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Context of the statistics

Automatic Enrolment (AE) was introduced in 2012 to help address the decline in private pension saving and to make long-term saving the norm. It aims to increase workplace pension saving in the UK and forms part of a wider set of pension reforms designed to enable individuals to achieve financial security in retirement.

Eligibility of AE

AE mandates employers to provide a workplace pension for all workers meeting all of the following criteria:

• earning more than £10,000 a year

• are aged between 22 years and State Pension age (SPa) and are not already enrolled in a qualifying workplace pension.

Note that throughout this report eligible employees are defined as employees who meet the AE age and earnings criteria each year, this includes employees already a member of a workplace pension scheme when AE was introduced.

Rollout ofÌýAEÌý

AEÌýcommencedÌýin 2012 and full implementation was completed in 2019.ÌýAEÌýduties were brought in gradually over this time for employers, based on their size, and there was a phased increase of minimum contribution rates.Ìý

Staged implementationÌý

TheÌýAEÌýduties were staged in between October 2012 and February 2018 by employer size, starting in October 2012 with the largest employers based on PAYE scheme size, to the smallest in 2017. New PAYE schemes between April 2012 and September 2017 were staged last, between October 2017 and February 2018. New PAYE schemes from October 2017 have immediateÌýAEÌýduties.Ìý

PhasingÌý

AEÌýregulations require minimum contribution rates from the employer and in total (i.e. employer’s contributions, worker’sÌýcontributionsÌýand tax relief). BeforeÌý5 April 2018Ìýthese minimums were 2% of the worker’s qualifying earnings of which the employer must contribute at least 1% of earnings. Between 6 April 2018 and 5th April 2019, this rose to 5% total including at leastÌý2% from employers, and on 6 April 2019 these rates rose again to a total of 8% including at least 3% from employers. The employee usually receives income tax relief on their contribution, usually at their marginal tax rate.Ìý

Minimum contributions based on qualifying earningsÌý

Employer	3%
Employee	4%
Tax relief	1%
Total	8%

Purpose of the statisticsÌý

These are annual official statistics, first published in 2014.Ìý

The publication’s original aim was to complement the Automatic Enrolment Evaluations Reports by providing more detailed breakdowns of 2 key measures for evaluating the progress of AE implementation:Ìý

• increasing the number of savers, by monitoring trends in workplace pension participation; andÌýÌý

• increasing the amount of savings, by monitoring trends in workplace pension savingÌý

Over timeÌýadditionalÌýstatistics have been added to the publication,Ìýenabling greater insightÌýinto pension saving trends.ÌýTheÌýlatestÌýpublication providesÌýannual statistics from 2009 on:Ìý

• Workplace pension participation, with breakdowns by:Ìý

  • AE eligibility statusÌý

  • sector (private and public)Ìý

  • employer sizeÌý

  • earningsÌý

  • ageÌý

  • genderÌý

  • working patternÌý

  • industryÌý

  • occupationÌý

  • regionÌý

  • parliamentary constituencyÌý

  • economic status (including eligible, non-eligible and self-employed)Ìý

  • disabilityÌý

  • ethnicityÌý

• Amount of savingsÌýand saving ratesÌý(with separate breakdowns for all employees and eligible employees):Ìý

  • total annual savings by sector, broken down by employer contributions, employeeÌýcontributionsÌýand tax reliefÌý

  • medianÌýannualÌýamounts savedÌýbyÌýindividuals, broken downÌýbyÌýgenderÌý

  • median contributionÌýratesÌýfor individuals, broken down byÌýgenderÌý

Alongside this, timelier monitoring statisticsÌýare provided on:Ìý

• quarterly opt-outs and stopping savingÌýratesÌýfrom 2014/15 Q1, broken down by age, gender, and earningsÌý

• indexes ofÌýcontributionÌýamountsÌýand active members from Jan-20Ìýbased onÌýdata fromÌýa selected number of pension providers

• monthly stopping savingÌýratesÌýfrom Jan-20ÌýbasedÌýon data from a selected number of pension providersÌý

Automatic Enrolment has increased the number of pension savers over the lastÌý13Ìýyears. As a result, there is an increase in the number of people accessing a pension. Therefore, the publication includesÌýadditionalÌýdetails on the number and type of pensionsÌýbeing accessed.ÌýÌý

• PensionÌýpayments by product type, ageÌýbandsÌýand gender:Ìý

  • total paymentsÌý

  • first time payments

  • payments in the sameÌýfinancial yearÌýthat employment income was receivedÌý

These statistics are available on an annual basis both as a statistical first release, a document that provides a summary of key statistics and findings, and data tables, which provide full breakdowns of these statistics along with sample sizes.Ìý

Statistics from 2003 to 2008 are available in previous publications.

