1. Presented by Paul Baker IFS Employee Benefits LLP FSB Pension Services
FSB Pension Scheme for Members A Simple Solution To What Could Be A Complex Problem ……
Presented by Paul Baker
IFS Employee Benefits LLP
FSB Pension Services

2. Agenda Introduction – who are we ? Background – how did we get here ?
Auto-enrolment – the BASIC facts.
Employer responsibilities – the BASIC facts.
The FSB Solution.
Questions.

3. National IFA Who are FSB IFS ?
Part of AFH Financial Group PLC, regulated by the FCA.
Appointed by the FSB since 1997.
Experts in Workplace Pensions.
Providers of the FSB Pension Scheme for Members.

4. The Pension Gap - Three Government Initiatives
Why Auto enrolment ?
The Pension Gap - Three Government Initiatives
Raise State Pension age.
Fixed rate pension.
Workplace Pensions.

5. Auto enrolment ? Workplace Pensions Law.
Every Employer Affected (even if you only have one employee !)
Thin end of the wedge ?

6. The New Employer Duties
The Pensions Act 2008
Section 3(2)
“The employer must make prescribed arrangements by which the jobholder becomes an active member of an automatic enrolment scheme...”
The new employer duties are arguably the biggest thing that have ever happened to pensions in this country. The potential impact on employers should not be underestimated – the auto-enrolment requirements/duties in the Pensions Act 2008 and the supporting regulations are not about the state benefits system, the pensions industry or employees – they are specifically aimed at employers.
The Pensions Act 2008 is already on the statute books and the supporting regulations have been laid before parliament. The commencement date for the employer duties has been defined in regulations as October 2012. 6

7. Key Facts – Staging Dates
All employers allocated a staging date.
Based on last 2 digits of Employer PAYE ref no*.
Cannot be delayed.
Can be brought forward.
Up to 29 employees – Jan 2016 to April 2017.
* e.g. 913/WZ5121A
For the first time in history of UK pensions, employers will be required to automatically enrol eligible employees into a workplace pension scheme. And, if the employee stays in the scheme, the employer will be required to pay contributions. The only exemption to this rule is directors of companies who have no other employees whatsoever – i.e. one person companies (Pensions Act 2008 section 90). 7

8. NO CHOICE – ALL EMPLOYERS
Key Facts
All employers with ‘workers’ must comply with the new rules.
Most employers will have to set up a QWPS.
Employers must auto enrol all eligible employees.
Employers must inform other employees of their rights.
Pay contributions if employees don’t ‘opt out’.
Pensions Regulator will enforce.
Penalties for non-compliance.
NO CHOICE – ALL EMPLOYERS
MUST COMPLY
For the first time in history of UK pensions, employers will be required to automatically enrol eligible employees into a workplace pension scheme. And, if the employee stays in the scheme, the employer will be required to pay contributions. The only exemption to this rule is directors of companies who have no other employees whatsoever – i.e. one person companies (Pensions Act 2008 section 90). 8

9. Key Facts – ‘Workers’ An employee, or;
2. Someone who has a contract to perform work or services personally, that is not undertaking the work as part of their own business.
NOTE:
A limited company with no employees and one director is excluded.
LLP partners are included.
Normal partners are excluded.
For the first time in history of UK pensions, employers will be required to automatically enrol eligible employees into a workplace pension scheme. And, if the employee stays in the scheme, the employer will be required to pay contributions. The only exemption to this rule is directors of companies who have no other employees whatsoever – i.e. one person companies (Pensions Act 2008 section 90). 9

10. Key Facts – Assessment
At your staging date AND EVERY pay period thereafter
All employees MUST be assessed.
Dependent upon age / salary – they are categorised
and must be informed of their rights.
Records kept.
For the first time in history of UK pensions, employers will be required to automatically enrol eligible employees into a workplace pension scheme. And, if the employee stays in the scheme, the employer will be required to pay contributions. The only exemption to this rule is directors of companies who have no other employees whatsoever – i.e. one person companies (Pensions Act 2008 section 90). 10

11. Key Facts – Assessment Entitled Workers
Any age and earn less than £5,824 pa (in any pay period)
So, £485 / month or £122 / week
THEIR RIGHTS
They have to be offered a pension scheme.
If they want to go in they can BUT the employer does not
have to contribute (they may – but its up to them).
For the first time in history of UK pensions, employers will be required to automatically enrol eligible employees into a workplace pension scheme. And, if the employee stays in the scheme, the employer will be required to pay contributions. The only exemption to this rule is directors of companies who have no other employees whatsoever – i.e. one person companies (Pensions Act 2008 section 90). 11

