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.
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.
Every year we look at behaviours and attitudes to current and future financial health among the UK working population using our Generation WHY? survey. In our most recent survey, we spoke to more people than ever before with 3,000 giving us their views.
Let’s get something straight: a pension is not a strategy. We explain why retirement planning strategies should be about more than just pensions, providing practical solutions on how to tackle a looming retirement crisis.
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.
Our PerioDiC Spring newsletter summarises the trustee, company and other elements to be aware of which help with running a defined contribution (DC) scheme.
Our Autumn PerioDiC newsletter summarises the trustee, company, and other elements to be aware of which help with running a defined contribution (DC) scheme.
Our Spring PerioDiC newsletter summarises the trustee, company, and other elements to be aware of which help with running a defined contribution (DC) scheme.
While a dearth of pension changes in the October 2018 Budget is generally a welcome thing, our Pensions Technical Specialist James Jones-Tinsley looks at key issues the Chancellor won’t be able to keep dodging and explains why they matter to financial advisers and their clients.
Our Beyond Pensions report reveals that UK employers care about the financial needs of their employees and want to help alleviate their financial stress, but are not hitting the spot.
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
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.