Uses of the statisticsÌý

The statistics have a variety of uses including to:Ìý

• monitor the key measures ofÌýAEÌýof workplace pension participation and amount of savingsÌý

• inform policy analysis and policy developmentÌý

• answer Parliamentary Questions and Freedom of Information requestsÌý

• inform briefing and submissionsÌý

• inform departmental costingsÌý

• allowÌýaccess toÌýpension statisticsÌýforÌýexternal users (for example the pensions industry, academic institutions, research organisations, media, members of the public)Ìý

Sources of the statisticsÌý

The statistics in this publication come from different data sources.Ìý

Annual Survey of Hours and Earnings (ASHE)Ìý

ASHE is conducted by the Office for National Statistics (ONS) and is a key source of information on workplace pensions in GB as it collects information on all types of workplace pension: occupational pension schemes, group personalÌýpensionsÌýand group stakeholder pensions.Ìý

The survey results are used widely to analyse pension participation and toÌýmonitorÌýthe impacts of pension reforms.Ìý

Read the background information on this data source in the .Ìý

DWP Family Resources Survey (FRS)Ìý

°Õ³ó±ð FRS is sponsored by the Department for Work and Pensions (DWP). The survey collects information on the incomeÌý(including earnings)Ìýand circumstances of individuals living in a representative sample of private households in the United Kingdom.Ìý

The primaryÌýobjectiveÌýof the FRS is to provide DWP with information to inform the development, monitoringÌýand evaluation of social welfare policy.Ìý

Detailed information is collected on respondents’ income from all sources includingÌýearnings,Ìýbenefits, taxÌýcreditsÌýand pensions; housing tenure; caring needs and responsibilities; disability; expenditure on housing; education; childcare; family circumstances; child maintenance.Ìý

HMRC Real Time Information (RTI)Ìý

RTI isÌýHisÌýMajesty’s Revenue and Customs (HMRC’s) reporting system for income taxed via PayÌýAsÌýYou Earn (PAYE). Employers and pension providersÌýare required toÌýreport to HMRC payments to employees, or recipients of occupational pensions, on or before each payment date where it is practical to do so. Within RTI, submissions relate to a payment to an employee, or occupational pension recipient. When they are submitted to HMRC by the PAYE scheme, they are contained within a Full Payment Submission (FPS). RTI includes information about the PAYE scheme, the employee (or occupational pension recipient), and the payment.Ìý

RTI only holds information on employments and pensions that are reported through the payroll reporting process. RTI is not designed to and does not include information about Self-Employment or pensions which are not paid via PAYE, such as State Pension and income from other sources that is seen as pension income by the individual.ÌýÌý

´¡â€¯PAYE scheme is notÌýrequiredÌýfor an employer ifÌýall ofÌýtheir employments are paid less than the Lower Earnings Limit ofÌý£125Ìýper week orÌý£542Ìýper month (as of 2025 to 2026). If any single employee earns more than this, is in receipt of a pension, has another job, or receives expenses or benefits from the employer, the employerÌýis required toÌýreport RTI for all employees. Some employers are also exempt from online payroll reporting and therefore do not need to submit RTI electronically. This may be due to religious beliefs, where care services must be provided to the employer or a member of their family, or other reasons.Ìý

The published data using RTI is structured around three separate sets of data that are both derived from the PAYE schemes listed on RTI. These are:Ìý

• monitoring ofÌýstoppingÌýsavingÌý

• monitoring of private pension paymentsÌý

• monitoring ofÌýprivate pension withdrawals

Monitoring ofÌýstoppingÌýsavingÌý

The aim of this analysis is toÌýidentifyÌýthe number of employments that have stopped paying pension contributions in each tax month. This is an update to stopping saving metrics previously published in the Automatic Enrolment Evaluation Report 2019.Ìý

TheÌýmethodologyÌýhas 3 steps:Ìý

1. IdentifyÌýspells of pension saving.Ìý

2. Classify whether an employee has stopped pension saving in a particular month, and ifÌýyes,Ìýthe reason for stopping.Ìý