12. Key Facts – Assessment Non-Eligible Job Holders
Under age 22 – or over State Retirement Age, and earning over £10,000 p.a. (£833 / mth or £192 / week)
Any age and earning more than £5,824 pa but less than £10,000 (in any pay period).
THEIR RIGHTS
They have to be offered a pension scheme
If they want to go in they can AND the employer HAS to contribute (but so does the employee !!)
For the first time in history of UK pensions, employers will be required to automatically enrol eligible employees into a workplace pension scheme. And, if the employee stays in the scheme, the employer will be required to pay contributions. The only exemption to this rule is directors of companies who have no other employees whatsoever – i.e. one person companies (Pensions Act 2008 section 90). 12

13. Key Facts – Assessment Eligible Job Holders
Over 22 and under State Retirement Age and………..
Earning more than £10,000 pa (in any pay period - £833/£192)
THEIR RIGHTS
They MUST be AUTO ENROLLED into the pension scheme.
They and the employer must contribute.
THEY CAN opt out .
For the first time in history of UK pensions, employers will be required to automatically enrol eligible employees into a workplace pension scheme. And, if the employee stays in the scheme, the employer will be required to pay contributions. The only exemption to this rule is directors of companies who have no other employees whatsoever – i.e. one person companies (Pensions Act 2008 section 90). 13

14. Key Facts – Contribution Basis
Four Choices :
1. Qualifying Earnings – between £5,824 & £42,385 (2015/16)
2. Basic Pay (Tier 1) – Basic + holiday pay + benefits BUT no bonus /
commission/overtime (min = basic Pay)*.
3. Basic Pay (Tier 2) – as Tier 1, but must be at least 85% of TOTAL pay.
4. Total Pay (Tier 3) – all payments (P60)**.
YOU AS THE EMPLOYER CAN (NEED) TO CHOOSE
*Note – this has higher levels of employer contributions
**Note – this has lower employee contributions
For the first time in history of UK pensions, employers will be required to automatically enrol eligible employees into a workplace pension scheme. And, if the employee stays in the scheme, the employer will be required to pay contributions. The only exemption to this rule is directors of companies who have no other employees whatsoever – i.e. one person companies (Pensions Act 2008 section 90). 14

15. Key Facts – Contributions
Minimum contributions (based on Qualifying Earnings) are :
E’er E’ee Taxman TOTAL
Up to Oct 17 1% % % 2%
10/17 – 9/18 2% 2.4% % 5%
From 10/18 3% 4% % 8%
For the first time in history of UK pensions, employers will be required to automatically enrol eligible employees into a workplace pension scheme. And, if the employee stays in the scheme, the employer will be required to pay contributions. The only exemption to this rule is directors of companies who have no other employees whatsoever – i.e. one person companies (Pensions Act 2008 section 90).
Notes :
Employer has to pay minimum total.
Employees pay net of tax rebate. 15

16. Key Facts – Opting Out The Employer CANNOT be involved in the process.
Eligible Employees HAVE to be auto-enrolled before they can opt out.
ONLY the employee can ‘opt out’.
They are given the process as part of the auto enrolment communication
They can opt out anytime within 4 weeks of their notification from their employer and get a full refund – after that no refund.
They can only opt back in once in any 12 month period.
They MUST be auto-enrolled again (by the employer) every three years.
For the first time in history of UK pensions, employers will be required to automatically enrol eligible employees into a workplace pension scheme. And, if the employee stays in the scheme, the employer will be required to pay contributions. The only exemption to this rule is directors of companies who have no other employees whatsoever – i.e. one person companies (Pensions Act 2008 section 90). 16

17. Key Facts - Postponement
NOTE: this does NOT allow you to postpone your Staging Date
All QWPS can be set up on a postponement basis – this means UP TO
THREE month’s grace on contributions starting:
from staging date*.
when new employees join*.
if employees become eligible*.
*staff still need correct documentation at staging / joining date.
Great for probationary periods, temp/seasonal staff, employees moving in/out of eligibility.

18. Final Important Point Importance of A/E support software
Either use Pension Provider’s or
Get Payroll’s.
CRUCIAL to get the payroll output into correct format for provider.
Process sits better in payroll ?

