Step one
Guide to
earnings
bases and
contribution levels
Guidance for employers
V1
2
Contents
01
Background
page 3
1.1 Preset choices to help you meet your duties
02
03
Earnings bases and contribution levels
page 5
2.1 Earnings bases 5
2.2 Contribution levels 6
Qualifying earnings
page 8
3.1 Minimum contribution levels for qualifying earnings
04
9
Certification
page 10
4.1 Minimum contribution levels for tier 1
11
4.2 Minimum contribution levels for tier 2 12
4.3 Minimum contribution levels for tier 3 13
05
Custom earnings
page 14
06
How tax relief works at NEST
page 15
6.1 How do I know if a worker is eligible for tax relief? 15
6.2 What if the worker isn’t eligible for tax relief? 16
07
NEST’s annual contribution limit
page 17
08
Late payments
page 18
09
Glossary
page 19
10
3
About this version
page 20
3
01 Background
When you enrol your workers into NEST you’ll need to assign them to a group.
As part of setting up a group or groups of workers, you’ll need to decide how
much you and your workers will be contributing on a regular basis. To do this
there are two settings you’ll need to choose for each group:
earnings basis
contribution level.
You’ll need to set up a different group for every combination of earnings basis
and contribution level you decide to use.
Groups are collections of workers who share the same:
contribution levels and earnings basis
frequency of contributions
earnings periods
payment due dates.
We’ve created this guide to help you understand what the different earnings
bases are and how their minimum contributions vary. You’ll find case studies
showing how different contribution levels and earnings bases might work
for workers in your organisation. We’ll also tell you how you can work out
tax relief on your workers’ contributions if they’re eligible.
As you might not be familiar with some of the terms we use, we’ve included
a glossary at the back of this guide to help you understand them.
When you’re setting up your groups you’ll also need to add your payment
frequency and pay dates. Our website provides clear instructions on how
to set up a group. Just follow the onscreen steps or see our separate guide
How to set up NEST.
1.1 Preset choices to help you meet your duties
When you set up a group you can choose one of our preset contribution
levels. These are designed to make sure you pay what you need to for your
workers. However, it’s your responsibility to enter a worker’s pensionable
earnings correctly in each contribution schedule to ensure you pay the
minimum contribution.
4
Workers without qualifying earnings (WWQEs), also known as
entitled workers
These are workers earning £5,668 or less for the 2013/14 tax year. You don’t
have to pay any minimum contributions for these workers. You’ll need to enrol
these workers if they ask you to. It’s up to you whether you make contributions
or not and if so, how much.
If you’re not going to make contributions for these workers and don’t want
to manage their contributions to NEST you’ll need to ask them to arrange
payment directly with us. However, you’ll still need to enrol them into
NEST yourself.
Salary sacrifice
If you have a salary sacrifice agreement with your worker, you need to
ensure you’ve set the correct levels of contributions for each worker in the
group. These contribution levels need to be based on post-sacrifice pay.
The contributions need to be set up as ‘All employer contributions’.
5
Earnings bases and
02 contribution levels
2.1 Earnings bases
You’ll need to tell us the earnings basis you’re using so we can work out what
contributions to expect for your workers in each pay period. This means telling
us what parts of the worker’s earnings the contributions will be based on.
For example, suppose you’ve set the employer contribution to 3 per cent of the
worker’s earnings. This 3 per cent contribution could be a very different amount,
depending on what parts of the worker’s pay you choose to take into account.
There are three different earnings bases you can choose from that change the
pensionable earnings you’ll calculate contributions on:
qualifying earnings
certification
custom earnings.
These options will help you define what the pensionable earnings are for
your workers.
Every pay period you’ll need to tell us the amount of earnings each worker has,
based on your chosen earnings basis. These are the figures you’ve used in your
payroll calculations. We call these earnings pensionable earnings. You’ll also
need to provide minimum contributions based on these earnings. We’ll use the
figures you’ve given us to confirm you’ve paid the minimum contributions due.
Why might you choose one earnings basis over another?
You’ve got the flexibility to choose which earnings basis best suits your
needs. For example, you may find certification is an easy way to work out
contributions, as you can base it on basic or total pay.
However, your choice will affect the minimum contribution rates you’ll need
to pay to meet your employer duties. There’s more about this in section 3.
Before you decide which earnings basis to use, you’ll need to understand what
its minimum contributions are.