3. Break down the analysis with several classification variables.Ìý

This analysis was produced on aÌýfive taxÌýmonth rolling period, referred to as the interest period. To estimate stoppages in a particular month, this interest period covers that month and the 4 following tax months. To calculate the number stopping saving for October 2024 for example, the interest period would include the months from OctoberÌý2024Ìýto FebruaryÌý2025.Ìý

ToÌýidentifyÌýwhether someone who was pension saving in the first month of the interest period through a particular employment stopped or continued saving, we look at their payment records in the interest period. The payment records in the last four months of the interest period willÌýdetermineÌýif weÌýidentifyÌýthe employment as stopping pension saving in the first month of the interest period or if they continued to pension save. For example, if an employee who was saving in October did not make any pension contributions on any of theirÌýsubsequentÌýpayments in November to February through that employment, we classify them as having stopped pension saving into that employment’s pension scheme in October.Ìý

The stopping saving rate for each month is calculated using thisÌýmethodology, looking at theÌýsubsequentÌýfour months of payment records toÌýidentifyÌýwhether an employee has stopped pension saving into that employment’s pension scheme in that month. As outlined in the limitations, it is possible that the employee may still be receiving employer pension contributions.Ìý

ToÌýidentifyÌýspells of pension saving, we identify records that had employee pension contributions. If, on any payment date in a tax month, an employmentÌýwas found to have employee pension contributions greater than £0, they were classed as paying employee pension contributions.Ìý

All records for an employment in the last 17 complete tax months at the point of analysis, including the interest period, were analysed to find spells of pension saving. This thenÌýidentifiedÌýtax months when the employment was making employee pension contributions. Of those identified as pension saving, only employments with employee pension contributions in the interest period were included in the analysis.Ìý

The volume of employments with employee pension contributions in each tax month of the interest period were calculated. This figure is used to estimate the level of participation in workplace pension saving per month. Of the most recent spell of pension saving, the last payment with employee pension contributions wasÌýidentified.Ìý

Once the most recent employee pension contribution has beenÌýidentified, we identify whether an employee has been classed as having stopped their pension saving. By looking at patterns of pay and employee pension contributions, we can infer pension savings behaviour within an employment and the reasons for it.Ìý

In this publication we monitorÌýan employee as having stopped savingÌýunder the circumstances thatÌýit was an active decision;ÌýIf an employment is still active and eligible, but stops contributing into a workplace pension, we classify this as an active decision to stop saving.ÌýThis method would therefore exclude employees who have left that employment.

Data from private pensionÌýprovidersÌý

DWP receives data from aÌýselectionÌýof private pension providersÌýwho provide informationÌýonÌýtheir number of active members,Ìýthe amount of pension contribution from both employee and employer, and the number of membersÌýstopping saving.Ìý

12Ìýprivate pension providers contribute their data to DWP,ÌýthoughÌýnotÌýallÌýofÌýthese providers provide information on all metrics.ÌýThese providers account forÌýthe majority ofÌýthe private pension market, though coverage isÌýnotÌýÌýcomplete. Consequently, caution should be taken when applying any trendsÌýforÌýthe whole pension saving population.Ìý

The primaryÌýobjectiveÌýof collating theÌýprivate pension provider data is to offer a timelier insight into pension participation trends as new data is gathered monthly. This has proved most useful in monitoring theÌýsuccess of AE in increasing and maintaining the number of savers throughout Covid-19 andÌýperiods of higherÌýcost of living.Ìý

Definitions and terminology within the statisticsÌý

Annual Survey of Hours and Earnings (ASHE)

Term	Definition
Eligible employee	An eligible employee is an employeeÌýwho meetsÌýtheÌýAEÌýage and earnings criteria (age at least 22 and below SPa and earning above the  each year, currently £10,000). This includes employees already a member of a workplace pension scheme whenÌýAEÌýwas introduced.
Ineligible employee	AnÌýineligibleÌýemployeeÌýis anÌýemployee whoÌýfails toÌýmeetÌýeither ofÌýthe AE age and earnings criteriaÌý(Ineligible ifÌýage atÌýbelow 22 or aboveÌýSpa, and earningÌýbelowÌýthe  each year, currently £10,000).
All employees	All employees are all employees, irrespective of whether they meet AE age and earning criteria.
Eligible saver	An eligible saver is an eligible employee who is saving into a workplace pension.
AllÌýsavers	AllÌýsaversÌýare all theÌýemployeesÌýwhoÌýareÌýsaving into a workplace pension,Ìýirrespective of whether they meet AE age and earning criteria.