19. Key Facts – Responsibilities
AUTO ENROLMENT IS THE
RESPONSIBILITY OF THE EMPLOYER –
NOT THE GOVERNMENT OR THE PENSIONS INDUSTRY
For the first time in history of UK pensions, employers will be required to automatically enrol eligible employees into a workplace pension scheme. And, if the employee stays in the scheme, the employer will be required to pay contributions. The only exemption to this rule is directors of companies who have no other employees whatsoever – i.e. one person companies (Pensions Act 2008 section 90). 19

20. So what do you need to do ? Start Planning Find out your staging date.
Decide when to start the process of complying.
Choose a QWPS (your choice – only one required)
Set the parameters of your scheme.
Implement it.
Get Help !
The Rules are complex – The FSB can help
Ultimately, it is a criminal offence for employers to wilfully fail to comply with the provisions in the Pensions Act. As a result they can be taken to court. The maximum penalties are:
If convicted in crown court (high court in Scotland), up to 2 years imprisonment and/or an unlimited fine.
If convicted in a magistrates court (sheriff court in Scotland), a fine of up to £5,000
This in itself creates an opportunity as employers will at the very least have to look at their existing provision or if they have no existing provision, set something up. 20

21. The FSB Pension Scheme for Members
Choosing a QWPS
The FSB Pension Scheme for Members
Launched April 2013.
Arranged by IFS (UK) Ltd.
Provided by Legal & General
Unique service – support, guidance and help all the way to Staging Date
We take the headache away !
Ultimately, it is a criminal offence for employers to wilfully fail to comply with the provisions in the Pensions Act. As a result they can be taken to court. The maximum penalties are:
If convicted in crown court (high court in Scotland), up to 2 years imprisonment and/or an unlimited fine.
If convicted in a magistrates court (sheriff court in Scotland), a fine of up to £5,000
This in itself creates an opportunity as employers will at the very least have to look at their existing provision or if they have no existing provision, set something up. 21

22. The FSB Pension Service
An Overview
EXCLUSIVE SERVICE - only FSB Members can use.
COMPLETE SUPPORT – at a sensible cost.
Access a Major UK Pension Provider.
Open to all - No Minimum contribution or employees.
Start contributions when you want (subject to AE rules).
Selected default investment funds.
Built in investment strategy.
100% allocation - £100 paid in £100 allocated.
Competitive Charges – one single charge = 0.5% amc.
Easy to set up & run.

23. What do we do ? A complete service – end to end ….
Detailed guidance on a/e and the FSB Scheme (via
or post or both)
Helpline – manned by auto enrolment experts
Individual telephone interview, with an expert to :
Talk you through the choices / decisions you have to make
Ensure you fully understand everything about a/e and the FSB scheme
Answer any queries that you may have
Set the scheme up - the way you want
Ensure you payroll is correctly configured
Guide you through to your first contribution payments.

24. SME’s The Main Concerns
Key Questions
How much will it cost ?
- How much to set it up ?
- How do I run the scheme ?
- How much do I need to put in ?
Is it a decent Pension Scheme ?
For the first time in history of UK pensions, employers will be required to automatically enrol eligible employees into a workplace pension scheme. And, if the employee stays in the scheme, the employer will be required to pay contributions. The only exemption to this rule is directors of companies who have no other employees whatsoever – i.e. one person companies (Pensions Act 2008 section 90). 24

25. How Much Will It Cost ? THREE ELEMENTS : Set up fee.
Ongoing Administration cost.
Contributions.
‘NEST’ is merely a pension scheme that it being set up by the Personal Accounts Delivery Authority to ensure employers can comply with their duties where a suitable QWP/QQWP cannot be found on the market.
Although much of the detail has yet to be confirmed, the various consultations can give us a reasonable idea of what the NEST scheme will look like.
The NEST scheme will be similar to any other trust based occupational money purchase scheme in the UK but will have its own specific rules. It will be run by a Trustee Corporation. Employer and Employee panels will set up to represent the interests of these key stakeholders. It is not a state run pension scheme like S2P – it will be run by private companies and specifically not Government.
Max contribution – set at £3,600 at the moment, subject to review.
The Scheme will be able to accept ‘Cash Transfer Sums’. These are not ‘normal’ transfer values but are transfer values for members with more than 3 month’s service in an occupational pension scheme but less than 2 years service who elect to take such a transfer value instead of a refund or a paid-up benefit. No other transfers (other than OMO, see below) will be allowed. The transfer rule will be reviewed in 2017.
Because of the way that the NEST scheme is being set up, there will be no trustee discretion when paying out death benefits. As such, this means that any death benefit payments will fall within the estate. Depending on the total value of the estate, this could therefore mean that the death benefits will be subject to Inheritance Tax. Normally, GPPs, GSHPs and occupational trust based schemes can pay the death benefits in line with trustee discretion, therefore making them IHT free.
Bullets in italics represent our best current guess based on PADA consultations and industry reports only.
There will be low cost default fund options. These may be target date funds. Ethical or religious funds may be available at extra cost to the saver.
When a member reaches retirement, their choice will probably be restricted to Pension Commencement Lump Sum of 25% of the benefits value plus an annuity (possibly chosen from a panel) and/or an Open Market Option where more sophisticated decumulation options are required by the individual. In the case of small funds, these will be available as trivial lump sums within the normal limits – i.e. 1% of the standard lifetime allowance, including all other pensions.
We have as yet no clear indication of either the charging structure or the overall amount of the charge. One possible charging structure may be one of, or a combination of AMC and joiner/member charges. 25

