The fast food chain’s workforce includes a large number of weekly-paid and young employees under the age of 25 as well as its salaried population. It therefore has a number of staff who are on the cusp of meeting the qualifying criteria for auto-enrolment, and could find that they do so because of fluctuating pay levels.
To ensure the process runs as smoothly as possible, KFC assesses who is likely to become eligible for auto-enrolment when each weekly payroll takes place. It then informs the managers of all employees affected to enable them to help communicate this to these individuals.
Craig Truter, total reward manager at KFC, says: “By doing an assessment at payroll time, we can give a heads-up to the management of restaurants so they can talk to any individuals affected. By keeping it relevant and by highlighting who will be impacted on a week-by-week basis, we can be more targeted.”
Assessments are carried out under an arrangement between KFC’s internal payroll department, using software hosted by Capita, and pension providers Scottish Widows and The People’s Pension. Advice and project management are provided by Lorica Employee Benefits.
KFC has built an online learning module on auto-enrolment into each employee’s training account, which they can access when appropriate. Truter says: “If they are being auto-enrolled coming up to a busy season like Christmas when they are likely to do lots of hours and get bonuses, they can go into [the module] at that point and get all the relevant information.”
