NHS Working Longer Review Webinar

NHS Pension Scheme is changing Independent Public Services Pension Commission chaired by Lord Hutton: NHS Scheme – NPA should be linked to SPA NHS Pension Scheme: Proposed Final Agreement: Move from Final Salary to Career Average NPA linked to SPA Public Pensions Bill that enshrines the SPA - NPA link in legislation

State Pension Age changes and reviews State Pension Age and the link with Normal Pension Age will be periodically reviewed The State Pension Age Calculator can be found here The government has proposed that: people born between 6 April 1960 and 5 March 1961 will reach State Pension age between 66 and 67 people born on or after 6 March 1961 will reach State Pension age when they’re 67 or older This will then increase to 68 between 2044 and 2046

Impact on the NHS Workforce Some staff are protected from this change up to 70% of the workforce will now have a pension age of between 65 and 68 depending on their date of birth. This could increase again in the future if Government raises the state pension age further. Full details of the changes to the NHS Pension Scheme can be found here – a/file/151957/dh_ pdf.pdf a/file/151957/dh_ pdf.pdf The NHS Pension Age Calculator can be found here - calculators-published calculators-published

NHS Workforce Demographics

NHS Working Longer Review What is the NHS Working Longer Review? Why are we conducting this review? Who is involved? What are the outcomes of this review?

NHS Working Longer Review – why? To understand the impact the raised pension age will have on staff, employers and patients Objectives Identify categories of staff that may be more adversely impacted than others Explore the option for employer/employee funded contribution rates to offset the cost of early retirement Consider what strategies employers will need to put in place to support the extension of working lives Determine the scope of pension scheme design flexibilities to support staff working to state retirement age and in particular to support flexible retirement

NHS Working Longer Review - Group structure Staff Council NHS Pension Scheme Governance Group Steering Group: Working Longer Review Sub Group Employment Practice Sub Group Evidence of the impact

Evidence collected so far To answer the key questions posed in this review the following information has been reviewed: NHS Pension Scheme Electronic Staff Record NHS Staff Survey Government Actuaries Department NCAS

Key questions Does age impact on staff’s ability to deliver safe and effective care? How is performance/productivity of the organisation impacted as the workforce ages? Does age impact on the number and type of staff roles that face increasing capability or disciplinary issues? Do different groups of staff have different retirement behaviour?

Research findings so far -Audit Findings Bath University Commissioned to undertake the research, key findings were: For staff to remain productively employed there needs to be a good fit between the demands of their job, their working environment, their personal circumstances/motivation and their capability People do not have sufficient awareness and understanding of their work options leading up to retirement and their existing pension choices

Research findings so far -Audit Findings Line Managers need training and support to manage older employees in a multigenerational context Older people (in good health, with up-to-date skills sets) perform as well as their younger counterparts - especially when working within a good working environment that has a strong working culture

Gaps in evidence The Audit identified a series of gaps in evidence that would require further research Overall a lack of NHS Specific evidence What does a comprehensive a proactive joint HR and Occupational Health service look like What does support for line managers in the NHS look like? What are the key barriers to flexible working arrangements in the NHS

Find it here: WLR%20-%20Audit%20of%20existing%20research.pdf

Call for Evidence What is the Call for Evidence? Why use this approach? Access the call here: NHSPensionSchemeReview/ImpactofWorkingLong erReview/Call-for- evidence/Pages/Callforevidence.aspx

What should employers do? Local partnership working Submit evidence such as: Any flexible working policies that you have used creatively to enable older workers to stay in work. What policies do they have in place since the removal of the default retirement age?

What should employers do cont. Example of how you use team working to support older workers. This could simply be submitted as a paragraph of writing. Numbers of staff who retire and are able to return because you have accommodated their need to work less hours/more flexibly. How do you support people who are close to retirement, so you could send us details about your retirement training sessions you delivery to your staff.

What should local union reps/staff do? We want to hear from union reps and individuals too What has been the individuals experience of working beyond 60? What has been done well and what could be done better?

Why respond? We need to hear from you – your voice matters Opportunity to influence national NHS policy Evidence of good practice needs to be shared Lessons learnt need to be shared Shape future NHS Pension scheme flexibilities which impact on every Trust Encourages joint discussion at a local level

What will be done with the evidence? Identify themes Good practice Examples of what works in the NHS Examples of what doesn’t work for the NHS Identifies gaps in practice

How to respond Call for Evidence NHS Employers 2 Brewery Wharf Kendell Street Leeds LS10 1JR /ImpactofWorkingLongerReview/Call-for- evidence/Pages/Callforevidence.aspx

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