The research, conducted among 370 HR and benefits managers, found 21% of those that have auto-enrolled staff are paying in a 1% pension contribution, but only 7% of those still to auto-enrol pay in at this low level.
In turn, 23% of those still to auto-enrol pay in a 5% employer contribution, but just 10% of those that have auto-enrolled pay in this much.
The survey also shows that 73% of respondents that have auto-enrolled their staff used the option to self-certify to simplify the calculation of pension contributions. Certification will exempt employers from having to ensure that the value of an employee’s defined contribution (DC) scheme contributions are at least equal to the statutory minimum pension contribution level over a 12-month period.
In addition, 67% of respondents that have auto-enrolled used postponement, which enables employers to delay auto-enrolment for a period of their choice up to three months from their staging date.
Although the Employee Benefits/Capita Pensions Research 2013 had a major focus on the impact of auto-enrolment on workplace pensions, it also looked at pensions offerings more generally.
It found that 48% of respondents offer a group personal pension (GPP) as their primary pension plan, while trust-based DC schemes have overtaken stakeholder plans as the second most popular choice for employers’ primary pension plan.
Cash balance schemes have yet to gather momentum, with just 1% offering one as their secondary plan.
Master trusts, such as the National Employment Savings Trust, are beginning to appear, with 3% of respondents now offering these as a primary scheme and 6% using them as a secondary scheme.
* Read the full Employee Benefits/Capita Pensions Research 2013
