NEWS   |    April 22, 2022

DWP’s consultation on the draft Pensions Dashboards Regulations 2022

The pensions dashboards project, spearheaded by the DWP, is gaining pace. It’s designed to give people more control over their pensions. The cost of building the central infrastructure will be borne by Government, but there will also be a cost to employers. It’s worth checking out when the new requirements will bite and what needs to be done to be ready.

What are pensions dashboards?

The pensions dashboard system will give employees a total monthly income figure for all their pensions, online or on a mobile device. A single figure will aggregate the income from company, private and State pensions. The user can drill down for a breakdown and more details. It only applies to future pensions; users will know about their pensions that have already come into payment.

The employee enters identification details and a request will be sent to every pension scheme, each of which has to say whether that person is an active or deferred member. The scheme can respond with a “yes”, “no” or “maybe”. The employee gets a summary of all their undrawn pensions with an indication of current (plus, for active members, projected) pension at retirement.

The tech and data protection challenges in reliably matching with individuals and providing the necessary data are not to be underestimated. Some pension values will have to be radically simplified.

Where are we now?

The consultation on the Draft Regulations ran from February to March 2022. The Draft Regulations set out compliance requirements for dashboard providers and trustees, alongside the Pensions Regulator’s enforcement powers, and are expected to come into force in April 2023, followed by staging of the ‘connection’ process for the largest schemes in July. The ‘Dashboards Available Point’, when the public will first get access to the dashboard system, will be later.

Why does this matter for employers?

The new regime is likely to significantly increase costs for scheme administrators, which in turn will increase costs for schemes, and consequently employers.

If this project works in stimulating engagement with pensions, HR or pensions departments will see a jump in enquiries from employees about pensions.

Finally, Trustees and administrators may need assistance from employers in collating all the relevant member data in advance of their staging date to ensure there are no data gaps which could result in members getting the wrong information or being missed.

Read Charlotte’s article in Employee Benefits.

The views in this article are intended for general information purposes only and should not be used as a substitute for professional advice. Arc Pensions Law and the author(s) are not responsible for any direct or indirect result arising from any reliance placed on content, including any loss, and exclude liability to the full extent. Always seek appropriate legal advice from a suitably qualified lawyer before taking, or avoiding taking, any action. If you have any questions on the points raised in the above, please do not hesitate to get in touch.

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