This guide is for active members currently paying into the LGPS. 

If you have already left your job or opted out of the scheme, and you're seeking early payment of a deferred pension due to ill health, contact your former employer or Pension Services.

If you're an active member of the LGPS and your health is affecting your ability to work, this page explains:

  • who is eligible
  • the ill health retirement (IHR) process
  • what the different tiers mean
  • what to do if you disagree with a decision

Your employer decides

It's important to remember that your employer decides on ill health retirement, not the pension fund. Processes can vary by employer, so always keep in touch with your line manager or HR team for guidance. 

Who is eligible

The fund can pay ill health pensions at any age, but you must have at least 2 years' service in the LGPS.  

To qualify, your employer must be satisfied that:

  • you are permanently incapable of doing your current job until your normal pension age (NPA) because of ill health or infirmity of mind or body
  • you are not immediately capable of undertaking any gainful employment

Independent registered medical practitioner (IRMP)

Your employer must take into account the opinion of an independent registered medical practitioner (IRMP) when deciding. The IRMP is a suitably qualified occupational health physician who understands the scheme rules and is independent of your case.

Normal pension age (NPA)

Your normal pension age is usually linked to your State Pension age. It's the age at which you can take your LGPS pension in full, with no reductions for early payment.

Check your State Pension age

The ill health retirement process

While every case is different, here's a typical journey:

  1. Your employer monitors sickness under its absence/health policy.
  2. You or your employer can consider ill health retirement if it appears you may meet the criteria.
  3. Your employer compiles information about your role and sickness history and invites you to supply medical evidence. Your employer refers your case to an IRMP.
  4. The IRMP reviews the job demands and medical evidence (and may request additional clinical reports). They may assess you in person, but it isn't always necessary.
  5. Using the IRMP's certified opinion and any other evidence admitted, your employer decides whether to award IHR and, if so, which tier applies. Your employer then finalises your last day of service and retirement arrangements.

Your role in the process

You can:

  • provide clear details about how your health affects your job
  • share reports from your GP/consultants and information on prognosis
  • give written consent for the IRMP to see medical records or request further reports
  • stay in close contact with HR/your manager throughout
  • provide clear, complete medical evidence and consent for information sharing where possible
  • keep notes of dates, documents sent, and any treatment milestones that might affect timing

The IRMP role

The IRMP considers 2 core questions:

  1. Are you permanently incapable of performing your current job?
  2. Are you immediately capable of any gainful employment?

Permanently incapable

Permanently incapable means that more likely than not, you will be unable to perform your job until at least normal pension age.

Gainful employment

We classify 'gainful employment' as paid work (with any employer) of at least 30 hours a week for a continuous period of at least 12 months.

The outcome

If the answer to both questions is no, the IRMP will indicate when you might be capable of gainful employment in the future. Your employer will use the IRMP report to determine which tier to award.

If you are waiting for or recovering from treatment

Your employer may reasonably wait until you complete treatment or for a recovery period before considering ill health retirement, especially if that could change your capability.

Do not hand in your notice

Do not hand in your notice during this process without taking formal advice. If you resign, even if it is because you are unwell, your employer can no longer consider you for active ill‑health retirement, no matter how strong your medical case. You may lose the chance to receive enhanced or unreduced retirement benefits.

The ill health retirement tiers

If your employer decides you meet the criteria, they will award one of the following tiers

Tier 1: Severest impact

When awarded

You are unlikely to be capable of any gainful employment before your NPA.

Benefit

Pension you've built up, plus an enhancement that broadly reflects what you might have built up had you stayed on your current pay to NPA.

Payable

For life (not reduced for early payment).

Tier 2: Serious impact

When awarded

You are not capable of gainful employment within three years of leaving, but likely to be capable before NPA.

Benefit

Pension built up plus a smaller enhancement (a quarter of the Tier 1 enhancement).

Payable

For life (not reduced for early payment).

Tier 3: Likely improvement

When awarded

You are likely to be capable of gainful employment within three years of leaving (or earlier than NPA if sooner).

Benefit

No enhancement - you receive the pension you have built to your leaving date.

Payable

Immediate but temporary. Your employer must review this tier. This benefit ceases after three years, or earlier if:

  • you enter gainful employment
  • a review (usually around 18 months) finds you capable of gainful employment

Any lump sum you receive is yours to keep.

After tier 3 stops, your pension is normally payable again from NPA. You may request an earlier payment, subject to the rules at the time.

If you disagree with a decision

You have the right to challenge decisions under the scheme's internal dispute resolution procedure (IDRP):

Stage 1

Within six months of the decision (or act/omission), write to the nominated person of the body that made the decision. Your employer or the pension fund can tell you who the nominated persons are and provide the IDRP form and guidance. 

Stage 2

If dissatisfied, you may ask the pension fund (via its nominated person) to reconsider.

Other regulatory bodies may be able to assist, depending on your case.