6
2.2 Contribution levels
A minimum contribution level is the minimum percentage of each worker’s
pay that should be paid in contributions based on the earnings basis you’ve
chosen. It’s up to you what level you set but you’ll need to pay at least the
minimum level for each worker, in line with your employer duties.
You can pay more than the minimum level if you want to, for example as part
of a reward package. Just remember there’s a NEST annual contribution limit
that you should avoid going over. This limit is £4,500 per member for the
2013/14 tax year.
This figure will be adjusted annually in line with increases in average earnings.
Choosing contribution levels
Phasing
Minimum levels of contributions from employers and members are being
phased in. They were introduced at a lower rate in October 2012 and will
increase over time.
The table below shows how the minimum contribution levels will change over
the next few years if you’re using qualifying earnings as your earnings basis.
Date
Minimum contributions
(as a percentage of a worker’s qualifying earnings)
October 2012 - September 2017
Minimum contribution: 2 per cent.
The employer must pay at least 1 per cent of this.
October 2017 - September 2018
Minimum contribution: 5 per cent
The employer must pay at least 2 per cent of this.
October 2018 onwards
Minimum contribution: 8 per cent
The employer must pay at least 3 per cent of this.
You may need to increase the contributions you’re paying to keep in line with
the increasing minimum levels. To make this easy, NEST offers a number of
preset options.
02 Earnings bases and contribution levels
7
Basic-phased
If you pick the ‘basic-phased’ setting we’ll automatically set contribution levels
to the minimum levels required that year, based on the earnings you provide
when you send us your contribution data.
Basic-quick start
If you pick the ‘basic-quick start’ setting we’ll automatically set contribution
levels to the minimum levels required in October 2018, when the phasing
period ends.
For example, if you’re using qualifying earnings as your earnings basis the
minimum contribution will be 8 per cent, of which you as the employer must
pay at least 3 per cent.
Custom
If you pick the ‘custom’ setting you have the flexibility to set your own
contribution levels. However, the amount you pay must be at least equal
to the minimum contribution levels as set out by law under the new
employer duties.
8
03 Qualifying earnings
If you choose qualifying earnings as your earnings basis you’ll be contributing
a percentage of the worker’s gross annual earnings that fall between £5,668
and £41,450. The first £5,668 of their earnings isn’t included in the calculation.
For example, if a worker earns £20,000 their qualifying earnings would
be £14,332.
Worker’s annual earnings
Worker’s qualifying earnings
£5,000
£0 (this worker has no earnings in the band)
£20,000
£20,000 - £5,668 = £14,332
£50,000
£41,450 - £5,668 = £35,782
This means that qualifying earnings can’t be more than £35,782 (£41,450
minus £5,668) for the 2013/14 tax year.
These are annual figures. Because you pay contributions every pay period,
you’ll need to work out qualifying earnings for each pay period in turn.
The table below shows the lower and upper levels of qualifying earnings
relating to a worker’s pay period.
Pay period
Lower level of
qualifying earnings
Upper level of
qualifying earnings
Weekly
£109
£797
Fortnightly
£218
£1,594
Four-weekly
£436
£3,188
Monthly
£473
£3,454
Entitled workers
These workers don’t have any earnings within the qualifying earnings band
for the pay period. This means their qualifying earnings for the pay period will
be zero. If you’ve enrolled any of these workers you’ll still need to tell us their
qualifying earnings for each pay period, even if this figure is £0.
To do this, you’ll need to select a reason for partial or non-payment of
contributions. Select ‘Member has insufficient earnings’ for each pay
reference period while the worker remains in your employment.
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3.1 Minimum contribution levels for qualifying earnings
If you want to comply exactly with the minimum contribution levels you may
want to choose qualifying earnings. That’s because minimum contributions are
strictly based on a percentage of this particular earnings basis.
Minimum contributions are calculated for each pay reference period. So if
the worker received no qualifying earnings for a pay reference period then
no minimum contributions would have to be paid for that period.
Case study
A worker earns £1,000 in May 2013. You’ll need to work out contributions based on their
qualifying earnings.
The qualifying earnings will be £1,000 minus £473 – as the first £473 is outside the band.
This comes to £527 which is the earnings in the band.
The minimum contribution is calculated as a percentage of the qualifying earnings of £527.
Up to October 2017, the minimum contribution is 2 per cent of £527.
You pay half this amount - 1 per cent – though you could pay more. The remainder of this
2 per cent will come from the worker’s contributions. In this example we’ve assumed they’re
eligible for tax relief.
The minimum contribution is 2 per cent of £527 = £10.54.