HMRC Real Time Information (RTI)Ìý

Term	Definition
Earnings eligible	In both the participation and contributions analysis, only employments that are earnings eligible are included. If an employment is listed relating to an individual between the age of 22 and state pensionÌýage, andÌýhas an annual income greater than £10,000 (daily taxable pay greater than £27.40) at the last payment date in the tax month, then the employment is classed as earnings eligible.

Private PensionÌýProvider dataÌý

Term	Definition
OptÌýOuts	TheÌýpercentage is the number of employeesÌýterminatingÌýtheir workplace pension within the opt-out period, divided by the number of new member enrolments.
Stopping Saving	TheÌýpercentage is the number of members making an active decision to cease saving, divided by total active members.

Comparisons between the statisticsÌý

1. ONS Funded occupational pension schemes in the UKÌý

This publication included statistics of employee pension contributions from the Financial Survey of Pension Schemes. °Õ³ó±ð Ìýcovers April to SeptemberÌý2025.Ìý

2. ONS Pension Wealth in Great BritainÌý

This publicationÌýincluded trends in active private pension wealth from the Wealth and Assets Survey.ÌýTheÌýÌýcovers household wealth (including pension wealth) from 2020 to 2022.Ìý

3. DWP Family ResourcesÌýSurveyÌý

This publication included statistics on pension participation for working-age adults. °Õ³ó±ð latest version of this publicationÌýcovers theÌýfinancial yearÌý2024ÌýtoÌý2025.

Technical notes for accompanying tablesÌý

The data behind each of the charts using ONSASHE, HMRC RTI,ÌýDWP FRSÌýand Private Pension Provider data included in the publication can be found in the accompanying tables.Ìý

Notes:Ìý

• The analysis includes members of all workplace pension schemes: occupational pension schemes, group personal pensions (GPPs)Ìýand group stakeholder pensions (GSHPs).Ìý

• All analysis is based on eligible employeesÌý(unless otherwiseÌýstated). AmountsÌýsaved calculated from the ONS ASHE dataÌýareÌýadjustedÌýtoÌý2025Ìýearnings terms using ONS Average Weekly Earnings (AWE) values. Gross annual earnings are derived using weekly pay, and no filter has been included for loss of pay in the pay period. °Õ³ó±ð ONS Average Weekly Earnings Statistics, EARN01 (KAC3) series is used.Ìý

• The corresponding earnings thresholds have been used from 2012 onwards and deflated using ONSAWE  between 2008 and 2011 to determine notional equivalentÌýAEÌýeligibility before 2012.Ìý

• State Pension age (SPa) began to increase during 2010. The age tables take account of this change and therefore SPa varies from 2011, these changes gave also been applied when selecting employees between 22 and SPa. See the  for more information.Ìý

• These estimates use the Standard Industrial Classification (SIC) 2007 codes to identify industries.

• Data up to 2011 is based on Standard Occupational Classification (SOC) 2000. From 2011 onwards, SOC 2010 is used, while from 2022 onwards SOC 2020 is used. Consequently, there are a couple of slight breaks in the series. Therefore, care should be taken when interpreting theÌýfull timeÌýseries.Ìý

• In the amount saved tables, income tax relief on the employee contribution is calculated as the difference between the income tax due on observed earnings and the income tax that would be due if the employee contribution were treated as earnings.Ìý

• ASHE and FRS numbers have been suppressed where the sample size isÌývery lowÌýto prevent risk of disclosure, and where the sample size isÌýrelatively lowÌýresults have been marked toÌýindicateÌýthat they will have aÌýrelatively highÌýdegree of uncertainty. Sample size cut-offs,Ìýand rounding rules used, are different for tables using ASHE data and tables using FRS data according to the relevant guidance for each dataset and consistency with other Official and National Statistics using these datasets. See the notes for each accompanying table.Ìý

• ForÌýASHE data utilised inÌýiterations of this publication before 2023, ONS implemented validation checks for the pension saving variables. However,Ìýdue to a scaling back of these checks by ONS, DWPÌýhaveÌýimplemented a cleaning process from the 2023 publication onwards. For the latest July 2026Ìýpublication, an updated cleaning approach continuesÌýto beÌýappliedÌýfollowing a thorough review of the dataÌý– more detail of this process was explained in theÌý2025 publication.ÌýÌý

