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Dougie Kneller
Senior Technical Support Consultant

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Moving to master trusts: a playbook for advisers

Published  13 October 2026
   5 min read

Moving to a new master trust takes careful planning. Advisers can help trustees and employers manage risks, keep track of progress and reduce disruption for members.

This playbook explains how advisers can support each stage of the transition, with practical checklists and a risk register. Our guide to comparing workplace pension providers can also provide more information.

Master trusts: at a glance

A master trust is an occupational pension scheme used by multiple unconnected employers. It’s run by trustees who look after the scheme in the interest of its members. 

What's a master trust transition?

A master trust transition is the process of moving future pension contributions, existing pension savings (or both) to a new master trust arrangement. 

Why might employers and trustees move to a master trust? 

Employers and trustees might consider moving to a master trust to try improve member outcomes, reduce governance responsibilities, improve administration or provide a better member experience. 

Advisers commonly support transitions from: 

  • master trust to master trust 
  • single-employer trust to master trust 
  • group personal pension (GPP) to master trust 
  • other workplace pension arrangements to master trust. 

How can advisers support moving to a master trust? 

Advisers can help trustees and employers manage moving a pension scheme to a master trust in a number of ways, including: 

  • comparing different master trusts 
  • helping identify and manage risks 
  • co-ordinating the transition 
  • challenging progress. 

They can also minimise disruption for members, reduce business risk and provide employers and trustees with a clear audit trail of decisions and actions.  
 
A well-managed transition can help support good member outcomes, while documenting decisions can help demonstrate that they're meeting their Consumer Duty responsibilities. 

Adviser support at each stage

Stage  Adviser support 
Preparation and review Review the current pension arrangement and identify key risks
Choosing a master trust Compare providers and support due diligence
Planning the transition Agree roles, responsibilities and timelines
Moving data and assets Monitor the transfer and help resolve issues
After the transition Check everything has been completed successfully

What should advisers think about when selecting a master trust? 

When comparing master trust providers, advisers should consider what will work best for the employer and its members.

This includes looking at: 

  • member value 
  • investment options available 
  • fees and charges 
  • customer service support 
  • member communications 
  • digital support and online access 
  • retirement options 
  • payroll requirements 
  • implementation support.

What risks should advisers monitor during a master trust transition?

A master trust transition involves several moving parts, from member data and payroll to communications and investment changes. Identifying risks early can help reduce disruption and keep everything on track.

Risk  What to look out for How advisers can help 
Member data issues Missing or duplicate member records Review data quality and support cleansing work
Payroll issues Payroll testing failures or contribution errors Check payroll processes before go-live
Communication issues Increased member queries or confusion Review member communications and key messages
Administration delays Backlogs or missed service levels Monitor implementation progress and service
Project delays Missed milestones or delayed decisions Track progress and raise issues early
Poor governance Unclear responsibilities or slow decision-making Establish clear governance and reporting
Guarantees or valuable benefits overlooked Protected features identified late in the project Identify any guarantees and benefits early and seek specialist advice if needed
Investment transition risks Significant differences between old and new investments Review investment and transition plans
Automatic enrolment issues Payroll or onboarding delays Ensure automatic enrolment requirements are understood during planning

 

How should members be supported during a master trust transition?

Clear and timely communication can help members understand what is changing, what it means for them and whether they need to take any action.

Before the transition

Members should be told why the change is happening, when it is expected to take place, how their pension may be affected and whether they need to do anything.

During the transition

Members should receive updates on progress, any changes to the timeline and any temporary disruption to services. They should also know where to go if they need additional support.

After the transition

Once the transition is complete, members should be told how to access their pension, whether any services or features have changed and who to contact if they have questions.

What evidence should advisers retain during a move to a master trust?

Keeping clear records throughout the transition can help demonstrate how decisions were made, how risks were managed and how the transition was delivered.

Stage Examples of records to keep
Governance and planning Business case, provider due diligence, project plans, risk register, governance meeting minutes
Migration and implementation Data validation reports, reconciliation reports, testing results, issue logs, transition approvals
Communications Communication plans, approval records, member communications, FAQs and support materials
Post-transition review Lessons learned report, final approvals, employer summary report

Frequently asked questions

Problems can happen when member data is incomplete or inaccurate, roles and responsibilities are unclear, communication is poor or payroll processes aren't fully tested before the move takes place.

Before contributions are paid into the new scheme, check that member records are accurate, contribution amounts are correct and payroll processes are working as expected.

There is no set timescale for a master trust transition. The length of the project will depend on factors like the number of members, the quality of the data and the complexity of the existing arrangement. Allow enough time for planning, testing and member communications.

The adviser's role will depend on the support requested by the employer or trustees. This may include helping to compare providers, coordinate the transition, monitor progress and identify potential risks.

Disclaimer

The information provided is based on our current understanding of the relevant legislation and regulations and may be subject to alteration as a result of changes in legislation or practice. Also it may not reflect the options available under a specific product which may not be as wide as legislations and regulations allow.

All references to taxation are based on our understanding of current taxation law and practice and may be affected by future changes in legislation and the individual circumstances of the investor.