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Occupational and Personal Pension Schemes (Automatic Enrolment) (Amendment) Regulations 2012

My Lords, on behalf of my noble friend Lord Freud, I am pleased to introduce two instruments, which were laid before the House on 7 February. They form the final pieces of the framework for automatic enrolment. I am required to say that I am satisfied that they are compatible with the European Convention on Human Rights. It is vital that we tackle the problem that increasing longevity brings when coupled with decreasing pension saving. Millions of people are simply not saving enough for their retirement. Automatic enrolment will, for the first time, place a duty on employers to put their eligible workers into a pension scheme. This will result in between 5 million and 8 million people newly saving or saving more in workplace pensions. We are now very close to the start of the roll out. As my honourable friend the Minister for Pensions has said, for many of us, it is automatic enrolment rather than the London Olympics which will be the main event in 2012. We are very grateful to the Mayor of London for installing a countdown clock in Trafalgar Square so that we can count the days, hours and minutes before automatic enrolment begins for the first workers. Your Lordships' House has debated automatic enrolment legislation for more than four years. The time has now come to bring closure to some complex issues that have vexed noble Lords in particular. The instruments that we are debating today cover two broad areas. The first is certification of money purchase, personal and hybrid pension schemes. There is quite a history to this issue, but at its heart we sought a pragmatic solution to a complex problem. It is important to start by emphasising the basics: why we wanted to provide a simple self-certification process, and how we managed to do that. The aim of certification is to allow employers who already provide good-quality workplace pension schemes to continue to do so after the reforms have started, without having to make costly changes to their existing schemes or payroll processes because they calculate pension contributions on basic pay rather than on a band of qualifying earnings. As they will do this by self-certifying that their scheme satisfies the relevant quality requirements, we wanted the self-certification test to be as straightforward as possible. However, as my noble friend Lord Freud mentioned last year in debate on the Bill, there is a balance to be struck in this area between simplicity and providing appropriate safeguards to individual members. We believe that we now have this right. We have worked closely with employers and the industry and have listened to their concerns, as well as the concerns expressed by noble Lords. Safeguards for jobholders were hotly debated by noble Lords during the passage of the Pensions Act 2011. After careful consideration of the concerns expressed, in particular by the noble Lord, Lord McKenzie, and the noble Baroness, Lady Drake, we tabled an amendment with a strong and enduring requirement for the Secretary of State to ensure that at least 90 per cent of jobholders will not lose out. The detail of how certification will work in practice is specified in the regulations that we are discussing today. In the debate last year, my noble friend Lord Freud described a proposed approach that would provide a three-tier structure for self-certification. Under this, an employer will be able to self-certify that their scheme meets the alternative quality requirements if it requires one of the following: first, contributions of at least 9 per cent of basic pay, including at least 4 per cent from the employer; secondly, contributions of at least 8 per cent of basic pay, including at least 3 per cent from the employer—and in addition, basic pay taken in aggregate must be at least 85 per cent of total pay; or thirdly, contributions of at least 7 per cent of total earnings, including at least 3 per cent from the employer. This is the test we are providing in regulations, with fine-tuning of the detail taken on board during consultation. Before I come to the fine-tuning, I will stress the significance of the provisions. They mean that employers who already provide their workers with a pension will be able to meet their new duties without having to make costly and burdensome changes to pension schemes and payroll systems. Crucially, I will confirm that they also meet the test that the vast majority—at least 90 per cent of jobholders—will receive at least as good a deal as they would have done had they been in a scheme where the contribution was based on qualifying earnings. Indeed, many will be better off. When we tested the draft regulations through consultation, there was broad support for our proposals from organisations that represented employers, the pensions industry and individuals. There was particular support for striking the right balance so that we have something that works for employers while providing appropriate protection for individuals. We heard a strong message that the definition of basic pay needs further refinement so that it provides certainty to employers. We have now provided this by explicitly excluding several allowances—as well as bonuses, overtime and commission—from the definition of basic pay. The test that at least 90 per cent of jobholders should not lose out will still be met. Another request that we have been able to meet in response to the consultation was to extend the proposed one-year certification period to 18 months. This will enable employers to carry out the renewal of their certificate at an appropriate point, depending on their use of the waiting period and the flexibility around three-yearly re-enrolment. We have published guidance for employers and their advisers alongside these regulations, which we intend will help to explain how certification will work in practice to ensure that schemes can qualify to be used for automatic enrolment. The second part of these instruments is aimed at ensuring that automatic enrolment will provide access to pension saving for as many people as possible by bringing in some groups of individuals who are currently out of scope. Following an amendment brought in your Lordships' House, the Pensions Act 2008 excluded seafarers and offshore workers from the reforms. However, this exclusion was only ever intended to be temporary. Additional time was needed to resolve some very complex legal issues—in particular in relation to international maritime law and custom—that are relevant to how the reforms should apply to seafarers and offshore workers. We have worked closely with organisations in the shipping and offshore industries, as well as with other government departments, and are now confident that we have satisfactorily resolved these issues. I am particularly grateful to the Chamber of Shipping and the relevant trade unions for their considerable input, without which we might not have been able to make this progress. The instruments that we are debating today will ensure that both seafarers and offshore workers are covered by the reforms. For the sake of clarity, when we talk about seafarers in this context we mean people working on ships or hovercraft, but we do not include share fishermen as they are self-employed and, like all self-employed people, they are outside the scope of the reforms. Offshore workers are, broadly speaking, those working on oil or gas rigs in the North Sea. In brief, we are now satisfied that both seafarers and offshore workers should be jobholders if they are ““ordinarily working”” in the United Kingdom and meet the age and earnings criteria. This means that we will treat them in the same way as those working on the mainland. This is a similar approach to that adopted for the national minimum wage. The Pensions Regulator has now provided guidance on the application of the ““ordinarily working”” test. The provisions for both seafarers and offshore workers are subject to a statutory review and contain a sunset clause. We have made this compulsory for all new legislation where there is a net cost to business, and it will allow us to monitor the operation of these provisions and contribute towards our goal of transforming the role of regulation in our society. Finally, police officers do not have employers for automatic enrolment because the police are officeholders. Sitting suspended for a Division in the House.