• 63% of savers don’t know about salary sacrifice pensions – a £1.9 billion missed opportunity across the UK.
• Salary sacrifice allows employees to exchange part of their salary for increased pension contributions, creating National Insurance savings for both employer and employee.
• These savings can boost take-home pay or be reinvested into the pension – with no extra cost to the employer.
• A business with 200 employees earning £35k each could save £48,000 per year using salary sacrifice.
• Starting early matters – a 20-year-old could gain nearly £20,000 more in pension contributions by State Pension Age.
• Common barriers include lack of awareness, perceived complexity, and misunderstanding of impact on pay or benefits.
• WPD simplifies the process from scheme review to implementation, helping businesses and staff benefit fully.

• Young workers face a triple pressure: soaring housing costs, student debt, and reduced pension security – the H.E.P. challenge.

• Housing affordability has halved in a generation, with average deposits of £59,000 delaying home ownership.

• Student loans now average £45,600, acting like an extra tax and eroding savings potential.

• Retirement risk has shifted to individuals, with defined contribution pensions replacing more generous final salary schemes.

• The demographic time bomb: by 2050, only 1.5 workers will support each retiree, straining public finances and the state pension.

• A silver lining: £5.5 trillion in intergenerational wealth transfer is expected in the UK over the next 30 years.

• Employers can act by enhancing pensions, offering salary sacrifice, and providing financial education.

• System reform is needed to tackle affordability, tax barriers, and financial literacy.

• WPD supports employers in navigating these pressures through strategic pension planning and employee wellbeing programmes.

Avi Levison, Managing Director, Ever Brite Cleaning Services Ltd

Back in 2013 when Avi Levison brought a workplace pension scheme into his 300 strong cleaning company, it was a stressful experience, despite Avi’s accounting background. It wasn’t an easy system to manage and there were often discrepancies between what it said it was owed and Avi’s own calculations. Despite these challenges he managed the pensions himself for 4/5 years, causing him sleepless nights and a considerable amount of stress. He started researching companies that could help.

“We started working with Drew Donaldson at WPD when we had about 300 employees. We are now closer to 1000. Drew took the problem away, sorted out our mess, and now does it every month. I can sleep at night because I don’t have to worry about my employee pensions anymore.

“Drew is very responsive and highly recommended – the fees are a small price to pay for peace of mind.

“Every month I upload my thoughts into an email and Drew just deals with it. His knowledge of pensions and his understanding has stopped my sleepless nights.

“I don’t hear much from him because I don’t need to. I get a bill and I pay it: in fact it’s all automated. I send my information and he does his thing. I just don’t have to worry about it.

“I am absolutely happy to recommend WPD – Drew and the team do an absolutely superb job.”

Many people avoid the word “pension” due to fear of the future or unrealistic optimism

• Our brains are wired for short-term thinking—making long-term financial planning feel unnatural. 
• Previous generations benefited from “accidental pensions” via final salary schemes and compulsory membership. 

• Since the 1986 Financial Services Act, responsibility has shifted to individuals—yet most are unequipped to plan properly. 

• Young workers today face the H.E.P. challenge: Housing, Education, and Pensions. 

• Auto-enrolment schemes help overcome inaction, but engagement and education are still lacking. 

• Employers can support staff by simplifying pensions through payroll integration and outsourced pension scheme administration. 
• Reframing pensions as a tool for financial independence—rather than a confusing obligation—is essential. 

Learn how psychology affects retirement saving—and how employers can make a difference. 

• Auto-enrolment schemes are Occupational Pension Schemes and fall under The Pensions Regulator’s oversight. Compliance is mandatory. 

• Key legal responsibilities include auto-enrolment, re-enrolment, record keeping, and communication. 

• Hidden risks arise from payroll errors, incorrect contribution calculations, and employee status changes. 

• Regular scheme reviews (pension MOTs) help assess compliance, reduce costs, and improve value. 

• Poor record keeping, communication gaps, and outdated scheme setups are common pitfalls. 

• Effective pension management supports recruitment, retention, risk reduction, and cost control. 

• Forward-thinking employers use salary sacrifice, financial education, and payroll integration to maximise value. 

• With 17 million working days lost to financial stress, getting pensions right is both a legal and business imperative. 

• WPD helps employers meet their obligations and improve scheme efficiency with expert support and compliance reviews. 

Are you meeting your pension duties?

From payroll errors to re-enrolment slip-ups—we outline what every employer needs to know.

Auto-enrolment (AE) has transformed UK pension participation since its phased rollout began in 2012

• Originally aimed at large employers, it now supports over 1.25 million employers via Master Trusts like NEST, Smart Pension, and The People’s Pension. 
• AE improved access and affordability, but also drove market consolidation, higher standards, and pricing transparency. 

• The shift from commission-based schemes to transparent fee structures benefits employers and savers alike. 

• Default fund performance varies significantly—choice of provider can greatly impact member outcomes. 

• Auto-enrolment succeeds by using behavioural nudges, but challenges remain: 

• Contribution levels may be too low 

• Employee engagement is often minimal 

• Small pension pots from job mobility create inefficiencies 

• The future focus: raising contributions, improving digital engagement, and possibly creating lifetime providers that follow employees through career changes. 

• WPD helps employers enhance AE schemes through scheme reviews, salary sacrifice, and integrated payroll support. 

Discover how AE transformed UK pensions—and what’s still missing.