Our most popular package is FSB Business Essentials which includes a whole range of benefits and products designed to make your business fly
A suite of legal benefits including a dedicated helpline, bundled insurance products and a range of online information to keep your business safe. Plus a whole range of negotiated benefits to help save you money and win business.
Our Business Creation package is designed to make starting a business simpler, allowing you time to focus on what's important - making it a success.
Specialist company formation benefits, access to FSB networking, business banking and a range of products to help get you setup in business.
Joining FSB Connect is free and is a great way to be part of the FSB Community and have your voice heard.
You'll be able to access specialist networking events with like-minded members of the community and have your say in our Big Voice survey panel.
Whatever your circumstances, we have a package to suit you and your business. Click the button below to see which benefits are included in each package and start your FSB journey.
'Within a few weeks of joining we'd taken advantage of FSB’s Online Legal Documents. We started a graduate programme and access to these documents gave us an understanding of the legal side, and has helped us to create a number of processes and procedures.'
'When we first took on a member of staff, we used the online legal document template library. FSB does more important stuff than you think it does, there are lots of member benefits, probably more than we actually use.'
'Having somebody like FSB behind you is fantastic. There is a whole team behind the organisations, whatever is required: support, advice, finance, you know that you’re not alone, you’ve got FSB.'
We represent a diverse range of businesses from retailers to marketing agencies and just about everything in between. Take a look at more member stories and see how we could help your business fly.
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We offer three packages to suit your business needs. Joining FSB Connect is free, our Business Essentials package starts at £172.50 in the first year and our specialist Business Creation package has an introductory price of £99 in the first year.
All employers who have at least one worker will have automatic enrolment duties. You’ll need to assess your staff, put those who meet certain criteria into a pension scheme (and make contributions to it), tell them what you’ve done, and complete a declaration of compliance.
‘Assessing your staff’ is a key step to take to comply with your automatic enrolment duties. Quite simply it means considering the age and earnings of the people you employ and identifying who needs to be automatically enrolled and who doesn't.
Not every member of staff needs to be automatically enrolled. It depends on their age and earnings – those who earn above £192 of qualifying earnings in a week (or £833 in a month) and who are 22 or over (but under state pension age) must be put into a pension scheme.
If you employ staff whose hours vary (e.g. zero hours contract), pay fluctuates, are seasonal or are on short-term/temporary contracts the legal duties will still apply to you.
If any of your staff fall outside of the above age and earning criteria then you only need to put them into a pension scheme if they ask.
The Pensions Regulator has a tool on their website to help with your assessment – www.tpr.gov.uk/ae-checker.
Qualifying earnings include wages, salary, fluctuating elements of pay, bonuses, and some statutory payments, such as maternity and sick pay. We recognise that not all pay elements fit neatly inside these headings, and a good rule of thumb is that if earnings are subject to National Insurance contributions, then they are likely to also qualify as earnings for automatic enrolment. Payroll software should help with this, and also where earnings fluctuate on a week-by-week or month-on-month basis.
Many payroll providers already provide a module or an add-on for automatic enrolment that will do this earnings number-crunching for you, as well as calculating the correct contributions, and helping with your ongoing duties. Look at your payroll software to find out how it can help you with automatic enrolment.
Having worked out what you need to do for each person you employ, the next step is to then put those that you need to into a pension scheme and to write to each person individually.
Unless you want to use an existing pension scheme for automatic enrolment, you’ll need to find a scheme yourself or get help from your accountant or a financial adviser. The Pensions Regulator has information that can help you with this – www.tpr.gov.uk/employers
Once you’ve chosen which pension scheme you want to use, you’ll need to give your pension scheme provider information including staff name, address, date of birth and earnings, so that they can set up your staff in the pension scheme.
Each time you pay your staff you will need to calculate how much you (and they) need to contribute in and arrange for this to happen. Payroll software may help do this for you.
You only need to consider staff who are employed by you. Their earnings from another employer do not form part of your assessment.
If your member of staff’s earnings are less than or equal to £192 a week (£833 a month) you do not have to put them into a pension scheme that you pay into, unless they ask to join the scheme. However, you will still have other duties which include writing to all staff individually and completing your declaration of compliance. Use The Pensions Regulator’s Duties Checker to understand the specific duties you have.
If you are the sole director and you have no other staff working for you, the company does not have automatic enrolment duties. If you have received a letter from The Pensions Regulator but you do not have automatic enrolment duties, then you will need to tell them that you’re not an employer. Failure to alter them to your circumstances may trigger compliance action – go to www.tpr.gov.uk/ae-checker now.
You won’t have any automatic enrolment duties if any of the following apply:
• you are the sole director
• you are all directors, none of you has an employment contract
• you are all directors, only one of you has an employment contract
Automatic enrolment will apply if more than one director has a contract of employment. In this case, if your client does have automatic enrolment duties for a director, and the director meets the age and earnings criteria above, your client is not required to automatically enrol them unless your client chooses to do so.
More information on assessing your staff for automatic enrolment can be found on www.tpr.gov.uk/ae-checker
With expert advice and guidance from a leading provider, it's one of the most popular FSB Member Benefits.
National Federation of Self Employed & Small Businesses LimitedSir Frank Whittle Way / Blackpool / FY4 2FE. National Federation of Self Employed & Small Businesses Limited (FSB) is registered in England, number 1263540