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By now, almost every company and individual employing staff in the UK has had to come to grips with the requirements of Pension Automatic Enrolment<\/a>.<\/p>\n
Date<\/strong><\/td>\n| Employer minimum contribution<\/strong><\/td>\n | Total minimum contribution<\/strong><\/td>\n<\/tr>\n | Employer’s staging date to 05\/04\/18<\/td>\n | 1%<\/td>\n | 2% (including 1% staff contribution)<\/td>\n<\/tr>\n | 06\/04\/18 \u2014 05\/04\/19<\/td>\n | 2%<\/td>\n | 5% (including 3% staff contribution)<\/td>\n<\/tr>\n | 06\/04\/19 onwards<\/td>\n | 3%<\/td>\n | 8% (including 5% staff contribution)<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n | What if a member of staff decides they can’t afford the increased contribution?<\/h3>\nIf a member of staff decides that they do not wish to pay the increased levels which reach 5% by 6 April 2019 then they can opt out at any time and the Scheme provider will have given guidance on how this is achieved.<\/p>\n However, the employee cannot gain a repayment of the pension contributions paid to date.<\/p>\n This option is only available during the first month after each individual has been enrolled in to the Pension Scheme.<\/p>\n","protected":false},"excerpt":{"rendered":" By now, almost every company and individual employing staff in the UK has had to come to grips with the requirements of Pension Automatic Enrolment. If you have a new payroll then this problem may still await you at the start of 2018. This paper does not deal with the advantages and disadvantages of Automatic[…] <\/p>\n |