Start planning now for a long and enjoyable retirement.
Ensuring members of the nursing family have access to good quality occupational pension provision has been identified by the RCN as a key strategic aim.
As life expectancy increases and pension values change, it is more important than ever to make sure you plan for your retirement. There are three main types of pension provision:
The State Pension is a regular payment made by the UK Government to people who have reached State Pension age. This is to ensure that everyone has a foundation for their retirement income to support them in their old age. State Pensions are funded from National Insurance (NI) contributions.
Your State Pension age is based on your gender and age. Find out more about your State Pension age.
A briefing paper outlines current issues relating to the equalisation of the state pension age between men and women, including details of a campaign led by the Women Against State Pension Increases (WASPI) and associated activities.
The NHS Pension scheme is the occupational pension scheme for employees working for the NHS or for an organisation providing NHS services. A significant majority of RCN members are active, deferred or retired members of the NHS Pension. We recognise the value of the NHS Pension scheme, not just as deferred pay for our members in their retirement, but as a key component of the overall NHS reward package and its importance to recruitment and retention. As such we are committed to working collectively and in partnership with Government and employers to ensure the scheme remains one that is stable and secure, and that it provides the best possible benefit to current and future members.
There are three NHS Pension schemes across the four UK countries. Further sources of information are as follows:
England and Wales - NHS Business Services Authority (NHSBSA)
Northern Ireland - HSC Pension Service
Scotland - Scottish Public Pensions Agency
Recent legal cases have ruled that the way in which pension scheme members were moved to the new 2015 Pensions Schemes was discriminatory on grounds of age.
This discriminatory effect now must be removed and will mean pension scheme members having to choose how they want their pension to be calculated for the period 1 April 2015 to 31 March 2022.
The choice will be between benefits calculated under the rules of the scheme someone was in immediately before April 2015 or under the 2015 Scheme rules.
HM Government has launched a public consultation to ask WHEN scheme members should be asked to make this choice.
The two options are:
1) “Immediate choice” – in the 12-24 months from April 2022
2) “Deferred choice” – when the scheme member retires.
No-one is being asked to make this choice yet – the consultation is about when the choice should be offered.
The RCN is running a series of webinars to seek your views on this important matter. These webinars will help inform the RCN’s response to the consultation which closes on 11 October.
Chair of the RCN Trade Union Committee Graham Revie said: “We know how important pensions are to members and it’s crucial that those who are affected have their say on this issue.
Tuesday 1st September -2-3pm
Wednesday 2nd September 7-8pm
Thursday 3rd September – 9.30-10.30am
Monday 7th September – 12-1pm
Wednesday 23rd September - 3pm-4pm
There is no need to book on to these events – just click the link above at the right time to join.
PLEASE NOTE - These live events are to discuss the consultation only – you will not be able to ask questions about your personal situation and the impact on your future finances. RCN members can get independent financial advice form Lighthouse as part of their membership
Member briefing on consultation
If you work for a Local Authority you should have access to the Local Government Pension Scheme.
University staff are covered by the Universities Superannuation Scheme.
If you are working elsewhere, for example in the independent sector, you may have the option to pay into a pension scheme arranged by your employer that both you and your employer make contributions into.
Since 2012 all employers are required by law to offer a workplace pension to eligible staff. Eligible staff are automatically enrolled into a workplace scheme but can subsequently opt out if they wish to. Both employers and staff pay into the scheme and staff receive tax relief on their contributions.
Some, but not all, workplace pension schemes make provision for employees who have to leave work early due to redundancy or ill health and also pay life assurance benefits. Your employer should be able to provide specific guidance on the benefits available.
For more information on your specific occupational or workplace pension, speak to your manager or your employer's payroll or human resources department.
Private pensions are like workplace pensions but are set up by you rather than your employer. You can set up regular contributions, e.g. monthly, or make one-off payments into your fund. Your pension provider will add any necessary tax relief.
The money you put into your personal pension will usually be invested in a range of assets like shares, bonds, property and cash. When you start your pension, you'll probably get a choice of pension funds to select from, based on how much risk you are willing to take.
When you reach the age of 55, you can take your private pension as a lump sum, use it to buy an annuity (a guaranteed income) or leave it invested and take out cash amounts when you need to via drawdown.
Further advice about pensions can only be given by regulated financial advisers or institutions. Lighthouse is the RCN's preferred partner for financial advice but other services are available.
You can also find out more from the Pensions Advisory Service.