The Department for Work and Pensions has confirmed the thresholds for pensions automatic enrolment for 2017/18.
The main qualifying threshold or ‘trigger’ for employees to be automatically enrolled will be maintained at £10,000 per annum. The lower limit of the qualifying earning band and will be £5,876 and the upper limit £45,000.
The written statement also includes:
‘Automatic enrolment has been a great success to date with almost 7 million people enrolled by more than 293,000 employers. It will give around 11 million people the opportunity to save into a workplace pension and we expect this to lead to around 10 million people newly saving or saving more by 2018, generating around £17 billion a year more in workplace pension saving by 2019/20.’
With over a million micro (1 – 4 employees) and small (5 – 49 employees) employers reaching their staging date for auto enrolment in the last quarter of 2016/17 and throughout 2017/18 it is important to ensure employers comply with their obligations. The Pensions Regulator has confirmed the exceptions which apply to employers which can be found at on their website (see the TPR link below).
Please contact us if you would like help with auto enrolment compliance or to determine whether or not your business is exempt from auto enrolment.
Internet links: Parliament written statement TPR exemptions
The government has revealed ten of the most bizarre excuses used by unscrupulous business owners who have been found to have underpaid workers the NMW.
These employers used excuses such as ‘only wanting to pay staff when there are customers to serve and believing it was acceptable to underpay workers until they had ‘proved’ themselves’.
The government has launched an awareness campaign to encourage workers to check their pay to ensure they are receiving at least the statutory minimum ahead of the NMW and NLW increases on 1 April 2017.
Employers need to ensure they are paying their employees at least the NMW and NLW.
||Rate from 1 October 2016
||Rate from 1 April 2017
|NLW for workers aged 25 and over (introduced and applies from 1 April 2016)
|the main rate for workers aged 21-24
|the 18-20 rate
|the 16-17 rate for workers above school leaving age but under 18
|the apprentice rate, for apprentices under 19 or 19 or over and in the first year of their apprenticeship
This will be the second increase in six months for the NMW rates. Going forward the NMW and NLW rates will both be reviewed annually in April.
In a recent article in the Employer Bulletin, HMRC cite common errors:
- not paying the right rate, perhaps missing an employee’s birthday,
- making deductions from wages which reduce the employee’s pay below the NMW/NLW rate,
- including top ups to pay that do not qualify for NMW/NLW,
- failure to classify workers correctly, so treating them as interns volunteers or self employed and
- failure to include all the time a worker is working, for example time spent shutting up shop or waiting to clear security.
What are the penalties for non-compliance?
The penalties imposed on employers that are in breach of the minimum wage legislation are 200% of arrears owed to workers. The maximum penalty is £20,000 per worker. The penalty is reduced by 50% if the unpaid wages and the penalty are paid within 14 days. HMRC also name and shame employers who are penalised.
If you would like help with payroll issues please contact us.
Internet link: GOV.UK NMW news