Ireland's Pensions Landscape in 2026

With most employers gearing up for Auto Enrolment, Head of Pensions, Stephen Gillick sets out what effective preparation looks like. He highlights the importance of scheme reviews, operational readiness in HR and payroll, and clear communication with staff. Stephen also explains how Auto Enrolment will influence the wider pensions landscape and strengthen the employee value proposition in 2026.

Even though Auto Enrolment won't kick in until 1 January 2026, employers and trustees should really be getting organised now. The key is preparation. Start by reviewing your current pension arrangements to see how they'll sit alongside the new State system. Make sure your payroll and HR teams understand the operational side. Things like how contributions will be deducted and how new employees will be added automatically.

Communication is also vital. Staff will have questions about what this means for them. So being clear early on will help build trust. And for trustees, it's about planning ahead to make sure schemes remain compliant, cost effective and well aligned with the new pensions landscape.

Auto Enrolment together with other changes in pensions law is really going to shift how employers think about their pensions offering. We'll likely see a move towards simpler, more accessible schemes with an emphasis on helping people understand what they're saving for.

Employers will also be looking carefully at costs, contribution structures and how to make their benefits stand out in a competitive jobs market.

The bigger picture is that pensions are becoming a core part of an employee experience. So good communications, easy engagement tools and a sense of partnership with staff will make all of the difference going forward. Looking past 2026, one of the big challenges will be keeping people engaged, making sure that Auto Enrolment doesn't just become a set and forget exercise.

Trustees and HR teams will need to focus on governance, education and supporting members in making informed decisions.

On the flip side, there are huge opportunities with more people saving consistently will see stronger retirement outcomes and a real cultural shift towards long term financial well-being.

The organisations that embrace that change early and use it to strengthen their employee value proposition will be the ones that really benefit in the years ahead.

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The content of this article is provided for information purposes only and does not constitute legal or other advice.