The implementation of automatic enrolment is a significant change for you and your staff. Your plans should include regular communications so that your staff understand what it means for them, and so that you can manage their expectations.
What should you be doing?
Abiding by the legal minimum - There are some minimum communication requirements; make sure you know what these are and that you are ready to fulfil them
Starting early - Even if your staging date is not for a couple of years, there is still going to be a lot of publicity around about automatic enrolment, and your staff may hear about it from their friends and family. It's better if they hear from you first.
Turning up the volume - If you start early, you can initially provide occasional high-level overviews about automatic enrolment and what it means to them. Over time you can offer more detailed information on a more frequent basis.
Providing detail - And when it comes to the detail, you will need to let your staff know that they have been or will be automatically enrolled. You will need to provide the name and contact details for their scheme, and explain the basis of their contributions, and how their tax may be affected.
You will also need to make available the terms and conditions of the scheme, explain that they can opt out, and tell them where they can get more information.
To understand how to communicate with your employees about auto enrolment, please visit: autoenrolment.org/communicating-with-your-employees/