 or above, below State Pension age, earn \\u00a310,000 or more per year from a single job, are classed as a worker (including full-time, part-time, and some agency or temporary staff), and have the right to work in the UK. Eligibility is assessed every pay period.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"How much do employers contribute to auto enrolment pensions?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Employers must contribute a minimum of 3% of an employee's qualifying earnings (between \\u00a36,240 and \\u00a350,270 for 2024\/25) to their workplace pension. Combined with the employee's minimum 5% contribution, the total is 8%. Employers can voluntarily contribute more than 3% to enhance their benefits package.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What are qualifying earnings for auto enrolment UK?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Qualifying earnings for auto enrolment are earnings between \\u00a36,240 and \\u00a350,270 per year (2024\/25 tax year). This includes salary, wages, bonuses, commission, overtime, and statutory pay. Pension contributions are calculated on this earnings band, not total salary.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"Can employees opt out of auto enrolment pensions?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Yes, employees can opt out of auto enrolment within one month of being enrolled and receive a full refund of contributions made by both them and their employer. After this period, they can cease active membership but will not receive a refund.. Employers must re-enrol opted-out workers every 3 years if they remain eligible.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What are the penalties for not complying with auto enrolment?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>The Pensions Regulator can issue a fixed penalty of \\u00a3400 for initial non-compliance with auto enrolment duties. This can be followed by escalating daily fines ranging from \\u00a350 to \\u00a310,000 per day depending on the size of your business. Serious non-compliance can result in court prosecution and unlimited fines.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"When did workplace pensions become a legal requirement in the UK?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Workplace pensions came into force under the Pensions Act 2008, with auto-enrolment beginning in 2012. It was phased in gradually starting with large employers, becoming mandatory for all UK employers by 2017.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What is pension scheme enrolment?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Pension scheme enrolment is the process of placing eligible employees into a qualifying workplace pension scheme and making contributions on their behalf. Under auto-enrolment, this happens automatically once an employee meets the eligibility criteria of being aged 22 to State Pension age and earning \\u00a310,000 or more per year.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"How many people have been automatically enrolled in UK pensions?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Over 10.8 million workers in the UK have been automatically enrolled into a workplace pension scheme since auto-enrolment began in 2012.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"Can I use postponement for auto enrolment?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Yes, employers can use postponement for up to 3 months from an employee's start date or when duties first apply. This helps avoid having to immediately enrol workers with short-term contracts or fluctuating earnings into the scheme.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"How does maternity leave affect auto enrolment contributions?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>During statutory maternity, sick, or adoption leave, employers must make pension contributions based on full pre-leave earnings. Different rules apply if an employer operates a salary sacrifice (salary exchange) scheme as their auto-enrolment arrangement.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"Can employees rejoin auto enrolment after opting out?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Yes, employees who opt out of auto-enrolment can opt back in at any time by notifying their employer. Additionally, they will be automatically re-enrolled every 3 years if they still meet the eligibility criteria.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"How does auto enrolment work with 91爆料?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>91爆料's payroll software automates auto-enrolment through PensionSync. It assesses employee eligibility each pay period, calculates contributions automatically, generates and sends statutory enrollment letters, submits contributions directly to pension providers, and provides on-demand declaration of compliance documents to ensure compliance with The Pensions Regulator requirements.