26. FSB PSfM = EXCEPTIONAL VALUE
How Much Will It Cost ?
THREE ELEMENTS :
Set up fee – from £399+vat.
Ongoing Administration cost
Contributions
‘NEST’ is merely a pension scheme that it being set up by the Personal Accounts Delivery Authority to ensure employers can comply with their duties where a suitable QWP/QQWP cannot be found on the market.
Although much of the detail has yet to be confirmed, the various consultations can give us a reasonable idea of what the NEST scheme will look like.
The NEST scheme will be similar to any other trust based occupational money purchase scheme in the UK but will have its own specific rules. It will be run by a Trustee Corporation. Employer and Employee panels will set up to represent the interests of these key stakeholders. It is not a state run pension scheme like S2P – it will be run by private companies and specifically not Government.
Max contribution – set at £3,600 at the moment, subject to review.
The Scheme will be able to accept ‘Cash Transfer Sums’. These are not ‘normal’ transfer values but are transfer values for members with more than 3 month’s service in an occupational pension scheme but less than 2 years service who elect to take such a transfer value instead of a refund or a paid-up benefit. No other transfers (other than OMO, see below) will be allowed. The transfer rule will be reviewed in 2017.
Because of the way that the NEST scheme is being set up, there will be no trustee discretion when paying out death benefits. As such, this means that any death benefit payments will fall within the estate. Depending on the total value of the estate, this could therefore mean that the death benefits will be subject to Inheritance Tax. Normally, GPPs, GSHPs and occupational trust based schemes can pay the death benefits in line with trustee discretion, therefore making them IHT free.
Bullets in italics represent our best current guess based on PADA consultations and industry reports only.
There will be low cost default fund options. These may be target date funds. Ethical or religious funds may be available at extra cost to the saver.
When a member reaches retirement, their choice will probably be restricted to Pension Commencement Lump Sum of 25% of the benefits value plus an annuity (possibly chosen from a panel) and/or an Open Market Option where more sophisticated decumulation options are required by the individual. In the case of small funds, these will be available as trivial lump sums within the normal limits – i.e. 1% of the standard lifetime allowance, including all other pensions.
We have as yet no clear indication of either the charging structure or the overall amount of the charge. One possible charging structure may be one of, or a combination of AMC and joiner/member charges.
FSB PSfM = EXCEPTIONAL VALUE 26

