Examples - Our Auto Enrolment and Employee Benefit Portal

Our Auto Enrolment Solution for Corporate Clients

We specialise in the group pensions market and advise large and small employers. Our largest corporate client is a national recruitment agency with over 2,500 staff and in excess of 40,000 flexible workers. We have administered their group pension by contract since 2001. In addition we administer a weekly benefit plan for around 5,500 of their flexible workforce.

As we have worked in the Group Pension sector for so long, we identified very early on that Auto Enrolment would have a major impact so sought a Joint Venture with a technology partner to provide an independent solution. Our chosen partner provides technology and back office systems to Glaxo SmithKline, Tesco and Royal Dutch Shell so you can be sure of their provenance. We arranged for them to meet The Pensions Regulator in October 2011 after which we began to build our portal.





We knew that the solution had to be capable of dealing with multiple pension providers, both weekly and monthly payroll and provide a user friendly employer and employee interface. The system provides a fully compliant auditable process to ensure adherence to The Pensions Regulators stated process, thus avoiding business disruption and significant fines.





The Pensions Regulator has a stated process of 7 points, the good news is that we can help you with 6 of the 7 steps. The only step we cannot help with is paying the contributions!

Companies now have a government created administration and compliance issue requiring specialist skills. Do what many Companies do - outsource the problem!

Using our skills, experience and technology we can act as your Pensions Manager and relieve you of this burden.

Let us do for you what we do best, while you concentrate on what you do best.






The importance of an effective Benefits programme






The design and content of employee benefits should aim to support the business by helping to attract, recruit, engage and motivate its employees. Organisations need to examine what their existing and future employees need and want and how best they can meet these needs.

Once appropriate benefits are in place, employers should communicate on an ongoing basis what benefits are on offer and why, so that employees are aware of the benefits and appreciate and value them.

Additionally, they should consider whether employees have the right knowledge, skill and attitudes to make informed decisions and whether they need to foster financial awareness.

It is also important to establish targets and measures against which to assess how well each benefit is supporting its aims and objectives so that any necessary adjustments may be made.


Why Now?
The economic environment is particularly challenging at the moment as:-
• Currently it is difficult for Employers to consider pay rises so should give thought to how else they may be able to bring benefits to their staff.
• From 2012 employers will be required to automatically enroll all eligible job holders into a qualifying workplace pension and to make minimum contributions into it.
• Employee Engagement – surveys conducted by the CIPD show that only 30% of HR managers believe they communicate well within their own organisation.

• Better communication is the key to becoming more engaged with the work force, which increases loyalty, trust and employee contribution to the business
Our web based Portal solution, Pathway will help deliver these outcomes in a profitable way for both Employee and Employer. The Employer can give his Employees access to a wide range of money saving benefits whilst addressing the imminent impact of Pensions Reform.
We would suggest there has never been a more appropriate time for an Employer to review their activities in the area of Employee Benefits and particularly in seeking out better value for money.

Pathway – The HR Solutions benefit portal.

Your portal will be branded to tie in with your company and provide consistency with your company message.

Each member of your staff will have a personalised User Id and secret password to protect access to personal data relating to the reward Package

The login screen also provides a contact option should any login issues occur


Fundamental to achieving greater Engagement/Interaction with the employees is Effective Communication. In addition to existing methods the portal allows HR (the company) to communicate via the portal in two clear ways.

Firstly the “banner� field at the top of the Welcome page is useful for communicating a collective message, such as “ payslip now available to view online�, informing everyone as they login.

Secondly the “mail� section allows electronic mail to be delivered to individuals or a group of individuals e.g. “You have not yet used the Lifestyle Benefits option to gain Discounts� You could be saving considerable amounts on your day to day spending. Contact HR if unsure how to use the system�


• As previously discussed one of the main objectives of adopting this Engagement process is to educate your employees so they appreciate the Full benefit of working for you. Statistics confirm that a significant number of employees do not consider valuable company benefits when they review their position. Generally basics salary is the benchmark. To overcome this the availability of a visual Total Reward Statement – should go some way to challenge the status quo


• This appears in the form of a 3D Bar chart (Benefits) and 3D pie chart (Total Reward)
Core Benefits are viewable via the portal, typically Pension, share options, death in service and sick pay

• Accessibility

As part of the engagement programme it may be that some employees need to be reminded of the actual benefits available, so the “core benefits� screen reminds them and gives details of the current schemes and benefit levels as well as the option to link to the provider’s site if appropriate.


In today’s challenging environment the ability to give employees access to significant savings is greatly appreciated by staff.

To encourage use of the portal and to take away the HR burden of periodical changes to personal details, all employees are encouraged to keep their personal details up to date

“Check for update� facility, “View any Employee Data�, “Unlimited Data Upload�
Management Information ( MI) to generate reports on portal utilisation

These allow HR (Administrator) to track changes, view data and update the records within the system, with items such as updated pension details. This is simply uploaded via spreadsheet.