Key assumptions and limitations of the statistics

ONS Annual Survey of Hours and Earnings (ASHE)Ìý

ASHE notes:Ìý

• ASHE is based on a 1% sample of employee jobs taken from HMRC PAYE records. Information is obtained from employers and treated confidentially. ASHE does not cover the self-employed nor does it cover employees not paid during the referenceÌýperiod.Ìý

• °Õ³ó±ð 2025ÌýASHE dataÌýhasÌýa reference date of the weekÌýcontainingÌý30ÌýAprilÌý2025.Ìý

• ASHE collects information on employee membership of the current employer’s workplace pension scheme. This does not include preserved rights in any former employer’s pension scheme or pensions paid by formerÌýemployers.Ìý

• ASHE collects information from employers on employee jobs, although they are referred to in this Official Statistic as ‘employees’.Ìý

• The overall level of uncertainty arising from the sample size of ASHE is low, however uncertainty may be higher forÌýparticular subgroups.Ìý

• Prior to the coronavirus (COVID-19) pandemic, the achieved sample size for ASHE was approximately 180,000 each year. However, given the challenges to data collection during theÌýcoronavirus pandemic, the final achieved sample size was 144,000 for 2020, 142,000 for 2021ÌýandÌý148,000 for 2022. As such, ASHE estimates for 2020,Ìý2021Ìýand 2022Ìýare subject to more uncertainty thanÌýprevious years. There has been an improvement in response rates inÌý2023Ìýand 2024, with sample sizes returning closer to the levelsÌýseen before the COVID-19 pandemic, with 164,000 responses in 2023 and Ìý174,000ÌýresponsesÌýbyÌý2025.Ìý

• ForÌýthe data fromÌý2023 onwards, ONSÌýhave introduced improvements to the methods for processing returns toÌýtheÌýsurvey. This has ensured that more high earners in each profession have been counted in the final data, thus increasing the achieved sample size and improving the quality of ASHE estimates.ÌýTherefore, ONSÌýcaution against comparing 2023ÌýtoÌý2025Ìýwith earlier years.Ìý

For further information on ASHE please see the  .

DWP Family Resource Survey (FRS)Ìý

FRS notes:Ìý

• the latest FRS data was collected throughout the 2024/25Ìýfinancial yearÌýand is not collected with reference to a specificÌýtime periodÌýlike the ASHE data. Therefore,Ìýthe two sources are not directly comparable.ÌýÌý

• the impairment types used to define disability statusÌýwereÌýchanged in the 2012 to 2013 survey to reflect new harmonised standards and therefore caution is needed where making comparisons over time.Ìý

• participation rates calculated using the FRS include participation in personal as well as workplace pensions.ÌýÌý

HMRC Real Time InformationÌý

RTI notes:Ìý

• it is possible that some employments may be counted more than once as stopping saving. This occurs if an employment stops saving in one month, made no employee pension contributions for at least five tax months, restarted employee contributions after thisÌýtime periodÌýand then stopped making employee pension contributions once again.Ìý

• the volumes of employments stopping saving and other figures estimated using HMRC’s RTI data may differ from other estimates, such as surveys and sampled data, due to differences in counting methodologies etc. RTI only includes information on when pension contributions were made, not when a request is made to stop saving.Ìý

• months refer to tax months. For example, the tax month of FebruaryÌý2025Ìýwas 6 FebruaryÌý2025Ìýto 5 MarchÌý2025.Ìý

• as only employee pension contributionsÌýand tax relief underÌýReliefÌýAtÌýSource (RAS)ÌýschemesÌýare reported through RTI, this analysis is based purely on employee pension contribution data. The analysis cannotÌýidentifyÌýemployees saving into a workplace pension with employer-only contributions or via salary sacrifice. An employee with employer-only contributions, or saving via salary sacrifice, will be indistinguishable from an employee who is not saving into a pension, as both will have no employee pension contributions on RTI.Ìý

• self-employed individualsÌýare not required toÌýsubmit RTI, although there are some cases where these individuals are paid through PAYE and thus will appear on RTI.Ìý

• payments relating to company directors for NICs purposes, as defined via data item 84A in the , are removed from the analysis. ThisÌýimpactsÌýemployments which had payments as both a company director and not.Ìý

