Now that more and more employers have reached their pension auto - enrolment staging dates and are obliged to enrol their eligible
jobholders into an auto - enrolment compliant pension scheme, the relationship between auto - enrolment and TUPE pension protection is becoming more acute.
Basically, employers are obliged to automatically enrol their eligible
jobholders into a pension scheme from their relevant staging date.
The pensions landscape will be unrecognisable following the introduction of new legislation from October 2012 which will require employers to automatically enrol eligible
jobholders into a pension scheme.
Not exact matches
Once enrolled
into an automatic enrolment pension scheme, an eligible
jobholder can decide to opt - out of the pension scheme.
The employer should also build
into their payroll processes the ability to refund any contributions deducted from a
jobholder who opts out during the opt - out period.
The category of
jobholder then further subdivides
into 2 groups, «eligible
jobholders» and «non-eligible
jobholders».
Alternatively, the employer may choose to enrol «
jobholders»
into the National Employment Savings Trust (NEST), a government - established scheme.
From the date the relevant employer's duties apply, the employer must arrange for all eligible «
jobholders» to be automatically enrolled
into a qualifying pension scheme.
The Pensions Act 2008 introduced a duty on all employers to automatically enrol «
jobholders»
into a workplace pension scheme...
All
jobholders who have been automatically enrolled
into a qualifying pension scheme have a statutory right to opt out of whichever scheme he or she has joined.
If the new employer has passed its staging date and the transferred worker is an «eligible
jobholder» on the transfer date, he or she must be automatically enrolled
into a qualifying pension scheme.
The
jobholder will communicate with overseas branches and perform translation of documents
into languages the clients understand.