<\/p>\"\n            }\n        }\n    ]\n}<\/script>\n\n\n<style>\n\n.custom-table {\n  display: block;\n  overflow-x: auto;\n}\n\n.custom-table table tr:first-child th,\n.custom-table table tr:first-child td {\n  border: 1px solid #000 !important;\n  background-color: #7623d7 !important; \n color: #ffffff !important;\n  text-align: left;\n  padding: 10px;\n}\n\n#content-wrapper a,\n#content-wrapper p:not(.disclaimer),\n#content-wrapper ol,\n#content-wrapper ul {\n  font-size: var(--wp--preset--font-size--paragraph-2-m) !important;\n}\n\n.content-wrapper li > ul li {padding-bottom:0.75rem!important;}\n.content-wrapper li:last-child > ul li {padding-bottom:0!important;}\n.eh-faq__container {flex-direction:column!important;}\n@media screen and (min-width: 1441px) {\n    .eh-faq__content {\n       max-width: 904px!important;\n        min-width: 715px!important;\n    }\n}\n.eh-faq {padding:0px 0px 24px 0px!important;}\n\n\n<\/style>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column form-column is-layout-flow wp-block-column-is-layout-flow\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div id=\"form\" class=\"wp-block-group form-v2-violet-box-shadow-pattern is-layout-flow wp-block-group-is-layout-flow\">\n\n<div class=\"wp-block-employmentherocom2025-marketo-form-v2 is-layout-flow wp-block-marketo-form-v2-is-layout-flow\">\n                                                            <section class=\"eh_marketo_form-title-section eh_marketo_form-title-section--small\" aria-labelledby=\"marketo-form-title\">\n        <div 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now&quot;,&quot;success_handling_method&quot;:&quot;thank_you_page&quot;,&quot;redirect_url&quot;:&quot;&quot;,&quot;thank_you_message&quot;:&quot;&quot;,&quot;add_lead_linking_id&quot;:false,&quot;add_drift_campaign_id&quot;:false,&quot;drift_campaign_id&quot;:&quot;&quot;,&quot;thank_you_page_id&quot;:&quot;32313&quot;,&quot;thank_you_page_url&quot;:&quot;https:\/\/employmenthero.com\/uk\/thank-you\/downloadable\/resources\/?origin=automatic-enrolment-guide&amp;origin_id=8KlhQ%2BTbHg%2Bz95pdwKwlAYRMa9F%2BchPNowBqGyD4w0MRTk60JMqW%2FuxfU2I%2BOlI9OJVd8elP7P%2FcwgLOwwCSVg%3D%3D&quot;,&quot;progress_indicator_type&quot;:&quot;progress-bar&quot;,&quot;enable_revenue_hero&quot;:false,&quot;revenue_hero_router_id&quot;:&quot;4668&quot;,&quot;revenue_hero_thank_you_message&quot;:&quot;Thank you for booking!&quot;}\"><\/div>\n                                <\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group is-content-justification-center is-nowrap is-layout-flex 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style=\"padding-top:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--20)\">\n<div class=\"wp-block-group is-content-justification-space-between is-layout-flex wp-container-core-group-is-layout-16 wp-block-group-is-layout-flex\" style=\"margin-bottom:var(--wp--preset--spacing--10)\">\n<h3 class=\"wp-block-heading\">Related Resources<\/h3>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-link-arrow is-style-link-arrow--2\"><a class=\"wp-block-button__link has-btn-brand-background-color has-background wp-element-button\" href=\"\/resources\/\">View all<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-query blog-3-col-query-loop is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"columns-3 alignfull wp-block-post-template is-layout-grid wp-container-core-post-template-is-layout-1 wp-block-post-template-is-layout-grid\"><li class=\"wp-block-post post-52766 resources type-resources status-publish has-post-thumbnail hentry resource-type-guides-and-playbooks\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-19 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/onboarding\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1728\" height=\"1014\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Employer Playbook: What is onboarding?\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail.webp 1728w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail-300x176.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail-1024x601.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail-768x451.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail-1536x901.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail-864x508.webp 864w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail-440x258.webp 440w\" sizes=\"auto, (max-width: 1728px) 100vw, 1728px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-3 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-18 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-17 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/02\/Blog.png\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/guides-and-playbooks\/\" rel=\"tag\">Guides and Playbooks<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/onboarding\/\" target=\"_self\" >Employer Playbook: What is onboarding?<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-2\"><p class=\"wp-block-post-excerpt__excerpt\">Real onboarding starts at offer acceptance, spans 90 days and is the #1 source of HR errors. Here&#8217;s how to&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/resources\/onboarding\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Employer Playbook: What is onboarding?<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/resources\/onboarding\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-51732 resources type-resources status-publish has-post-thumbnail hentry resource-type-guides-and-playbooks\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-22 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/employment-contracts-uk-2026\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-2-1.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Employment Contracts UK: What Employers Are Legally Required to Include in 2026\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-2-1.webp 1600w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-2-1-300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-2-1-1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-2-1-768x432.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-2-1-1536x864.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-2-1-440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-6 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-21 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-20 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/02\/Blog.png\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/guides-and-playbooks\/\" rel=\"tag\">Guides and Playbooks<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/employment-contracts-uk-2026\/\" target=\"_self\" >Employment Contracts UK: What Employers Are Legally Required to Include in 2026<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-5\"><p class=\"wp-block-post-excerpt__excerpt\">Employment contracts UK rules are changing under the Employment Rights Act. Find out what to include and update before 2026.