Services for businesses and employers

Helping employers meet their auto-enrolment obligations while creating pension arrangements that employees understand and value.

We provide:

• Auto-enrolment support

• Pension scheme reviews

• Governance and compliance guidance

• Salary exchange implementation

• Employee pension education

A UK qualifying workplace pension scheme is a pension arrangement that meets the legal standards set out in the Pensions Act 2008 for use in automatic enrolment. In short, it must meet minimum quality requirements so employers can use it to enrol eligible workers and make mandatory contributions. Below is a summary of what “qualifying” means in practice.

What makes a scheme “qualifying”?

1. It must be a registered pension scheme. A UK pension scheme can only qualify if it is formally registered and meets the statutory quality standards.

2. It must meet minimum quality standards. These differ by scheme type:

Defined Contribution (DC) schemes must receive minimum contributions based on qualifying earnings. Typical minimum total contribution: 8%, with at least 3% from the employer.

Defined Benefit (DB) schemes must provide a minimum level of benefits or meet a minimum cost of providing them.

Hybrid schemes must meet the relevant minimum standard for whichever benefit type applies.

3. It must support automatic enrolment and:

• Accept automatically enrolled members

• Provide a default investment fund (DC schemes)

• Allow opt‑outs and re‑enrolment as required by law

4. Employer duties must be supported and:

• Assess their workforce

• Enrol eligible workers

• Make minimum contributions

• Maintain compliance with TPR rules

5. Payroll deduction must be used where employers deduct employee contributions directly from pay and pass them to the pension scheme.

Oversight and compliance

The Pensions Regulator enforces the rules and can issue penalties for non‑compliance. Employers must re‑enrol eligible staff every three years and keep records.

Providing financial security and peace of mind for employees and their families should the worst happen.

Benefits can include:

• Lump sum death-in-service cover

• Dependants’ pensions

• Relevant life policies for directors and key staff

A UK group life assurance scheme is an employer‑provided insurance arrangement that pays a tax‑free lump‑sum benefit to an employee’s chosen beneficiaries if the employee dies while employed (“death in service”). It is one of the most common workplace protection benefits in the UK, designed to provide financial security and emotional support to families.

A group life assurance scheme is a collective life insurance policy arranged by an employer that covers a group of employees. If a covered employee dies while in service, the scheme pays a lump sum to their nominated beneficiaries.

Key features

Death‑in‑service cover — Pays a lump sum to the employee’s beneficiaries if they die while employed.

Tax‑free benefit — Benefits are usually paid via a discretionary trust, so they fall outside the employee’s estate.

Employer‑funded premiums — As employer funded premiums are made, typically they will qualify as an allowable business expense.

No medical underwriting — Most employees are covered automatically without medical checks depending on benefit levels.

Flexible benefit design — Employers can insure all employees or specific categories and choose fixed benefits or multiples of salary.

Wellbeing support services — Many providers include counselling, GP access, legal support, and wellbeing services for employees and families.

How schemes could be structured

Most UK group life schemes are set up under one of the following:

Registered group life trust — Typically follows pension tax rules; suitable for most employers.

Excepted group life trust — Typically considered where benefit levels exceed pension tax limits or for high earners.

Why employers offer this benefit to employees

• Helps attract and retain staff

• Provides peace of mind for employees

• Low cost (as little as ~1% of payroll)

• Enhances wellbeing and bereavement support offerings

Supporting employees financially if illness or injury prevents them from working long term.

Policies may include:

• Replacement income

• Rehabilitation support

• Early intervention services

• Mental health assistance

Group Income Protection (PHI)

A UK group income protection scheme—often called Permanent Health Insurance (PHI)—is an employer‑funded insurance benefit that provides a regular income to employees who cannot work long‑term due to illness or injury. It potentially protects employees from losing their earnings and helps employers manage long‑term sickness absence.

A group income protection (PHI) scheme is an employer‑arranged insurance policy that pays a percentage of an employee’s salary if they are unable to work for an extended period because of illness or injury. Payments usually begin after a deferred period and may continue until the employee returns to work or reaches a nominated retirement age.

Key features

Salary‑replacement benefit — Pays a set percentage of gross earnings during long‑term sickness.

Employer‑funded premiums — The employer owns and pays for the policy; premiums are usually a tax‑deductible business expense.

Deferred period — Benefits start only after a set waiting period.

Rehabilitation and return‑to‑work support — Many insurers provide case managers and bespoke recovery plans.

PAYE‑processed payments — Insurers reimburse an employer, who in turn pays the employee via payroll as normal salary.

Flexible benefit periods — Cover can last for a set timeframe, potentially up to State Pension Age.

How a PHI claim typically commences

Employee becomes unable to work due to illness or injury.

Deferred period begins (employee may receive Statutory Sick Pay or contractual sick pay).

Employer submits a claim to the insurer.

Insurer reimburses the employer.

Employer pays the employee through PAYE as if it were salary.

Rehabilitation support may be provided to help the employee return to work as soon as possible.

Why employers offer it

• Helps employers fulfil duty of care to employees.

• Potentially reduces employee financial strain during long‑term absence.

• Supports retention and wellbeing.

• Assistance in creating structured return‑to‑work plans.

Helping employees access healthcare quickly, reducing time away from work and improving wellbeing.

Options include:

• Full medical cover

• Cash plans

• Dental and optical benefits

• Health screening

A UK group private medical insurance (PMI) scheme is an employer‑funded health insurance policy that gives employees alternative access to private healthcare, diagnostics, and treatment outside of the NHS. It can be one of the most valued workplace benefits in the UK, as a scheme could potentially reduce treatment waiting times, wellbeing support, and could help employees return to work sooner.

A group PMI scheme is a company‑arranged private health insurance plan that covers a group of employees for the cost of private medical treatment. It typically includes consultations, scans, surgery, cancer care, mental health support, and virtual GP services.

Key features

Private healthcare access — Employees can use private hospitals and specialists, as an alternative to NHS waiting lists.

Employer‑funded cover — The employer pays the premium; employees may pay tax on the benefit as a P11D benefit in kind.

Diagnosis and treatment — Improved access to consultants, scans, and surgery.

Cancer care pathways — Most schemes include comprehensive cancer treatment and drugs not always available on the NHS.

Mental health support — Counselling, therapy sessions, and psychiatric care depending on scheme terms.

Virtual GP services — 24/7 online GP appointments for employees and potentially family members.

Optional dependants cover — Employees can add partners or children at their own cost.

Wellbeing extras — Health assessments, fitness apps, nutrition support, and preventative care.

How group PMI works

Employer creates a group policy from an insurer.

Employees are enrolled automatically or by eligibility category.

Employee becomes unwell and contacts the insurer or virtual GP.

Insurer authorises treatment with a private specialist or hospital.

Insurer pays the provider, minus any excess that may be applicable.

Tax and cost considerations

PMI is usually a taxable benefit in kind for employees (P11D).

Employers can treat premiums as a business expense.

Costs vary by age profile, claims history, and level of cover.

Why employers offer it

• Could reduce sickness absence by expediting potential treatments.

• Improved employee recruitment or retention and could enhance an overall benefits package.

• Supports wellbeing and mental health.

• Demonstrates an employer duty of care.

Modern benefits go beyond insurance. We help businesses develop wellbeing strategies that support employees physically, mentally, and financially.

Areas may include:

• Financial wellbeing education

• Mental health support

• Employee assistance programmes

• Health and wellbeing initiatives