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.
Employee Assistance Programmes are one of the most effective tools available to support employees. However, they are under-promoted, under-utilised and therefore undervalued by those employees they are there to help.
It is a great time to take a deep breath and do our own annual financial health check. The findings of Barnett Waddingham’s fourth annual “Generation WHY?” survey does just this; providing an insight into the financial wellbeing of the UK workforce.
The Government published its much anticipated white paper ‘Protecting Defined Benefit Pension Schemes’ on Monday 19 March. Here we outline for employers the three main issues it addressed.
Our Spring PerioDiC newsletter summarises the trustee, company, and other elements to be aware of which help with running a defined contribution (DC) scheme.
Uncrystallised Funds Pension Lump Sums (UFPLS) is a simpler way of drawing out all funds being accessed in one go. This technical briefing details the rules regarding UFPLS.
In our PerioDiC newsletter, we summarise the trustee, company, and other elements to be aware of which help with running a defined contribution (DC) scheme.
Surveying the financial wellbeing of 3,000 people, we've discovered some stark findings on how prepared the current UK workforce is for retirement.
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.
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.