How to communicate auto-enrolment to your employees

Pension auto-enrolment is finally upon us and the first contributions will be deducted from payroll in January 2026.

However, with less than a month to go, most workers spoken to as part of a survey by FRS Recruitment say that they still don’t fully understand how auto-enrolment will work or what it will mean for their financial security.

Clearly, the messaging is not hitting home.

This article outlines how to communicate with your staff about Ireland’s government-run auto‑enrolment retirement savings system – My Future Fund.

Here’s what we’ll cover:

How important is communication?

My Future Fund is a government‑run auto‑enrolment retirement savings system that helps eligible employees build long‑term savings.

However, it’s up to you to keep your team informed.

Clear, proactive communication helps prevent confusion and keeps morale high.

Your goal? Make the process as seamless as possible for your team.

Keith Dundon is head of financial services at SYS Financial and he has been advising employers over the last year about the scheme and how to communicate with employees. “I think the approach needs to be as proactive as possible. So, that means getting as much information into the hands of your employees as you can.”

Decide what’s best for your company

However, firstly, before discussing with employees, you need to have considered what type of pension you would prefer your staff to sign up to.

Decide whether you will rely on My Future Fund or continue to offer a qualifying occupational pension.

“It is not one size fits all. Some employers should just go with auto-enrolment. It is absolutely perfect for certain sectors,” says Keith.

“However, if an employer is offering an occupational pension, they should tailor their own scheme and look for a rate above auto enrolment, if they can.”

If an employee is already in a qualifying occupational pension for a particular job, they will not be automatically enrolled into My Future Fund for that employment.

Auto‑enrolment applies per employment.

Employers cannot require employees to switch to a different pension scheme without the right contractual agreement, except for automatic enrolment, which is required by law.

Before you talk to your team, decide on your company’s pension approach. Once you’re clear, plan how you’ll communicate with employees.

Start with a general information session, then offer one-on-one meetings for anyone who needs extra support.

How to structure an information session?

“When you’re doing an information session, you have to cut through the clutter and bring it down to the key features of what the government‑run auto‑enrolment retirement savings system (My Future Fund) is.

And once you’ve given the key feature of the government-run model, you can showcase these features against a workplace pension arrangement.

Compare and contrast against the workplace pension on key features and make individual sessions available afterwards. It is very hard to cater for everyone in a group—you’re just giving the high level.”

Below are some pointers on what should be covered in a session, as well as tips to get the messaging right:

1. Welcome & purpose

Clarify why the session is being held, that is to explain the upcoming pension auto-enrolment scheme and what it will mean for employees.

Reassure staff that the company’s goal is transparency and support

2. Context: What My Future Fund is and why it’s being introduced

Give a simple overview of the system.

Why it’s happening:

• Low pension coverage in Ireland.
• To ensure long-term retirement security.

3. Key features of the system

Break this into clearly digestible points:

Eligibility

• Age criteria (23–60)
• Earning thresholds (above €20,000 per year)

Explanation of contributions:

Contribution rates (set in legislation and phased upwards over time) for My Future Fund are as follows:

• employees contribute 1.5% of their salary,
• employers contribute 1.5%,
• and the State adds 0.5%.

Note: These rates will increase in future years to 6% employee, 6% employer, and 2% State.

Investment funds:

• Default fund
• Other fund choices (e.g., conservative, moderate, higher risk)
• What “lifecycle investment” means

Opt-out rules:

• Employees can opt out of My Future Fund after six months in the scheme.
• Opt‑out must take place within the formal opt‑out window and is managed through the central auto‑enrolment authority. Employees can seek internal support for questions, but employers and HR should not be seen as the decision‑maker.
• If they opt out within the formal window, the employee’s own contributions are refunded. Employer and State contributions remain invested in the employee’s savings pot for their benefit.

Also, what happens if employees leave current employment (explain the pot-follows-member approach).

By law, eligible workers are automatically enrolled into My Future Fund for each employment, unless they are already in a qualifying occupational pension for that job.

Employers cannot prevent eligible employees from being enrolled.

4. Impact on employees’ pay

Show simple worked examples of impact on take-home pay.

5. Next steps and support available

Timeline for the rollout (government timeline + internal payroll readiness).

Where to get help:

• Central auto‑enrolment authority (for enrolment, opt‑out, and account management): myfuturefund.ie
• Official information: gov.ie citizensinformation.ie
• Your HR or payroll team (for general queries about how My Future Fund interacts with your pay and benefits; they cannot advise you to opt in or opt out)”

Also, provide a simple take-home one-pager or email summary.

6. Q&A session

End with a Q&A session and allow plenty of time for staff to ask questions.

7. Tips to make the session effective

• Keep jargon minimal and use graphics or simple examples.
• Emphasise the long-term financial benefits.
• Clarify that employees have choices (e.g., investment options and a time‑bound opt‑out managed by the central authority).
• Avoid any language that may influence an employee’s opt‑out decision.
• Be transparent about deductions, so nothing feels hidden.

As Keith points out, you are aiming to educate your employees to enable them to make the best-informed decisions.

Consider offering individual sessions

The information session should also establish channels for employees to voice concerns or ask further questions.

Once employees have had time to consider what My Future Fund means for them, they may want to ask more questions.

You may offer access to independent financial guidance so employees can make an informed, personal decision.

Avoid framing sessions in a way that could be interpreted as steering employees toward opting in or out.

Depending on the arrangement with the advisor, this may not necessarily mean an extra cost for your company.

Also, if your company already has an occupational pension, someone from their team could step in and provide further advice.

Use it to your advantage

My Future Fund will mean increasing costs for many businesses, and businesses have no choice, they are obliged to implement the scheme.

However, you can also use it as an opportunity to show your employees that you are interested in their long-term wellbeing.

In a competitive labour market, it will be a positive for your business if you are seen to invest in financial wellbeing and proactive education.

And transparent and empathetic communication will show that your company is not simply complying with the new regulations but is supporting your employees’ futures.

Final thoughts

Communication doesn’t end in January. Keep the conversation going to support your team’s financial wellbeing and build lasting trust.

While the first contributions will be deducted in the January payroll, in ways that will only be the start, as employees get used to contributions and hopefully start to think more seriously about pensions.

This is in fact what the government is hoping for.

In addition, certain issues might come up in the coming months that were not foreseen and will only become clearer as the rollout happens.

Also, once deductions start appearing on payslips, this will bring home to employees the reality of My Future Fund.

It is then that many of the questions will start.

Some will have concerns about why their take-home pay has changed.

Some employees may worry they were enrolled in error.

Auto‑enrolment is mandatory for eligible workers on a per‑employment basis.

If you believe you don’t meet the criteria (for example, you’re already in a qualifying occupational pension for this job), check your status via the central auto‑enrolment authority.

Your HR or Payroll team can help with pay‑related questions but cannot process opt‑outs or assess eligibility on your behalf.

Others may not understand the value of employer and government contributions.

Follow-up communication, especially around the first and second payroll cycles, will be crucial to avoid any confusion or concern.

“Even after January, employers should continue to be as proactive as possible and continue to get guidance and advice into the New Year to make sure they have the best structure for their company,” concludes Keith.