13. Retirement age - an issue for the future?
UK Stewards' Committee
(R) In view of the increasing retirement age, this meeting of RCN Congress believes that careers will not exist for older nurses to work safely
Result
The resolution was .
For: 442 (95.69%)
Against: 19 (4.31%)
Abstain: 25
Debate report
Passionate speakers took to the stage to urge Congress to vote in favour of this resolution proposed by Philip Noyes, RCN UK Stewards’ Committee. Their pleas were heard. Almost 100 per cent of voters supported it.
“This resolution is not about the distant future – it’s about right now,” said Philip. “The health sector needs to focus on giving nurses and HCAs careers they can safely do in later life.”
Seconder Neil Thompson, RCN UK Safety Representatives’ Committee, said the UK Safety Reps were delighted to support the resolution and that he hoped for an interesting and lively debate.
“I need a life after nursing,” said Catriona Forsyth, Sunderland branch. “I purchased a pension with terms and conditions and I want them to be restored.”
Jane Bovey of the Wiltshire branch said that increasing retirement age is not a logical option, while Zeba Arif of the Forensic Nursing Forum said that despite working with her head and her heart and not her knees, she had to retire to preserve her “dignity” after suffering with crippling arthritis for a year while working.
RCN President Andrea Spyropoulos was met with a round of applause when she said it was not right to make older nursing staff work longer when there are young people desperate for jobs. “It’s a disgrace!” she exclaimed.
“I’m confused – is the government arrogant or incompetent?” asked David Baker, while Christina Sosseh, South East region, shared her view that everyone has individual dreams and aspirations and people should be able to do what suits them.
Proposer Philip Noyes closed the debate. “It is thoroughly unacceptable to expect older nurses to work in frontline jobs,” he concluded. Congress voted while singing along to ‘When I’m 64’ by the Beatles.
Background
Just as the general population is ageing and living longer, so too is the nursing and health care workforce. The point at which the increased demand for health and social care services resulting from an ageing population coincides with a reduction in available staff as a result of health problems, caring responsibilities and early retirement, is referred to as the ‘nursing time bomb’.
A shortfall of one million health care workers is projected across the European Union (EU) by 2020. Consequently, European governments are reviewing how to encourage and enable workers to extend their working lives.
The European Commission has designated 2012 as the European Year of Active Ageing, and the RCN is working with social partners across the EU to draw up guidance to supplement its Who will care? publications in relation to the steps necessary to support an ageing health care workforce.
Key areas include the provision of age-appropriate risk assessment and occupational health services and the availability of flexible working and retirement policies. In addition, talent and performance management (including the availability of lifelong learning opportunities), and steps to eliminate discrimination and negative stereotypes that disadvantage older workers in the workplace – in particular, incorrect assumptions about declining capability, will need to be addressed.
In October 2011 the UK government abolished the default retirement age (an exemption to the 2006 Age Regulations) that allowed employers to compulsorily retire staff aged 65 or over. Protection against age discrimination provided by the Equality Act (2010) means that employers must ensure their working practices and policies do not discriminate against workers due to age. Public sector bodies in England, Scotland and Wales also have a positive duty to promote age equality as outlined in the public sector equality duty. Public authorities in Northern Ireland are similarly bound by Section 75 of the Northern Ireland Act 1998 which describes a duty to promote equality of opportunity and good relations.
Retirement age is influenced by occupational and state pension policy. Recent legislation has put in place a framework to equalise the state pension age (SPA) for both men and women at 65 years, and for this to increase to 66 years of age by 2020. It is further proposed the SPA will rise to 67 years by 2028 and 68 years by 2046. Today, the average life expectancy is 88 years of age.
Occupational pensions can set their own retirement age and this influences retirement decisions within the workforce. The NHS pension scheme currently has three normal pension ages (the normal pension age – or NPA – is the minimum age at which you can claim the full value of your pension contributions); 60 in the 1995 section (or 55 for ‘special class’ members), and 65 in the 2008 section.
In the public sector pension schemes (with the exception of the Armed Forces, Fire and Police services - where the retirement age will move to 60) Government intends to link the occupational pension age (NPA) to the State Pension Age of 65 for pensionable service from 2015. The occupational pension age will then rise with increases in the SPA to 68 by 2046.
At the time of writing, the Scottish Government and Northern Ireland Assembly are yet to announce whether they intend to follow this proposal. A review into the implications of working longer is currently being set up, and the RCN will be a key partner in this review.
References and further reading
Centre for Workforce Intelligence (2012) Supporting sector bodies in tackling ageing workforce issues London: Centre for Workforce Intelligence Available at: http://www.cfwi.org.uk/resources/supporting-sector-bodies-in-tackling-ageing-workforce-issues-health-sector (Accessed 27/02/12) (Web)
Directgov (2012) State Pension age calculator London: Directgov Available at: http://pensions-service.direct.gov.uk/en/state-pension-age-calculator/home.asp
(Accessed 27/02/12) (Web)
Royal College of Nursing (2011) Who will care: protecting employment for older nurses: RCN guidance London: RCN Available at http://www.rcn.org.uk/__data/assets/pdf_file/0008/395378/003849.pdf
(Accessed 27/02/12) (Web)