Your employer contribution is 1 per cent of £527 which is £5.27.
The worker’s contribution is 1 per cent of £527 which is split into:
- 0.8 per cent from their pay, which is £4.22
- 0.2 per cent tax relief of £1.05.
The total to send to NEST will be £5.27 + £4.22 = £9.49.
We’ll then ask the government to send us the remaining 0.2 per cent tax relief of £1.05
which we’ll add to the worker’s retirement pot when we receive it.
You can read how tax relief works at NEST in section.
10
04 Certification
Using certification as an earnings basis means you can choose a definition
of pensionable earnings in line with the tiered approach. You can decide if
you want to include bonuses, overtime, performance-related pay and other
earnings related to the worker’s employment with you.
There are three different types, or tiers, of certification bases to choose from.
All of them start from the first pound of earnings.
For tier 1, pensionable earnings must be equal to or more than the worker’s
basic pay.
For tier 2, total pensionable earnings of all workers must be at least
85 per cent of their total earnings. The pensionable earnings must be
equal to or more than the worker’s basic pay.
Tier 3 includes all earnings as pensionable earnings, which means you need
to include wages, commission, overtime, bonuses, performance-related pay
and any other earnings the jobholder has been paid by you.
Maintaining a certificate
If you’re using certification you’ll need to complete a certificate at least every
18 months. If there’s a significant change to any of the information in the
certificate you’ll have to fill out a new one.
Examples of significant changes could be:
big changes to your organisation, such as mergers and acquisitions
changes to the contribution rate
changes to your pay and reward structure.
It’s your responsibility to complete and maintain your certificate. You
can find a template of the certificate you need to fill out in Annex E of the
Money purchase schemes guidance (PDF) from the Department for Work
and Pensions.
On the certificate you’ll also need to declare what type of scheme NEST is.
NEST is an ‘occupational money purchase scheme’.
As with many other records of your workers, it’s part of your employer duties
to keep a copy of the certificate for six years.
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04 Certification
4.1 Minimum contribution levels for tier 1
Date
Minimum contributions
(as a percentage of a worker’s qualifying earnings)
October 2012 – September 2017
(Introductory rate)
Minimum contribution: 3 per cent
Of this, the employer must pay at least 2 per cent
October 2017 – September 2018
(Introductory rate)
Minimum contribution: 6 per cent
Of this, the employer must pay at least 3 per cent.
October 2018 onwards
(Full rate)
Minimum contribution: 9 per cent
Of this, the employer must pay at least 4 per cent
Case study 1
A worker’s basic salary is £1,000 in March 2013. You’ve put the worker in a group that uses tier
1 certification as its earnings basis. This means you’ve decided to use just basic salary for the
worker’s pensionable earnings.
The minimum contribution is calculated as a set percentage of the £1,000.
Up to October 2017, the minimum contribution is 3 per cent of £1,000. Of this, you as the
employer must pay at least 2 per cent. The other 1 per cent will be made up in full or in part
by the worker’s contribution. In this example the worker is also eligible for tax relief.
The minimum contribution for this period is 3 per cent of £1,000 = £30.
Your employer contributions are 2 per cent of £1,000, which is £20.
The worker’s contribution is 1 per cent of £1,000, which is split into:
- 0.8 per cent from the worker’s pay, which is £8
- 0.2 per cent tax relief of £2.
The total to send to NEST will be £20 + £8 = £28.
We’ll then ask the government to send us the remaining 0.2 per cent tax relief of £2, which we’ll
add to the worker’s retirement pot when we receive it. If the worker isn’t entitled to tax relief
you’ll also need to deduct an additional £2 from the worker’s pay and add this to the amount
you send NEST.
You can read how tax relief works at NEST in section.
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4.2 Minimum contribution levels for tier 2
Date
Minimum contributions
(as a percentage of a worker’s pensionable earnings)
October 2012 – September 2017
(Introductory rate)
Minimum contribution: 2 per cent
Of this, the employer must pay at least 1 per cent
October 2017 – September 2018
(Introductory rate)
Minimum contribution: 5 per cent
Of this, the employer must pay at least 2 per cent.
October 2018 onwards
(Full rate)
Minimum contribution: 8 per cent
Of this, the employer must pay at least 3 per cent
Case study 2
A worker’s basic salary is £1,000 in March 2013. Because the worker’s basic salary is always at
least 85 per cent of their total pay, you’ve decided to put the worker in a group that uses tier 2
certification as its earnings basis.