27. How Much Will It Cost ? THREE ELEMENTS : Set up fee – from £399+vat
Ongoing Administration fee.
Contributions
Legal & General – pensions software – FOC !
BUT – it may be ‘better’ within payroll.
‘NEST’ is merely a pension scheme that it being set up by the Personal Accounts Delivery Authority to ensure employers can comply with their duties where a suitable QWP/QQWP cannot be found on the market.
Although much of the detail has yet to be confirmed, the various consultations can give us a reasonable idea of what the NEST scheme will look like.
The NEST scheme will be similar to any other trust based occupational money purchase scheme in the UK but will have its own specific rules. It will be run by a Trustee Corporation. Employer and Employee panels will set up to represent the interests of these key stakeholders. It is not a state run pension scheme like S2P – it will be run by private companies and specifically not Government.
Max contribution – set at £3,600 at the moment, subject to review.
The Scheme will be able to accept ‘Cash Transfer Sums’. These are not ‘normal’ transfer values but are transfer values for members with more than 3 month’s service in an occupational pension scheme but less than 2 years service who elect to take such a transfer value instead of a refund or a paid-up benefit. No other transfers (other than OMO, see below) will be allowed. The transfer rule will be reviewed in 2017.
Because of the way that the NEST scheme is being set up, there will be no trustee discretion when paying out death benefits. As such, this means that any death benefit payments will fall within the estate. Depending on the total value of the estate, this could therefore mean that the death benefits will be subject to Inheritance Tax. Normally, GPPs, GSHPs and occupational trust based schemes can pay the death benefits in line with trustee discretion, therefore making them IHT free.
Bullets in italics represent our best current guess based on PADA consultations and industry reports only.
There will be low cost default fund options. These may be target date funds. Ethical or religious funds may be available at extra cost to the saver.
When a member reaches retirement, their choice will probably be restricted to Pension Commencement Lump Sum of 25% of the benefits value plus an annuity (possibly chosen from a panel) and/or an Open Market Option where more sophisticated decumulation options are required by the individual. In the case of small funds, these will be available as trivial lump sums within the normal limits – i.e. 1% of the standard lifetime allowance, including all other pensions.
We have as yet no clear indication of either the charging structure or the overall amount of the charge. One possible charging structure may be one of, or a combination of AMC and joiner/member charges. 27

28. How Much Will It Cost ? THREE ELEMENTS : Set up fee
Ongoing Administration fee
Contributions.
‘NEST’ is merely a pension scheme that it being set up by the Personal Accounts Delivery Authority to ensure employers can comply with their duties where a suitable QWP/QQWP cannot be found on the market.
Although much of the detail has yet to be confirmed, the various consultations can give us a reasonable idea of what the NEST scheme will look like.
The NEST scheme will be similar to any other trust based occupational money purchase scheme in the UK but will have its own specific rules. It will be run by a Trustee Corporation. Employer and Employee panels will set up to represent the interests of these key stakeholders. It is not a state run pension scheme like S2P – it will be run by private companies and specifically not Government.
Max contribution – set at £3,600 at the moment, subject to review.
The Scheme will be able to accept ‘Cash Transfer Sums’. These are not ‘normal’ transfer values but are transfer values for members with more than 3 month’s service in an occupational pension scheme but less than 2 years service who elect to take such a transfer value instead of a refund or a paid-up benefit. No other transfers (other than OMO, see below) will be allowed. The transfer rule will be reviewed in 2017.
Because of the way that the NEST scheme is being set up, there will be no trustee discretion when paying out death benefits. As such, this means that any death benefit payments will fall within the estate. Depending on the total value of the estate, this could therefore mean that the death benefits will be subject to Inheritance Tax. Normally, GPPs, GSHPs and occupational trust based schemes can pay the death benefits in line with trustee discretion, therefore making them IHT free.
Bullets in italics represent our best current guess based on PADA consultations and industry reports only.
There will be low cost default fund options. These may be target date funds. Ethical or religious funds may be available at extra cost to the saver.
When a member reaches retirement, their choice will probably be restricted to Pension Commencement Lump Sum of 25% of the benefits value plus an annuity (possibly chosen from a panel) and/or an Open Market Option where more sophisticated decumulation options are required by the individual. In the case of small funds, these will be available as trivial lump sums within the normal limits – i.e. 1% of the standard lifetime allowance, including all other pensions.
We have as yet no clear indication of either the charging structure or the overall amount of the charge. One possible charging structure may be one of, or a combination of AMC and joiner/member charges. 28