• if the employment moved in and out of the population of interest, due to changing from employment to pension or from director to non-director,Ìýit would appear that theÌýemployment had ended. The classification of stoppage will vary depending on the length of time the employment is not in the population of interest and the length of time before the employment returns to the population of interest.Ìý

• if an individual has multiple employments, the individual could be represented multiple times in RTI.Ìý

• some informationÌýsubmittedÌýby employers for RTI is Late,ÌýMissingÌýor Incorrect. This is common for all administrative data.Ìý

• the population ofÌýidentifiedÌýpension savers may include employments that started pension saving beforeÌýAEÌýwas introduced as mandatory. These cases usually relate to employers thatÌýprovidedÌýthe option of pension saving beforeÌýAEÌýwas rolled out.

Data from Private Pension ProvidersÌý

Private Pension Provider notes:Ìý

• Data has been collected from 12 providers. However, for some providers data does not cover all months in the time series (for example, where a provider began sharing data after January 2020).ÌýWhen producing index statistics on contributions and active members, providers have only been included if data is available for all months in the time series, meaning the number of providers is consistent across all months. For the measure of stopping saving, all providers are included but some providers’ data does not cover all months in the time series.Ìý

• These providers account forÌýthe majority ofÌýthe private pension market, though coverage is not complete. Consequently, caution should be taken when applying any trendsÌýforÌýthe whole pension saving population.

Status of the statisticsÌý

National, Official and Experimental statisticsÌý

These are Official Statistics.Ìý

°Õ³ó±ð DWP FRS data isÌýdesignatedÌýby the UK Statistics Authority as National Statistics.Ìý

Statistics sourced from HMRC Real Time InformationÌýand pension providersÌýin this publication are badged as . This is due to the ongoing development of the data systems and statistics used to support. The methodologies used to produce these statistics are constantlyÌýmonitoredÌýand are subject to revision as improved data sources and methodologies become available.Ìý

Quality Statement

All data sources used in this publication have undergone detailed quality assurance processes, including investigations of outliers.Ìý

 a²Ô»å DWP FRS have their own measures in place. In addition, we pay attention to the pension variables within these surveys. HMRC RTI  data and analysis used in this publication has undergone a detailed quality assurance process by both HMRC and DWP. Data from private pension providers hasÌýalso been through a detailed quality assurance process within DWP.Ìý

RevisionsÌý

New (2025)ÌýONS ASHE data is marked as provisional andÌýit is possible that revisions will be made in later releases of the data, historically these have been minimal.ÌýÌý

FeedbackÌý

We welcome feedback.Ìý

We would welcome any views you have using the following contact information:Ìý

• Statistical enquiries: workplacepensions.statistics@dwp.gov.ukÌý

• DWP Press Office: 0203 267 5144Ìý

Useful LinksÌý

Latest releaseÌý

PreviousÌýreleasesÌý

Workplace pensions participation and saving trends: 2009 to 2024Ìý

Workplace pensions participation and saving trends: 2009 to 2023Ìý

Workplace pensions participation and saving trends: 2009 to 2022Ìý

Workplace pensions participation and saving trends: 2009 to 2021Ìý

Workplace pensions participation and saving trends: 2009 to 2020Ìý

Workplace pensions participation and saving trends: 2009 to 2019Ìý

Workplace pensions participation and saving trends: 2008 to 2018Ìý

Related publicationsÌý

Automatic enrolment evaluation reports were published annually between 2013 and 2019. Read the latest Automatic Enrolment Evaluation Report 2019 publication.Ìý

The Office for National Statistics has previously published statistics on the participation in 2020 of all employees, using the same data source used in this publication for eligible employees.ÌýRead the  publication.Ìý

DWP published analysis on saving and contribution levels in July 2025:ÌýAnalysis of Automatic Enrolment saving levels - °Ç¸ç³Ô¹Ï

More information aboutÌýAEÌý

Ìý

Workplace PensionsÌý

More Information about HMRC RTIÌý

Ìý

Other National and Official statisticsÌý

Details of other National and Official Statistics produced by the Department for Work and Pensions can be found on the DWP w±ð²ú²õ¾±³Ù±ð and at the following links.Ìý

 – the DWP benefitÌýstatistics dissemination toolÌý

Read a schedule of statistical releases over the next 12 months and a list of the most recent releasesÌý

In accordance withÌýthe Code of Practice for Statistics, all DWP official statistics are announced in the °Ç¸ç³Ô¹Ï release calendar.