Minimum contributions are then calculated as a set percentage of £1,000. This means that the
calculation is easier than if you’d chosen to use qualifying earnings.
Up to October 2017, the minimum contribution is 2 per cent of £1,000, of which you as the
employer pay 1 per cent. The other 1 per cent will be made up in full or in part by the worker’s
contribution. In this example the worker is also eligible for tax relief.
The minimum contribution for this period is 2 per cent of £1,000 = £20.
Your employer contribution is 1 per cent of £1,000, which is £10.
The worker’s contribution is 1 per cent of £1,000, which is split into:
- 0.8 per cent from the worker’s pay, which is £8
- 0.2 per cent tax relief of £2.
The total to send to NEST will be £10 + £8= £18.
We’ll then ask the government to send us the remaining 0.2 per cent tax relief of £2, which
we’ll add to the worker’s retirement pot when we receive it. If the worker isn’t entitled to tax
relief you’ll also need to deduct an additional £2 from their pay and add this to the amount
you send NEST.
You can read how tax relief works at NEST in section 6.
13
04 Certification
4.3 Minimum contribution levels for tier 3
Date
Minimum contributions
(as a percentage of a worker’s total earnings)
October 2012 – September 2017
(Introductory rate)
Minimum contribution: 2 per cent
Of this, the employer must pay at least 1 per cent
October 2017 – September 2018
(Introductory rate)
Minimum contribution: 5 per cent
Of this, the employer must pay at least 2 per cent.
October 2018 onwards
(Full rate)
Minimum contribution: 7 per cent
Of this, the employer must pay at least 3 per cent
Case study 3
A worker’s basic salary is £1,000 in March 2013 but they also earn overtime and bonuses of
£500 that month. So their total pay is £1,500. You’ve put the worker in a group that uses tier 3
certification as its earnings basis.
This means that the minimum contribution is calculated on the full £1,500.
Up to October 2017, the minimum contribution is 2 per cent of £1,500, of which you as the
employer pay 1 per cent. The other 1 per cent will be made up in full or in part by the worker’s
contribution. In this example the worker is also eligible for tax relief.
The minimum contribution for this period is 2 per cent of £1,500 = £30.
Your employer contribution is 1 per cent of £1,500, which is £15.
The worker’s contribution is 1 per cent of £1,500, which is split into:
- 0.8 per cent from the worker’s pay, which is £12
- 0.2 per cent tax relief of £3.
The total to send to NEST will be £15 + £12 = £27.
We’ll then ask the government to send us the remaining 0.2 per cent tax relief of £3, which
we’ll add to the worker’s retirement pot when we receive it. If the worker isn’t entitled to tax
relief you’ll also need to deduct an additional £3 from the worker’s pay and add this to the
amount you send NEST.
You can read how tax relief works at NEST in section 6.
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05 Custom earnings
Using a custom earnings basis allows you to calculate your contributions based
on any other method of pensionable earnings that’s appropriate for you. You’ll
need to make sure that your contributions are at least as much as the legal
minimums based on qualifying earnings.
Rather than use qualifying earnings or the alternative earnings bases already
discussed, you may decide you want complete flexibility over your earnings
bases and contribution levels. NEST lets you do this. By choosing the custom
option you can set your earnings basis and contribution levels to whatever
you want.
It’s up to you to ensure that the amounts you pay are at least as much as the
minimum contribution levels set out by the new employer duties. This is a
legal requirement.
Case study
A worker’s basic salary is £1,000 in March for the 2012/13 tax year and they earn no overtime
or bonuses in the month. So their total pay in March 2013 is £1,000. You’ve put them in a
group that uses a custom earnings basis, paying contributions for every pound above £250
for a calendar month. You’ve also set the contribution level to custom and chosen 2 per cent
employer and 2 per cent member contributions.
Qualifying earnings will be £1,000. This is £1,000 minus £250 - as the first £750 is outside the
qualifying earnings band.
The total contributions for March will be 4 per cent of £750 = £30.
Employer contribution are 2 per cent of £750 = £15.
Member contributions are 2 per cent of £750, which is split into:
- 1.6 per cent from the worker’s pay, which is £12
- 0.4 per cent tax relief of £3.
The total to send to NEST will be £15 + £12= £27
We’ll then ask the government to send us the remaining 0.4 per cent tax relief of £3, which
we’ll add to the member’s retirement pot when we receive it. If the member isn’t entitled to
tax relief, you’ll also need to deduct an additional £3 from your worker’s pay and add this to
the amount you send NEST.
