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MyFutureFund, built into your payroll.
Auto-Enrolment Payroll Services: MyFutureFund.
MyFutureFund has been operating since 1 January 2026. For employers, lots of work happens every time payroll changes. A new employee joins. Someone opts in or out. A contribution instruction changes. Pay moves. The latest MyFutureFund information needs to be reflected in the next payroll run without turning auto-enrolment into a separate admin project.
Payrollcompany.ie handles the payroll side of MyFutureFund within your normal pay-run process. We work from the official enrolment information issued by the National Automatic Enrolment Retirement Savings Authority (NAERSA), apply the relevant contribution instructions and keep the payroll workflow aligned with your Revenue reporting.
Payroll pricing snapshot
Monthly · 1–9 employees
€30 / employee
Monthly · 10–20 employees
€25 / employee
21+ employees
Custom quote
- Payroll readiness and setup
- Latest AEPN processing
- Submissions to NAERSA
See full eligibility, exemption and participant rules on our MyFutureFund employer guide.
MyFutureFund services
Who this service is for
This service is designed for Irish employers who want MyFutureFund to run as part of payroll rather than as a parallel process.
- You have employees already enrolled in MyFutureFund.
- You have staff with variable pay, multiple employments or changing participation status.
- You want one recurring process for PAYE, MyFutureFund inputs, payroll submissions, payslips and payroll records.
- You are adding new starters and need the payroll workflow to pick up the latest enrolment information.
- You already operate pension arrangements and need payroll records to reflect the pension contributions actually being made through payroll.
If you are moving payroll provider at the same time, we can also build the MyFutureFund position into the opening payroll reconciliation rather than leaving it to be tidied up after go-live.
ELIGIBILITY
Who Determines MyFutureFund Enrolment?
NAERSA does, using Revenue payroll data to determine which employees are eligible and enrols them. The employer does not make the statutory enrolment decision, and neither do we.
That distinction keeps the payroll process clean. We do not build a separate local eligibility list and treat it as more authoritative than the statutory system. We make sure payroll is ready, retrieve the current instruction where the software workflow requires it and process the enrolment position that NAERSA provides.
Broadly, automatic enrolment targets employees aged 23 or over and under 60 who meet the earnings condition across their employments and do not have qualifying pension coverage through payroll for the employment concerned. The detailed rules, including the 13-week earnings lookback and opt-in cases, sit in the dedicated MyFutureFund guide rather than being repeated here.
What Payroll Company Handles
Payroll readiness
Latest AEPN processing
Where payroll software or a payroll file is used, the latest Automatic Enrolment Payroll Notification (AEPN) is used before the run so current enrolled employees and contribution rates are reflected.
Contribution processing
Payroll submission to NAERSA
New starters and changes
We incorporate new payroll records and updated MyFutureFund instructions into the normal cycle rather than relying on an employer-side guess about whether a person should be enrolled.
Participation changes
Reconciliation
We keep the MyFutureFund payroll figures aligned with the pay-run records and the information being reported through the agreed payroll process.
MyFutureFund administration is included in the standard ongoing payroll service where it applies, with no separate monthly MyFutureFund administration add-on. See our payroll pricing for the current underlying payroll rates and items that can be quoted separately.
OUR PROCESS
How MyFutureFund Fits Into a Normal Pay Run
You should not need a separate spreadsheet sitting beside payroll to run auto-enrolment. The cleanest workflow is to let the official participation information feed the same controlled pay run you already use for PAYE, USC and PRSI.
1
Get the latest MyFutureFund instruction
2
Run payroll using the current instruction
Employee and employer MyFutureFund contributions are calculated with the rest of the pay run, using the current enrolled population and rate.
3
Make the MyFutureFund payroll submission
NAERSA requires a payroll submission for enrolled employees each time payroll is run.
4
Meet the pay-date deadline
Current MyFutureFund employer guidance requires payroll submissions and alterations before 18:30 Irish time on the employee’s pay date. Contribution payments are also due by 18:30 on the pay date.
5
Complete the Revenue payroll cycle
The Revenue submission remains a separate employer payroll obligation and must be reported on or before the employee is paid.
6
Reconcile the run
Keep the payroll records, MyFutureFund position and Revenue payroll outputs consistent so the next run starts from a clean position.
NEW STARTERS
New Starters and Payroll Changes
A new starter does not need a second onboarding process just for MyFutureFund. Set the employee up correctly for payroll, report payroll normally and allow NAERSA to apply the statutory enrolment rules using Revenue payroll data.
That is especially useful for variable-hours employees, seasonal staff and people with another job. An employer may not know the employee’s earnings elsewhere, so the payroll process should not try to recreate NAERSA’s cross-employment assessment from incomplete local information.
Once the employee is enrolled or their participation changes, the updated position flows through the official MyFutureFund information. Payroll then applies the instruction in the next relevant run.
EXISTING PENSIONS
Existing Pension Arrangements
An existing workplace pension does not need to be replaced just because MyFutureFund is live. The payroll question is whether the employment has pension coverage that is recognised for exemption and is being recorded correctly through payroll.
