Flexible retirement

Members over age 55 can take part, or all of, their pension benefits and continue in NHS employment.

Members may continue to build up further benefits in the 2015 Scheme if they wish. 

The member’s pensionable pay must be reduced by at least 10 per cent for at least a year, or the member will cease to be eligible for the pension they have drawn down. 

Members can draw down on up to two occasions before retiring completely. However, if the benefits are paid before normal pension age, the benefits would be reduced as they are being paid early. 

Partial retirement can support staff to continue working whilst benefitting from being able to draw down their pension benefits and supplement their income ahead of retirement. 

Partial retirement is available to staff in the 2008 section and 2015 scheme of the NHS Pension Scheme. It will be available for staff in the 1995 section from 1 October 2023. 

Name: Mark Age: 61 role and band: community staff nurse, band 5

Mark is a community staff nurse and does quite a lot of travelling in his job. As well as caring for his patients, Mark helps patients to care for themselves or works with family members, teaching them how to give care to their relatives.

Why they have decided to retire flexibly 

Mark wants to improve his lifestyle, reassess his work life balance and take up new hobbies and projects. He also enjoys a high level of job satisfaction at work and is keen to continue in his role.

After considering his options, Mark decides to apply to draw down 50 per cent of his benefits and reduces his working hours. 

By claiming some of his pension benefits and reducing his hours, Mark has the time and means he needs to invest in his hobbies. He enjoys his boosted wellbeing and financial security while remaining in his role. 

Benefits for the employer 

Supporting Mark to draw down has improved his health and wellbeing as he is better able to manage his finances and work life balance, enhancing productivity at work. 

By supporting Mark to claim part of his pension while remaining in his role, the trust has retained Mark's skills and experience, which will bolster workforce capacity, service delivery and succession planning.

Staff who have reached the minimum pension age may leave NHS employment, claim their pension benefits and later decide to return to NHS employment. Staff have the option to join the 2015 Scheme on returning to work in the NHS, if they wish.

Name: Susan Age: 57 role and band: project manager, band 7  

Susan is responsible for the planning, delivery and implementation of a new policies or services in the trust. She manages each step of this including planning, budgets, and risk assessment. 

Why they have decided to retire flexibly 

Susan wants to spend more quality time with family members and finish some projects around the house. She decides to retire from her role and enjoys a restorative break from work. After 6 months of retirement, Susan realises that she misses the social element of working. She also wants to improve her financial situation by earning a salary and building up further pension to bridge the gap before receiving her state pension benefits. She feels ready to return to her previous role but on a part-time basis and agrees this with her employer. She returns to working two days a week, whilst receiving her pension benefits and saving further pension for her final retirement. Susan’s health and wellbeing is greatly improved as she has better financial security from accessing her pension alongside a salary. 

Benefits for the employer

By supporting Susan to retire and return, the trust has regained the skills of an experienced member of staff who will pass knowledge on to others and improve workforce capacity.

Staff may step down to a different role, for example, to reduce the level of responsibility while remaining in NHS employment.  

This helps them change the intensity of work on the approach to retirement and supports the organisation to retain the individual’s skills and experience.

Some members opting to step down may be eligible to have their higher level of pensionable pay protected, which might mean that their final salary benefits are not affected.

Name: Yusuf Age: 57 role and band: mental health team lead, band 7

Yusuf is a registered mental health nurse and leads a team providing mental health support for patients at home and in clinics.  He has line management responsibility for the members of his team including acting as a mentor, preceptor and supervisor to students and junior staff.  In addition to managing the care of his own patients, he is responsible for the quality of care provided by his team and provides guidance advice and assistance on their assessments and referrals. He is often asked to attend and chair meetings and deputise for his senior colleagues.

Why they have decided to retire flexibly

In the lead up to his full retirement, Yusuf wants to enhance his job satisfaction and refocus on his vocation. He would like to spend more of his working time providing hands-on care to patients and less time on line management and paperwork. Yusuf decides to move to a less pressured and demanding role and achieve a better work life balance. He is keen to ensure the drop in responsibility does not affect his final salary pension and the scheme has the flexibility to protect his final salary at the point of stepping down.   

Benefits for the employer 

Facilitating Yusuf’s step down has improved staff health and wellbeing and created promotion opportunities for others . The trust has retained an experienced staff member and strengthened workforce capacity. Yusuf will pass on his skills to others, supporting continuity of care to patients. Enabling Yusuf to refocus on work he is passionate about will improve his job satisfaction, productivity and helps make the NHS a great place to work. 

Staff can wind down to retirement by remaining in their current post but reducing the number of hours or days they work.

Reducing working commitments will reduce pensionable pay and a lower pension in the 2015 scheme will build up in the future compared to working full-time. However, any final salary benefits earned in the 1995 or 2008 sections will continue to be based on whole-time equivalent pensionable pay and protected from changes in working patterns.

This option may be used where the organisation wishes to retain the particular experience and skills within the team, but the individual wishes to reduce their hours as they approach retirement. This may support the member of staff to remain in work for a longer period of time before retirement. 

Name: Zaria Age: 56 role and band: midwife, band 6

Zaria is a midwife and provides supervision, care and advice to women from conception, through pregnancy, labour, birth and the post-partum period, both in the hospital and at the patient’s home.  

Why they have decided to retire flexibly  

Zaria is considering her retirement options and is looking at winding down and reducing her hours in the lead up to full retirement. Zaria would like to reduce her working hours as her partner has recently retired, and she would like to spend more time with them and travel the UK in their new motorhome. 

Benefits for the employer 

By assisting Zaria to wind down, the trust has supported succession planning by retaining valuable skills and experience which can be passed on to other staff. Retaining Zaria has also reduced the time and costs of recruitment and training. 

Name: Kamal Age: 65 Role and Band: estates manager, band 8a  

Kamal leads on the estates engineering and maintenance functions whilst leading and developing the whole estates team.  

Why they have decided to retire flexibly 

Kamal wants to continue his career and mentor junior staff. He works in a busy hospital and has many friends and colleagues with whom he shares both a professional relationship and a great social life. Kamal knows he can retire but chooses to continue in his role and build further benefits in the NHS Pension Scheme. Kamal plans to retire in a few years. His pension will be increased because he is retiring later than the normal retirement age. Kamal can continue to enjoy his role, working his usual hours and building a larger pension. 

Benefits for the employer 

Supporting Kamal with late retirement has enabled the trust to retain a highly valued, skilled member of staff who will pass their knowledge on to other members of staff, supporting succession planning.