Both your overall contribution and your employer contribution are well above what you need
to pay as the minimum, so you know you’ll be meeting your duties.
15
06 How tax relief works at NEST
When you pay contributions to NEST on behalf of a worker they’re made up
of employer contributions and member contributions.
Employer contributions are set at a level you’ve agreed with us. Member
contributions are a little more complicated, as they depend on whether
the member is eligible for tax relief or not.
6.1 How do I know if a worker is eligible for tax relief?
Workers are eligible for tax relief if they meet the following criteria:
they have UK earnings that are subject to income tax for the tax year
they’re resident in the UK at some time during the tax year
they were resident in the UK at some time during the preceding five tax
years and when they joined the pension scheme.
The maximum amount of contributions on which a member can claim relief
is whichever of the following is greater:
the basic amount - currently £3,600
the amount of the individual’s UK earnings for the tax year.
This means that a member who has no relevant UK earnings may still qualify
for tax relief on contributions into a registered pension scheme up to the
basic amount.
In these circumstances tax relief can only be applied if the contributions are
made to a scheme that operates the relief at source (RAS) system. The tax
relief is available even if the member is a non-taxpayer.
To claim tax relief on behalf of your workers we’ll need their National
Insurance (NI) number. We won’t be able to claim their tax relief without it, so
if they have one make sure you’ve included it with their enrolment details. The
only exception is when they’re an overseas worker waiting for an NI number to
be given to them. In this case we’ll be able to claim tax relief for them without
an NI number.
If any of your workers don’t have an NI number they’ll need to get one from
DWP. They’ll then need to add it to their personal details using their online
NEST account or give it to you to pass on to us.
If we have your worker’s NI number, we’ll assume that the workers you
enrol in NEST are eligible for tax relief unless you or they tell us otherwise.
If you think a worker who has an NI number isn’t eligible for tax relief, you
need to contact us on 0300 020 0090.
16
You can get more information on qualifying for tax relief by visiting
hmrc.gov.uk. It’s your responsibility to check with them if you’re unsure
about a worker’s eligibility for tax relief. You agree to this when you accept
NEST’s Employer Terms and Conditions.
What you set and what you send
When you’re setting up your groups and choosing your contribution levels,
the percentages showing for member contributions will include the tax
relief amount.
For instance, if you set 1 per cent as the member contribution amount this
will be made up of:
0.8 per cent member contribution – this is what you send
0.2 per cent tax relief – this is what NEST claims from the government.
The member contribution level you set is higher than the amount you actually
send if the member is eligible for tax relief.
6.2 What if the worker isn’t eligible for tax relief?
The process will be the same. The only difference is that the contribution you
take from the worker’s net earnings will be 100 per cent of the figure you’ve
calculated for the member contribution.
So, if you set 1 per cent as the contribution amount you’d send a 1 per cent
member contribution.
17
07 NEST’s annual contribution limit
NEST’s annual contribution limit is the maximum amount that can be
contributed to any member’s retirement pot in a tax year. The contribution
limit for the 2013/14 tax year is £4,500. This figure will be adjusted annually
in line with average earnings.
The limit applies to the period 6 April 2013 to 5 April 2014. It’s independent
of both the worker’s joining date and the date you start using NEST.
For example, if you started using NEST in January 2014 and you enrol a
worker in the same month, up to £4,500 can be paid into the member’s
retirement pot in the remaining four months of the 2013/14 tax year without
going over the limit. The following year the limit would apply across the
whole of the 2013/14 tax year.
Transfers into NEST
Minimum contributions from more than one employer
We’ll always accept minimum contributions to the member’s retirement pot,
even if they exceed the annual contribution limit. This might happen when a
member has two or more employers at the same time who are using NEST.
What happens if you pay more than NEST’s annual contribution limit?
Any contributions over NEST’s annual contribution limit will be held in cash
in the member’s account until the end of that tax year.
At this point we’ll normally refund the contributions to the member, the
government or yourself as the employer. Members may also have other
choices about what to do with these extra contributions, such as adding
them to their retirement pots in the following tax year. We’ll ask the member
what they want to do at the end of the tax year.
We’ll refund contributions in this order:
additional member contributions
excess member contributions
excess employer contributions.
18
08 Late payments
It’s part of your employer duties to send contributions on time. It’s against the
law to hold on to worker contributions past the payment due date, except
where the worker is still in their opt-out period. The latest date we should
receive contributions deducted from a worker’s earnings is the 22nd of the
following month after the contribution is taken, unless you select an earlier
payment due date when setting up the group.