Current MyFutureFund guidance explains that an employment can be exempt where a qualifying occupational pension, Retirement Annuity Contract, PRSA or PEPP contribution is recorded through payroll. A private pension paid entirely outside payroll does not automatically create an exemption for that employment. Pension coverage is considered employment by employment.
Where we draw the line
We can review the pension contribution information held in payroll and flag an apparent gap or inconsistent setup. We do not give pension advice or make a formal exemption determination. Where the answer depends on the pension arrangement itself, the scheme provider, trustee or an appropriately authorised pension adviser should confirm the position.
CONTRIBUTION RATES
Contributions Through Payroll
For 2026 to 2028, the current MyFutureFund contribution rates are set below, with a State top-up on top. The rates are scheduled to rise in later years.
Contributions are based on gross pay and are subject to the current €80,000 annual gross-pay ceiling. Once the applicable annual cap is reached, contributions stop for the rest of that tax year and resume in the following year under the scheme rules.
The employer and employee amounts need to be processed through payroll at the fixed statutory rate. The State top-up is handled through MyFutureFund itself, so it should not appear in your payroll workflow as an employer-funded deduction or an amount you calculate separately.
Current rates and the earnings cap are published by MyFutureFund. We recheck them when the page is updated because the contribution schedule changes over time.
PARTICIPATION CHANGES
Opt-Out, Suspension and Re-Enrolment: What Payroll Needs to Do
Opt-out and suspension are participant decisions handled through NAERSA. They should not be managed as an informal instruction to payroll from the employer.
Under the current rules, participants remain in MyFutureFund for at least six months. An opt-out window follows, suspension can be available after the initial six-month period, and an eligible participant who remains out can be automatically re-enrolled after two years. Employees can also re-enrol earlier in the circumstances allowed by the scheme.
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The payroll action is straightforward: follow the updated MyFutureFund participation instruction when it changes. That keeps the employee’s deduction and the employer contribution aligned with the statutory record rather than with an email or spreadsheet that may already be out of date.
Detailed opt-out windows, refunds and suspension rules are covered in the MyFutureFund employer guide so this service page does not duplicate the full participant framework.
RESPONSIBILITIES
Employer Responsibilities and Payroll Responsibilities
Outsourcing the payroll work does not transfer the employer’s statutory responsibilities. MyFutureFund has its own employer duties, and Revenue separately confirms that employers remain responsible for payroll compliance even when a payroll company is used.
The employer is responsible for
Registering with MyFutureFund, maintaining the required payment arrangement, informing an employee in writing when they are first enrolled, making the required employer contribution and respecting the employee’s statutory choices.
Our role is payroll administration
Within the agreed service: use the current payroll instruction, process the correct contribution amounts, make the relevant payroll submission through the agreed workflow and keep the payroll records aligned with the run.
Employers must not force staff to opt out or suspend participation, or prevent eligible staff from opting in. Payroll should support the employee’s official participation status, not steer the decision.
Common pitfalls
Common MyFutureFund payroll mistakes
Trying to determine eligibility locally
Treating auto-enrolment as a one-off setup
Mixing up Revenue and MyFutureFund submissions
Encouraging employees to opt out
Running payroll from an old AEPN
Participation can change, so software and file-based payroll workflows should use the latest notification before the run.
Assuming any pension means exemption
Calculating the State top-up in payroll
NAERSA administers the State contribution.
PRICING
MyFutureFund support with your payroll
MyFutureFund payroll administration is included in our standard ongoing payroll service where it applies. There is no separate monthly MyFutureFund administration add-on in the published pricing.
Your underlying payroll price still depends on the pay frequency, employee numbers and the wider service setup. One-off work outside the recurring service, such as historical clean-up or a complex migration, can be quoted separately where required.
Get MyFutureFund
Get MyFutureFund built into your payroll
If MyFutureFund is creating another payroll task on top of everything you already manage, bring it into the same controlled process. We can review your payroll setup, pension contribution information and current MyFutureFund workflow, then make the ongoing administration part of the normal pay run.
FAQs
Common questions about auto-enrolment payroll services
Does Payroll Company decide who is enrolled in MyFutureFund?
No. NAERSA determines eligibility and enrols employees using Revenue payroll data. We make sure payroll is ready and process the official participation information that applies to the employee.
What is an AEPN?
AEPN means Automatic Enrolment Payroll Notification. For payroll software and file-based workflows, it provides the current list of enrolled employees and their contribution rates. The latest AEPN should be used before the payroll submission.
What if an employee has another job?
NAERSA can assess earnings across employments. Because one employer may not know what an employee earns elsewhere, we follow the official MyFutureFund participation information rather than trying to determine eligibility from one payroll in isolation.
Does an existing pension keep an employee out of MyFutureFund?
It can make that employment exempt where the pension coverage satisfies the applicable rules and is recorded through payroll. A private pension paid outside payroll does not automatically exempt the employment. Complex pension questions should be confirmed with the scheme provider or an authorised pension adviser.
Can an employee opt out through payroll?
The employee makes an opt-out or suspension request through NAERSA under the scheme rules. Payroll acts on the updated participation instruction once NAERSA changes the employee’s status.
Is MyFutureFund administration an extra monthly charge?
No. It is included in the standard ongoing payroll service where applicable. The underlying payroll price follows the published payroll pricing for your pay frequency and employee numbers.
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