Pensions feel like something to think about at 40. They're not. Every year you delay is money you can never get back. This course explains why — and makes it simple to do something about it now.
extra retirement pot from starting at 20 vs 30, investing just £100/month
of your salary your employer must contribute under auto-enrolment — on top of yours
tax relief on every pension contribution — the government tops up what you put in
You're about to start your first job. Before you opt out of auto-enrolment or ignore your workplace pension, take this course — it's an hour that could be worth hundreds of thousands.
You've just started working and your employer is asking about your pension. This course explains exactly what you're signing up for — and why you should stay enrolled.
"I'll think about retirement when I'm older." This course is specifically for you. It will show you, in actual numbers, what that delay costs.
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That's not an exaggeration — it's compound interest. Five lessons, sixty minutes, and you'll understand your pension better than most adults twice your age.
Yes — and this course will show you exactly why. A student who puts £50/month into a pension from age 20 will retire with significantly more than someone who puts in £500/month starting at 40. Time is the variable that matters most, and you have more of it than anyone.
Auto-enrolment is a UK law that requires employers to automatically enrol eligible workers into a workplace pension. If you're 22 or over, earning more than £10,000/year, and working in the UK, your employer must contribute too. That's free money — Lesson 2 covers it in full.
Absolutely — and for most young people, doing both is the smart approach. ISAs are flexible and accessible at any age. Pensions are locked in until retirement but come with tax relief. Lesson 4 explains how to think about balancing the two.
A workplace pension is set up by your employer and they contribute alongside you. A SIPP (Self-Invested Personal Pension) is one you open yourself — more control, more investment choices, but no employer contributions. Lesson 3 covers when each makes sense.