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Pension Setup and Management

Managing workplace pensions can consume considerable time that could be utilised more efficiently elsewhere. Not anymore. Husky takes care of it all, from ensuring compliance and handling auto-enrolment to managing Salary Exchange and everything in between.

Pension setup & management mobile
Pension setup & management

How it works?

Pension Choice and Setup

Whether you have 5,000 employees or just one, your pension scheme must be operational within six weeks. Utilise our comparator tool to access preferential rates from leading providers like Aviva, People’s Pension, Royal London, Scottish Widows, and more. Let Husky handle the setup process for you.

Running Your Pension

Once set up, Husky’s end-to-end management service ensures every aspect of your workplace pension is handled precisely.

Remove Your Pension Compliance Risk and Avoid Fines

Husky becomes the pension administrators, effectively reducing your pension compliance liability by auditing the scheme’s compliance at every payroll run. We provide ongoing pension support and liaise with the Pensions Regulator on your behalf.

Make Pension a Stand-Out Benefit


Help employees engage with their pension using the Husky4Everyone app.

Implement Salary Exchange, the No-Cost, High-Value Employee Benefit

We offer full support to employers interested in seeing the savings their company and staff could make via Salary Exchange, where we take care of all the admin.

Husky's technology advantages

Easily access a wide range of pension schemes, making decisions simpler for setup and re-enrolment. See all fees, investment strategies, and more clearly, including a special ranking feature for ethical and green credentials.

Enjoy substantial cost savings for both the business and every staff member.

HuskyApp

Our user-friendly app empowers individuals to manage their pensions on the go, providing an enhanced experience.

Wellbeing 

Husky prioritises the financial wellbeing of employees, keeping our platform updated with industry regulations and best practices.

Compliance Audits

Our real-time data audits provide evidence of compliance, helping you avoid potential fines.

Preferential Pricing

Benefit from exclusive preferential pricing through Husky, enabling you to save up to 80% on fees.

Pricing to suit business of all sizes

Thanks to Husky’s tech, the savings from salary exchange cover the fees. This win-win aligns with Husky’s goal – making a better future and effortless savings accessible to all in the UK.

1-3

Employees

From
£25
Monthly
  • Setup fee £50

4-9

Employees

From
£35
Monthly
  • Setup fee £50

10-19

Employees

From
£48
Monthly
  • Setup fee £100

20-49

Employees

From
£96
Monthly
  • Setup fee £200

50+

Employees
  • For organisations with over 50 employees, a customised and detailed approach is essential.
From
£25 Monthly
1-3 Employees Setup fee £50
Select Plan
From
£35 Monthly
4-9 Employees Setup fee £50
Select Plan
From
£48 Monthly
10-19 Employees Setup fee £100
Select Plan
From
£96 Monthly
20-49 Employees Setup fee £200
Select Plan
50+ Employees
or organisations with over 50 employees, a customised and detailed approach is essential.
Call Us
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Husky's journey

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Award-winning solution

Best-Workplace-Pension-Compliance-Solution
husky award 2023

Here are 7 frequently asked questions about Salary Exchange

If you have more questions you can always access our knowledge base on this link

Employers must automatically enrol all new and eligible employees who are:  

  • aged 22 to state pension age
  • earning over £10,000 a year
  • Working or ordinarily work in the UK  
  • Not already part of a qualifying workplace pension scheme

Working in the UK: If a worker works wholly in the UK, then they can be considered to be working in the UK. By working wholly in the UK, The Pensions Regulator means:

  • the worker’s contract provides for the worker to be based at a location in the UK, and the worker does, in practice, work all the time in the UK, and
  • there is no simultaneous employment relationship between the worker and an employer outside the UK (e.g. the worker is not someone who has been sent to the UK by an affiliated employer, for example on a secondment.)

Ordinarily working in the UK: Where a worker is not wholly working in the UK (the work they do is also done outside of the UK), it will need to be established if the worker ordinarily works in the UK.

In most cases, workers who fall into this category will be workers who do not have one fixed workplace (for example, they move around in their work). To decide if a worker ordinarily works in the UK, an employer needs to consider:

  • If the worker is resident in the UK
  • where the worker begins and ends their work
  • where the worker's headquarters in
  • whether they pay NI and or tax in the UK
  • the currency they are paid in
  • the worker's contract of employment
  • seconded workers

More details can be found here.

If you have a worker that should be exempt from AE due to not working in the UK, please enter that into Husky's system so that the worker is not assessed for Auto-Enrolment. 

Working in the UK: If a worker works wholly in the UK, then they can be considered to be working in the UK. By working wholly in the UK, The Pensions Regulator means:

  • the worker’s contract provides for the worker to be based at a location in the UK, and the worker does, in practice, work all the time in the UK, and
  • there is no simultaneous employment relationship between the worker and an employer outside the UK (e.g. the worker is not someone who has been sent to the UK by an affiliated employer, for example on a secondment.)

Ordinarily working in the UK: Where a worker is not wholly working in the UK (the work they do is also done outside of the UK), it will need to be established if the worker ordinarily works in the UK.

In most cases, workers who fall into this category will be workers who do not have one fixed workplace (for example, they move around in their work). To decide if a worker ordinarily works in the UK, an employer needs to consider:

  • If the worker is resident in the UK
  • where the worker begins and ends their work
  • where the worker's headquarters in
  • whether they pay NI and or tax in the UK
  • the currency they are paid in
  • the worker's contract of employment
  • seconded workers

More details can be found here.

If you have a worker that should be exempt from AE due to not working in the UK, please enter that into Husky's system so that the worker is not assessed for Auto-Enrolment.