1. The Legal Duty
Under the Pensions Act 2008, every UK employer must automatically enrol eligible staff into a workplace pension scheme and make regular contributions.
This is known as automatic enrolment, and it applies whether you’re a single-site employer or a large organisation managing multiple payrolls.
Failing to comply can lead to penalties issued by The Pensions Regulator (TPR), which monitors and enforces workplace pension duties.
“Auto enrolment is not optional — it’s the law. Employers must put certain staff into a pension scheme and make contributions.”
— The Pensions Regulator (source)
2. What Employers Must Do
Employers have several key responsibilities:
Assess Eligibility — Determine which staff meet the criteria based on age and earnings.
Choose a Pension Scheme — Select a compliant, approved provider or allow workers to use their chosen scheme.
Enroll and Contribute — Automatically enrol eligible staff and make regular contributions on their behalf.
Maintain Records — Keep detailed evidence of enrolments, opt-outs, and contributions for at least six years.
Communicate Clearly — Provide every worker with written information about their pension rights and options.
These duties apply from the day you employ your first eligible worker.
3. How PKL Pensions Simplifies Compliance
Traditional pension administration can be complex — particularly for employers managing high staff turnover or multiple agency relationships.
PKL Pensions provides a single, independent platform that ensures:
- Full transparency: every worker’s provider choice is recorded and accessible.
- Automated reporting: contribution data syncs directly with payroll records.
- Audit readiness: every transaction and update is timestamped and logged.
- Data protection: all information is handled in accordance with UK GDPR.
By centralising records and automating compliance functions, employers reduce manual workload and minimise the risk of non-compliance.
4. Avoiding Common Pitfalls
Employers often run into issues because of small oversights — not deliberate non-compliance.
The most frequent causes of TPR penalties include:
- Missing or incorrect staff assessments
- Failure to re-enrol every three years
- Late or incomplete contributions
- Inadequate record keeping
- Poor communication with staff
Using an independent platform helps prevent these issues, providing structured oversight and automatic reminders for re-enrolment and reporting obligations.
5. Why Compliance Benefits Everyone
Compliant auto-enrolment isn’t just about avoiding fines — it’s about trust and retention.
Workers are more confident when their pensions are handled transparently, and employers gain operational stability and reputational strength.
By adopting systems that respect worker choice while maintaining legal duties, employers meet both their regulatory and ethical obligations.
✅ Key Takeaway
Auto-enrolment compliance doesn’t have to be complicated.
With the right systems and oversight, it becomes a natural part of payroll — not a regulatory headache.
PKL Pensions helps employers stay compliant, efficient, and transparent.
