NHS Special Classes Ill health retirement

Mutabilisrose

No matter where I look or who I speak to I can’t get an answer so I was hoping someone on here might know.
I am 54 and in special classes. I am on the old pension scheme and have worked full time from 18. I have had considerable sickness in the last 2 and a half years and I am off sick at the moment. I have put in for ill health retirement as with age my conditions worsen. I am 7 months off retirement.
1. When I am assessed for ill health retirement is it wether I am fit to work for the next 7 months to 55 or is it up until 60. Managers, pensions agency and occupational health doctor couldn’t answer this.
2. If I don’t get it the occupational health doctor says I could lose my job. But if they refuse me are they not saying they think I am fit to work. Occupational Health Doctor couldn’t answer this.
3. When calculating my pension. My best year in the last 3 would still have around 6 weeks on half pay thus reducing my overall yearly salary. I asked pensions what impact this would have. The lady told me that it wouldn’t as they use full time equivalent. She sounded very vague though and I wasn’t confident this was correct. I asked if they had anyone who specialised in disability but they don’t.

Any thoughts, signposting or experiences gratefully received.

Browntoa

The pension people should give you a proper leaving pension estimate in writing if you request. It should confirm the figures

Mutabilisrose

Thanks Browntoa. I asked her about that but it would not account for sickness. Although she did vaguely say that that would not affect it. I can get a rewards statement online but I am not sure if it’s right. Maybe she is correct as I have been online looking and I can’t find anything about sickness.

crv1963

If you don't get ill-health retirement you could retire with an reduced pension as with special class you can retire from age 50 with a reduction in pension.

My understanding is if you retire through ill health pension is based on you full time salary, not your sick pay. If they assess you as being able to do some form of employment then you should be able to agree protected pay for 6 months, so whatever band you are currently on and you are moved to a lower band it should take you through to age 55 (given the slow time it takes - assessment, redeployment interview and start date- minimum 4 weeks).

Edit- If you move to a lower band your pension is calculated with the years at a higher band built in. For instance I was 8a (with 1 year acting 8b) and am now a 6, my pension forecast has 10 years 8a calculation on it then 8 years at a 6.

Mutabilisrose

Hi crv. I asked about this a few months ago and the pensions guy advised me against this. He said I would lose 25% of my monthly pension and 17% of lump sum. He said this was because if you retire before 55 you lose your "enhanced" pay. So even though you retire at 55 you your pension is enhanced until 60. But retire at 54 and 6 months like me and I would lose 5yrs 6 months instead of just 6 months. That’s how he explained it. I didn’t know about the protected pay. I am a band 6 so I could go to a 5 or 4 maybe.

Thanks that was useful to know.

crv1963

If you step down a grade because you are deemed fit to work you have to ask/ press for the protected pay- if you don't ask you will probably not get it!

I'd go for the assessment as that is between you and the Occupational Health, then if he/ she informs you that you could work in a different role/ department then you should be invited to meet HR separately at which you need to take your union rep., at that meeting have protected pay as you step down bands, ask if you are being redeployed and into the redeployment pool. If being redeployed you are entitled to also have any additional travel costs claimed monthly. That travel can be the difference between your home and new base versus current travel cost between your home and current base. EG- current return travel home to base 10 miles, new base return 15 miles, you claim the difference of 5 miles per day/ shift.

You can't be shoe-horned into any old role, they have to tell you what roles are suitable and you should be interviewed by your new manager as per your Trust recruitment policy- usually a minimum of two interviewers and interviewee.