If contributions aren’t paid on time as set out in the contribution schedule
you sent to NEST, it could mean we have to tell The Pensions Regulator.
A payment due date means the date the payment must have cleared in NEST’s
account, so you’ll have to send the payment earlier than the date selected to
make sure we receive it on time. If we receive the contribution later than this
date we’ll regard it as late.
The timings we’ve set out below are only to give you a rough idea of how long
payment will take using the different methods available. The exact timings
will vary depending on the bank you use and the time of day you make the
payment. Please speak to your bank for more information.
If you’ve chosen to pay by Direct Debit you should set up the mandate at
least 11 working days before it’s due to make sure the payment reaches us
on time. You’ll need to allow four working days for subsequent payments.
Once it’s successfully set up, the advantages of Direct Debit are:
- less risk of errors and late payments
- you don’t have to do anything apart from provide us with your completed
contribution schedule.
If you’ve chosen to pay by direct credit then you’ll need to send the
payment at least six working days before it’s due, to make sure it reaches
us on time.
If you’ve chosen to pay by debit card then you’ll need to send the payment
at least four working days before it’s due to make sure it reaches us on time.
Payments for members within their opt-out period may be paid after the
payment due date, but no later than the date set out in the Occupational
and Personal Pension Scheme (Automatic Enrolment) Regulations 2010.
19
09 Glossary
Basic pay – this is a worker’s pay from the first pound. It excludes overtime,
bonuses and commission. It’s only their basic salary.
Certification – a way for an employer to set an alternative earnings basis to
calculate minimum contributions if they don’t want to use qualifying earnings.
It’s been designed for employers who want to use basic pay to calculate
their contributions.
Qualifying earnings – this is the band of gross annual earnings on which
contributions are calculated. For the tax year 2013/14 this means earnings
between £5,668 and £41,450. These figures apply to the 2013/14 tax year
and will be reviewed every year by the government.
Pensionable earnings – earnings on which pension contributions are paid.
They must be at least basic pay for the purpose of certification, from the first
pound upwards. It’s up to the employer to decide how they want to determine
pensionable earnings beyond this. For example, pensionable earnings
could include bonuses, overtime, commission or location allowances or a
combination of these, in full or in part, in addition to a worker’s basic pay.
Total earnings – the total sum of any of the following descriptions that are
payable to the worker in relation to their job:
salary, wages, commission, bonuses and overtime
statutory sick pay under Part 11 of the Social Security Contributions and
Benefits Act 1992 (c. 4)
statutory maternity pay under Part 12 of that act
ordinary statutory paternity pay or additional statutory paternity pay under
Part 12ZA of that act
statutory adoption pay under Part 12ZB of that act.
20
10 About this version
Version history
Version
Date
What’s changed?
0.1
15 August 2012
Initial version cleared for early release
to NEST’s transactional site
0.2
11 October 2012
Approach to entitled workers clarified
1
28 March 2013
Some sections have been reordered
A change in the process of enrolling
workers without qualifying earnings
Case studies are now based on monthly
rather than yearly salary.
We keep changes to a minimum
NEST’s online accounts mean you and your delegates can do almost everything you
need to online.
We’ll make regular updates so we can ensure you have the best possible experience
of using NEST. We know you need NEST to work with your HR and payroll systems
so we’ll try to avoid changes that affect existing processes.
Sometimes we’ll need to make changes to our file templates because of things
outside our control, such as regulatory changes. If that happens we’ll make sure
we minimise disruption and we’ll give you plenty of time to start using the
new templates.
Future service releases
Future service releases will include new functionality for both you and your members.
The changes will usually be introduced in two or three service releases each year. You
shouldn’t need to change anything but we’ll let you know in advance if you do.
NEST
Nene Hall
Lynch Wood Business Park
Peterborough
PE2 6FY
Contact us
Call: 0300 020 0090
Email: [email protected]
To find out more visit our website
nestpensions.org.uk
© NEST Corporation 2013. All rights reserved. This information is indicative only and may be subject to change. We don’t give any
undertaking or make any representation or warranty that this document is complete or error free. We don’t accept responsibility for
any loss caused as a result of reliance on the information contained in this document, which is intended to be for guidance only, nor
do we accept responsibility for loss caused due to any error, inaccuracy or incompleteness. Reproduction of all or any part of this
document or the information contained in it is not allowed.
NS086 OBT2 03/2013