The Pensions Regulator (TPR) has launched a new campaign warning that pension duties still apply for employers of summer staff – even if they are hiring for just a few weeks.
Construction employers are amongst those targeted in the new digital campaign, which will run throughout the summer.
The campaign, which aims to reach more than 200,000 employers, warns that failing to check legal duties could result in a fine.
This is not a paywall. Registration allows us to enhance your experience across Construction Management and ensure we deliver you quality editorial content.
Registering also means you can manage your own CPDs, comments, newsletter sign-ups and privacy settings.
Joey Patel, director of compliance at TPR, said: “Our message to employers in the construction industry is clear – whether you’re hiring temporary staff for a few days or the whole summer, your legal pension duties still apply.
“We know the vast majority of employers are doing the right thing for their staff and have helped make [automatic enrolment] a fantastic success, with more than 11 million workers enrolled since 2012.”
Helping employers stay compliant
TPR monitors employers of all sizes and has recovered more than £700 million in missing pension contributions owed to savers from employers since 2012.
A new digital timeline tool provided by TPR has been launched to help employers manage their duties.
The tool creates an individual duties timeline for new employers, setting out what they need to do and when. More than 20,000 have used the tool since it was launched in October 2024.
“In sectors, like the construction industry, where employers are likely to hire seasonal staff, eligible workers may be at a greater risk of not getting what they are owed,” Patel added. “If you're not sure of your [automatic enrolment] duties, check up on them. Don’t risk a fine.”
What employers need to know
If you employ seasonal or temporary staff, you must assess them individually every time you pay them, whether they work for you for a few days or several months.
If an employee meets the age and earnings criteria, they are eligible for automatic enrolment from day one.
TPR has published step-by-step guidance on how to assess and enrol seasonal or temporary staff.
TPR has further guidance if you’re employing staff whose hours and pay will vary.
Employers with temporary or seasonal staff can consider using postponement. This means they can choose to delay assessing who to put into a pensions scheme for up to three months.
If you think you may be late in meeting your duties for your temporary staff, you are advised to contact TPR immediately, so that the regulator can provide support.
