The new automatic enrolment laws appear deceptively simple – eligible workers must be provided with a pension account and employer contributions are mandatory. But on closer inspection, many are struggling with the challenge of complying with the complexity and the detail of these ground-breaking changes. Automatic enrolment has been described as project management on an industrial scale. To get it right, employers need time, money and often substantial investment in new IT and administration systems.

We have developed strong links with pension benefit consultants and IT system providers to help you find a solution to the challenge of automatic enrolment. This sets us apart from other law firms, as it enables us to help you to find a fully integrated technology-driven solution, which goes beyond the pure legal issues. The challenge of automatic enrolment cannot be looked at in a vacuum. Our solutions take account of this.

Although we recommend employers leave sufficient time to introduce the changes they need ahead of their staging date, we appreciate this is not always realistic. You are only a telephone call away from our dedicated and experienced team of lawyers, who have advised on the automatic enrolment issues confronted by employers in a wide range of sectors.

We take the time and care to gain a deep and meaningful understanding of your business so that we not only reduce the risks to your business, but also add value wherever we can. For some of our clients, automatic enrolment has been marketed as a positive good news story in difficult economic times, incentivising their workers and helping raise productivity. We have advised employers of all shapes and sizes, so whether your workforce is highly paid and internationally mobile, or varied and fluctuating, we can guide you every step of the way.


Notable deals / highlights

  • Advised commercial radio organisations on questions of whether radio presenters should be classified as workers or the genuinely self-employed, coming off the fence with our advice so that these employers could reach firm conclusions on difficult issues with an audit trail should it be necessary to satisfy the Pensions Regulator.

  • Advised a major UK retailer on a number of pension changes to implement prior to their staging date for automatic enrolment, including harmonisation of contribution rates and pay definitions and associated employment law issues with staff handbooks and contracts.

  • Advised a rapidly expanding global hotel management business on the interplay between TUPE and automatic enrolment, as well as separately advising on the risks of acquiring a hotel management company with automatic enrolment responsibilities for the hotels it managed.

  • Advised a leading global property management company on the implementation of changes to its pension plans in the UK, as part of its overall employee benefits package, advising on employer consultation obligations and connected industrial relations issues.

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