Navigating Auto-Enrolment: Important Considerations Ahead of January

Ireland is entering a landmark moment in workplace benefits. The long-awaited Auto-Enrolment Retirement Savings System now known as My Future Fund will officially launch in January. With the 13-week look-back period already underway and the employer portal opening on 1st December, HR teams have been preparing for one of the most significant legislative updates in recent years.

At HR Search, we believe this presents not only operational challenges but also an opportunity for organisations to demonstrate care, transparency and long-term commitment to their people.

Overview of Auto-Enrolment 

Auto-enrolment aims to ensure that workers who are not contributing to a private pension begin saving for their future in a structured, supported way. Under the new system:

• Eligible employees will be automatically enrolled.
• Contributions will come from the employee, the employer and the State.
• Contribution rates will start at manageable levels and increase gradually over time, ensuring affordability.

According to Government projections, over 750,000 workers in Ireland currently have no private pension savings. Auto-enrolment directly addresses this gap, supporting employees’ long-term financial security.

Who Will Be Automatically Enrolled?

Employees who meet the following criteria:

• Aged 23 to 60
• Earning €20,000 or more annually
• Not already contributing to an existing pension scheme

While employees may opt out after a minimum participation period, they will be re-enrolled at set intervals, helping maintain consistent saving.

Key Dates for HR Teams

• 13-Week Look-Back Period: Already underway.
• Employer Portal Opens 1st December: Employers can upload data, test systems and access guidance.
• Go-Live in January: Automatic enrolment begins; contributions commence.

What HR should focus on

1. Review Current Pension Arrangements – Assess which employees are already contributing and whether your current scheme qualifies for exemption.
2. Audit Workforce and Payroll Data – Accurate information will be essential once the employer portal opens.
3. Prepare Systems and Payroll Processes – Ensure your systems can manage employer, employee and State contributions and meet reporting requirements.
4. Communicate with Warmth and Clarity – Employees will have questions. Offering simple, reassuring guidance will help reduce uncertainty.
5. Empower People Managers – Equip them with FAQs, training and talking points so they can support their teams confidently.
6. Avoid Low-Value Workarounds – Short-term “solutions” such as low-value internal schemes risk damaging employee trust and may not meet regulatory requirements.

See Auto-Enrolment as an Opportunity

Forward thinking employers are approaching auto-enrolment as a chance to:

• Strengthen their employee value proposition
• Enhance financial wellbeing across their workforce
• Support long-term stability and engagement
• Build trust by communicating openly and honestly

Pension benefits are consistently ranked among the top five factors influencing employee retention and attraction in Ireland’s talent market. Auto-enrolment helps level the playing field and offers employers a way to stand out.

Final Thoughts

Auto-enrolment represents a meaningful shift in how Ireland supports its workforce. While the change may feel complex, with the right preparation and a thoughtful communication strategy, HR can guide their organisations through a smooth and positive rollout.

If your organisation needs support whether with planning or interim HR expertise the HR Search team is here to help, every step of the way.