We reduce the administrative burden that businesses have when dealing with workplace pension, savings or employee benefit arrangements, enabling business owners to focus on running their business instead. By taking advantage of key expertise across the firm, we are able to provide an affordable service to employers. We are able to keep costs low by focussing on making efficiencies for clients.
Our team supports employers in meeting their auto-enrolment obligations, either through establishing new auto-enrolment pension schemes or maintenance of their current qualifying workplace pension schemes.
We offer a streamlined set-up service for auto-enrolment, which we call ‘A>E’. This solution is decision-light for the employer and our team of auto-enrolment specialists will guide employers through the choices they have when creating a qualifying scheme for auto-enrolment purposes.
We have partnered with two leading pension providers for our A>E Solution. This gives the employer a choice based on their circumstances and preference.
Within Pearl Wealth we focus on three central areas which we believe are essential for a compliant and successfully run defined contribution (DC) scheme.
We provide a light-touch level of consultancy to a wide range of pension related services utilising the best thinking from across the firm. We help employers look at the current arrangements they have in place and assess their ongoing suitability.
As part of this service we incorporate The Pension Regulator’s best practice regarding the operational running of DC schemes. The legal framework should not be seen as a ‘tick box’ exercise to simply fulfil the basic governance duties. Instead, employers and trustees should focus on what really matters when it comes to helping employees with their long-term savings.
A successful engagement strategy helps employers and trustees to empower members, allowing them to map their own savings future, based on true understanding. At the heart of this is providing clear and pragmatic information which employees can use to make the right decisions.
Within Pearl Health we primarily focus on four areas of group benefits:
As a team we want to ensure that employee benefits are being handled and administered in the most appropriate way based on the employer’s expectations. Pearl Health does this by carrying out high level reviews of the market place to ensure that our clients are receiving competitive terms and positive provider experiences.
Here we provide some pearls of wisdom based on our experience that will help employers preparing to set up their first workplace auto-enrolment pension scheme.
Mark Futcher and Jonathan Watts-Lay, director at Wealth at Work offer their own compelling insights into the changing face of the retirement landscape in this interview with PMI TV.
We are standing at the forefront of innovation in the wellbeing arena, discarding the old fashioned blanket approach to benefit provision in favour of unique solutions, inspired by ancient philosophies, but tailored for the modern workplace.
In this edition of our PerioDiC newsletter, we summarise the trustee, company, and other elements to be aware of which help with running a defined contribution (DC) scheme.
Welcome to the second PerioDiC - a newsletter summarising the trustee, company, and other elements to be aware of which help with running a defined contribution (DC) scheme.
We are pleased to introduce our first PerioDiC - a newsletter summarising the trustee, company, and other elements to be aware of which help with running a defined contribution (DC) scheme.
50% of employers are concerned that DC is not being used for its primary purpose
Why BWell 2017 questioned full and part time UK workers to determine the overall level of wellbeing and happiness in the workplace.
Our ‘Generation WHY? study, now in its third year, highlights important generational attitudes and perspectives towards money matters as well as savings and how personal affluence affects outlook.
ECITB appointed Barnett Waddingham in 2015 to provide member communication consultancy to their scheme members, relating to the proposed switch of future benefit accrual from the DB to DC section of their scheme.