29. Employer starts @ 1% rises to 3%
How Much Will It Cost ?
THREE ELEMENTS :
Set up fee
Ongoing Administration fee
Contributions
Employer 1% rises to 3%
‘NEST’ is merely a pension scheme that it being set up by the Personal Accounts Delivery Authority to ensure employers can comply with their duties where a suitable QWP/QQWP cannot be found on the market.
Although much of the detail has yet to be confirmed, the various consultations can give us a reasonable idea of what the NEST scheme will look like.
The NEST scheme will be similar to any other trust based occupational money purchase scheme in the UK but will have its own specific rules. It will be run by a Trustee Corporation. Employer and Employee panels will set up to represent the interests of these key stakeholders. It is not a state run pension scheme like S2P – it will be run by private companies and specifically not Government.
Max contribution – set at £3,600 at the moment, subject to review.
The Scheme will be able to accept ‘Cash Transfer Sums’. These are not ‘normal’ transfer values but are transfer values for members with more than 3 month’s service in an occupational pension scheme but less than 2 years service who elect to take such a transfer value instead of a refund or a paid-up benefit. No other transfers (other than OMO, see below) will be allowed. The transfer rule will be reviewed in 2017.
Because of the way that the NEST scheme is being set up, there will be no trustee discretion when paying out death benefits. As such, this means that any death benefit payments will fall within the estate. Depending on the total value of the estate, this could therefore mean that the death benefits will be subject to Inheritance Tax. Normally, GPPs, GSHPs and occupational trust based schemes can pay the death benefits in line with trustee discretion, therefore making them IHT free.
Bullets in italics represent our best current guess based on PADA consultations and industry reports only.
There will be low cost default fund options. These may be target date funds. Ethical or religious funds may be available at extra cost to the saver.
When a member reaches retirement, their choice will probably be restricted to Pension Commencement Lump Sum of 25% of the benefits value plus an annuity (possibly chosen from a panel) and/or an Open Market Option where more sophisticated decumulation options are required by the individual. In the case of small funds, these will be available as trivial lump sums within the normal limits – i.e. 1% of the standard lifetime allowance, including all other pensions.
We have as yet no clear indication of either the charging structure or the overall amount of the charge. One possible charging structure may be one of, or a combination of AMC and joiner/member charges. 29

30. Is It A Good Scheme ?
THE FSB SCHEME HAS TERMS AND CONDITIONS ARRANGED SPECIALLY FOR FSB MEMBERS – USING THE ‘BUYING POWER’ OF 200,000 MEMBERS !!
Includes :
No minimum number of employees.
No minimum contributions.
Set it up now – start payments later.
Access to a traditional provider (with c.200 years exp.).
No need to pay high fees for advice.
Easy to set up with personal support all the way.

31. Legal & General – Award Winning Schemes
Is It A Good Scheme?
Legal & General – Award Winning Schemes
Auto Enrolment Provider of the Year 2013 and 2014 (Pension / Investment Awards)
Workplace Savings Provider of the Year 2013
(WSB Awards)
Group Pension Winner 2013
(Standard Awards)
…and numerous other industry awards…

32. Why do it now ? Capacity Issues. Takes time to set a scheme up.
Chance to plan properly.
Better Pension Outcome for employees.
Avoid the fines.

33. Market update
Capacity Crunch – The Tsunami !

34. Why Do It – The Stick ! Large fines will apply for
businesses who do not
adopt an auto-enrolment
workplace pension scheme
and start contributions
by their staging date.
After an initial warning, a £400 fixed penalty, and then £500 / DAY for firms with 5 or more employees.
The key message should be that employers should concentrate on running their business, the adviser, with provider support, can help them run their pension scheme and cope with all of the auto-enrolment requirements. 34

35. Common Responses “I’m not a member – can I still use the service?”
“I’ll Wait”.
“I’ve spoken to the staff and they don’t want one”.
“I can’t afford one – neither can the staff”.
“The forms are too long and its complicated”.
“I don’t want to see an adviser”.
“I want to see an adviser?”
“Can I join it myself ? ”
“Can I get out of doing this ?”

36. FSB Pension Scheme for Members
A Simple Solution To What Could Be A Complex Problem ……
The key message should be that employers should concentrate on running their business, the adviser, with provider support, can help them run their pension scheme and cope with all of the auto-enrolment requirements. 36

37. Other Services
Staff Presentations – avoid you getting all the questions*.
1-2-1 clinics with your employees*.
Transfer services for existing pensions*.
Individual advice to you, or your staff, on personal financial matters such as life cover, income protection, mortgages, investments, tax and retirement planning.
Advice to your company on employee benefit packages, such as Group Life Schemes, Permanent Health Schemes or Medical Plans.
* There may be additional fees to cover this work.

38. Compliance Message
The FSB Pension Scheme for Members has been arranged for you to help their members comply.
We are NOT saying that it is the most suitable for you or your employees – WE are NOT giving ‘advice’ - that is why the fees are so low.
We will provide enough information for you and your employees to make an informed decision.
If you are unsure or feel more advice is needed, please contact – but note, there will be a fee for advice.
The information in this presentation is based on our current understanding of current Legislation, Draft Regulations and Consultation Documents. These may be affected by future changes.
The key message should be that employers should concentrate on running their business, the adviser, with provider support, can help them run their pension scheme and cope with all of the auto-enrolment requirements.
Independent Financial Services (UK) Ltd is part of AFH Financial Group plc, which is authorised and regulated by the Financial Conduct Authority 38

39. Any Questions ?