&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/resources\/employment-contracts-uk-2026\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Employment Contracts UK: What Employers Are Legally Required to Include in 2026<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/resources\/employment-contracts-uk-2026\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-51681 resources type-resources status-publish has-post-thumbnail hentry resource-type-guides-and-playbooks\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-25 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/switching-payroll-providers-uk\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-3-1.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Switching Payroll Providers UK: A Step-by-Step Migration Guide\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-3-1.webp 1600w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-3-1-300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-3-1-1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-3-1-768x432.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-3-1-1536x864.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-3-1-440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-9 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-24 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-23 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/02\/Blog.png\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/guides-and-playbooks\/\" rel=\"tag\">Guides and Playbooks<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/switching-payroll-providers-uk\/\" target=\"_self\" >Switching Payroll Providers UK: A Step-by-Step Migration Guide<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-8\"><p class=\"wp-block-post-excerpt__excerpt\">Thinking about switching payroll providers? Learn when to switch, what to plan for, common migration mistakes, and what to look&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/resources\/switching-payroll-providers-uk\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Switching Payroll Providers UK: A Step-by-Step Migration Guide<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/resources\/switching-payroll-providers-uk\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><\/ul><\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Simplify your auto-enrolment duties. Our guide covers managing contributions, staying compliant with The Pensions Regulator (TPR) &#038; avoiding penalties.<\/p>\n","protected":false},"featured_media":38771,"menu_order":0,"template":"","meta":{"inline_featured_image":false,"_visual_mode":"business","_lite_auth_enabled":false,"_lite_auth_trigger_method":"scroll","_lite_auth_scroll_percent":25,"_lite_auth_click_element_query":"","exclude_from_algolia":false,"reading_time":"12 min read","display_reading_time":false,"registration_open_datetime":"","registration_close_datetime":"","event_start_datetime":"","event_end_datetime":"","time_zone":"","location":"","link_video":"","wistia_video_id":"","video_type":"","file_video":"","download_content_type":"file","download_file":"38213","download_url":"","download_cta_label":"","homepage_thumbnail":0,"footnotes":""},"resource-type":[172],"topic":[],"learn_topic":[],"industry":[],"search-tags":[],"audience":[],"business-size":[],"product-tag":[],"funnel-stage":[],"region":[],"pain-point":[],"persona":[],"post_features":[],"class_list":["post-38211","resources","type-resources","status-publish","has-post-thumbnail","hentry","resource-type-checklists"],"_links":{"self":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resources\/38211","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resources"}],"about":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/types\/resources"}],"version-history":[{"count":15,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resources\/38211\/revisions"}],"predecessor-version":[{"id":49716,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resources\/38211\/revisions\/49716"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/media\/38771"}],"wp:attachment":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/media?parent=38211"}],"wp:term":[{"taxonomy":"resource-type","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resource-type?post=38211"},{"taxonomy":"topic","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/topic?post=38211"},{"taxonomy":"learn_topic","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/learn_topic?post=38211"},{"taxonomy":"industry","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/industry?post=38211"},{"taxonomy":"search-tags","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/search-tags?post=38211"},{"taxonomy":"audience","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/audience?post=38211"},{"taxonomy":"business-size","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/business-size?post=38211"},{"taxonomy":"product-tag","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/product-tag?post=38211"},{"taxonomy":"funnel-stage","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/funnel-stage?post=38211"},{"taxonomy":"region","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/region?post=38211"},{"taxonomy":"pain-point","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/pain-point?post=38211"},{"taxonomy":"persona","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/persona?post=38211"},{"taxonomy":"post_features","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/post_features?post=38211"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}