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Pensions – Leeds Teaching Hospitals NHS Trust

The presentation is a summary of how the Employees pot builds during their career then mainly focuses on the process of retiring and the options available to the employee. The presentation is based around 3 videos, with question and answer sessions after each video and then more local information after that about the Pensions Team based at LTHT. This session won't be able to answer employee specific queries regarding financial outcomes from the NHS Pension scheme.

Audience - 50+

Course: 298 ODC - Preparing for Retirement

Helping you to meet your personal retirement planning goals by receiving further advice and information on retirement and pension planning, state benefits, investments and estate planning options. It will also help you to understand your and financial planning needs by prioritising your options, needs and shortfalls.
Audience - All staff

Course: 298 ODC - Planning a Positive Retirement

This seminar is designed for those of you who are: Thinking about retiring or taking your pension benefits within the next three years wanting to understand how the pension changes may impact your retirement savings

Click you tube link to watch

Retire and return

If an award holder retires and returns immediately following the statutory minimum 24-hour requirement, they may be eligible to keep their NCEA or NCIA until its scheduled expiry date, provided they continue to meet the standard eligibility criteria. However, if there are any changes to their contract, role, employer or if there is a break in employment, the duration of their award may be shortened. ACCIA will not extend the expiry date of any award unless there are extenuating circumstances relating to ill health or other reasons that are agreed by ACCIA.

Anything longer than the mandated minimum 24-hour requirement will constitute a break in employment. Circumstances differ if your eligible contract begins 24 hours after retirement but agreed unpaid or paid leave is taken immediately after commencing the contract. As long as you remain continuously employed under an eligible contract, paid or unpaid leave following retire and return will not constitute a break in employment. This must be clearly communicated to ACCIA to avoid incorrect application of our rules

Section 16.6 of the NHS terms and conditions of service handbook states that reckonable service does not count for employment where the member has taken pension benefits.

16.6 The following employment will not count as reckonable service:

• employment that has been taken into account for the purposes of a previous redundancy, or loss of office payment by an NHS employer

• where the employee has previously been given pension benefits, any employment that has been taken into account for the purposes of those pension benefits.

However, if the employee has a break of less than one week after they have retired, they would be entitled to statutory redundancy. In order to prevent this situation arising, employers may require a break of 14 days between retirement and re-engagement to ensure that there has been a ‘statutory’ break in service.

28. Partial retirement and contractual redundancy 

The TCS Handbook section 16.6 states the following employment will not count as reckonable service:

• employment that has been taken into account for the purposes of a previous redundancy, or loss of office payment by an NHS employer

• where the employee has previously been given NHS pension benefits, any employment that has been taken into account for the purposes of those pension benefits.

Therefore, any service calculating partial retirement benefits should not be taken into account for the purposes of calculating a contractual redundancy payment and this should be discounted for the purposes of a future redundancy payment.