Answer:

We’ll be reaching out to those employers where we’ve identified members eligible for the Transitional Protection remedy with excess service that would be considered pensionable in the Local Government Pension Scheme. This excludes independent schools, studio schools, function providers and some higher education establishments (those who were established pre-1992). If we don’t contact you, but you think you’ve employees who are affected, then please get in touch through Contact Us.

We’ve information on our website to explain the process of how we’ll contact you and what you’ll need to do.

Answer:

Excess service is when a member has a full-time contract and an additional part-time contract(s) during the same period. There are different rules depending on which scheme they’re in:

• Final salary – any member who has a full-time teaching contract and an additional part time contract(s), will be considered as having ‘excess service’. Excess service isn’t pensionable in the Teachers’ Pension final salary scheme but may have been eligible in the Local Government Pension Scheme (LGPS).
• Career average - excess service is pensionable in this scheme. Service from 1 April 2022 isn’t affected by these changes, however the rollback of remediable service from career average to the final salary scheme on 1 October will need to be addressed.

For more information, please see ‘Why are the members affected by excess service?’

Answer:

We’re aiming to contact affected employers between January and July 2024. You’ll find the geographical breakdown of when we’re aiming to contact employers, split out by region on our dedicated timescales page.

From receiving your file to review, you’ll have 150 days to provide the required information to us.

Answer:

To understand the changes in relation to the Local Government Pension Scheme (LGPS) and the different members affected, please visit the bespoke pages on our website.

Answer:

As part of the Transitional Protection changes, we’ve identified members who, during the remedy period (1 April 2015 – 31 March 2022), hold an additional contract above a full-time contract, which is also known as excess service.

This isn’t pensionable in the Teachers’ Pensions final salary scheme and couldn’t be rolled back on 1 October 2023. Therefore, where the member would have paid their excess service to their Local Government Pension Scheme (LGPS), if not for the discrimination, we need to work with our employers and the LGPS funds to reallocate this.