NHS Pension 1995 vs 2008 vs 2015 Comparison Calculator

Most NHS employees hold pension benefits across two or three scheme sections simultaneously, yet the differences between them determine tens of thousands of pounds of retirement income. This calculator computes your annual pension, tax-free lump sum, and projected monthly income under all three NHS pension scheme sections — side by side — so you can see exactly which rules produce the best outcome for your situation.

To use this calculator you need:

• Your pensionable salary — shown on your payslip or Total Reward Statement (TRS)
• Your years of reckonable service in each scheme section — confirmed on your NHSBSA Annual Benefit Statement
• Your planned retirement age
• Your scheme section or sections — 1995, 2008, 2015, or a combination

If you do not have your Annual Benefit Statement, log in to the NHSBSA Member Hub or request one by emailing nhsbsa.pensionsmember@nhsbsa.nhs.uk with your membership number.

Last updated: July 2026 | Tax year: 2026/27 | Data sources: NHSBSA, NHS Employers, HM Treasury

The Three NHS Pension Schemes — What You Need to Know First

As part of the McCloud remedy, the 1995 and 2008 sections closed on 31 March 2022, and since 1 April 2022 all active members contribute to the 2015 Scheme. Members that have already built up pension in the 1995 and 2008 sections can still access this after 1 April 2022 in line with the existing rules for each section.

The move to the 2015 Scheme means that more members are likely to have pension across multiple parts of the scheme. Your total NHS pension at retirement is the sum of every section's benefits added together — each calculated under its own distinct set of rules.

The three sections are not interchangeable. Your accrual rate, lump sum entitlement, and Normal Pension Age all depend on which section your service falls under.

Side-By-Side Comparison Table

This table sets out every structural difference across the three NHS pension scheme sections that directly affects your retirement income.

NHS 1995 Pension Section: Final Salary, NPA 60, Automatic Lump Sum

The NHS 1995 Section is a defined benefit final salary pension scheme. It covered NHS staff who joined before 1 April 2008. The 1995 Section closed to new accruals on 31 March 2022, but benefits accrued before that date remain preserved and payable under the original terms.

The NHS 1995 Pension Scheme structure rewards long-term service and late-career salary progression, offering a pension based on final salary rather than an average across the career.

How the 1995 Section Pension Formula Works

Annual pension from the 1995 Section is calculated using the salary, service, and accrual rate. The salary is the average of the three consecutive years with the highest pensionable earnings, taken from the last ten years of service.

Written as a formula:

Annual Pension = Final Pensionable Pay × Years of Reckonable Service ÷ 80

In addition to the annual pension, the NHS 1995 Section provides an automatic tax-free lump sum, calculated as three times the annual pension:

Automatic Lump Sum = Annual Pension × 3

The automatic lump sum feature distinguishes the 1995 Section from the 2008 and 2015 sections, which do not offer an automatic lump sum.

1995 Section — Worked Example

Claire, Band 7 Registered Nurse, retiring at NPA 60

• Final pensionable salary: £48,000
• Years of reckonable service in 1995 Section: 25

At age 60, Claire receives £15,000 per year plus a £45,000 tax-free lump sum on day one of retirement. No commutation is required and no choices are needed on the lump sum unless she wants to convert further pension into additional cash.

1995 Section — Part-Time Service

For part-time workers, the 1995 Section adjusts service on a pro-rata basis. Service years are reduced proportionally based on hours worked compared to a full-time equivalent. A member working 50% of full-time hours for 20 years accrues 10 years of qualifying service.

The final pensionable pay used in the formula is based on the whole-time equivalent salary. Part-time staff are not disadvantaged on the salary side of the formula — only on the years of service.

1995 Section — Special Class and Mental Health Officer (MHO) Status

Members with confirmed Special Class or Mental Health Officer (MHO) status in the 1995 Section have a Normal Pension Age of 55, not 60. This applies to specific clinical groups — including qualified mental health nurses and certain allied health professionals — who had direct and substantial contact with mentally disordered patients.

Special Class status is not transferable to the 2008 or 2015 sections and does not apply to service built up after 31 March 2008.

1995 Section — Maximum Service Cap

The 1995 Section has a maximum service cap of 40 years. Forty years of service gives 40/80ths = 50% of final salary as an annual pension. Members who reached 40 years of reckonable service before 31 March 2022 stopped building further 1995 Section benefits at that point.

NHS 2008 Pension Section: Final Salary, NPA 65, No Automatic Lump Sum

The NHS 2008 Section is a defined benefit final salary pension scheme that replaced the 1995 Section for staff joining from 1 April 2008. It uses 1/60th final salary accrual with no automatic lump sum. Normal pension age is 65.

How the 2008 Section Pension Formula Works

Annual Pension = Final Pensionable Pay × Years of Reckonable Service ÷ 60

The salary definition is identical to the 1995 Section: the average of the three consecutive years with the highest pensionable earnings in the last ten years before retirement.

There is no automatic lump sum. You can commute (exchange) part of your annual pension for a tax-free cash lump sum at an exchange rate of £12 of lump sum for every £1 of annual pension surrendered.

Break-even point: It takes approximately 12 years of retirement before the higher pension would have repaid the lump sum. If you expect to live well beyond 12 years in retirement, keeping the higher pension produces better total value — but taking cash at retirement gives immediate flexibility.

2008 Section — Worked Example

Mohammed, Band 6 Physiotherapist, retiring at NPA 65

• Final pensionable salary: £42,000
• Years of reckonable service in 2008 Section: 14

Mohammed's break-even point on taking the lump sum is approximately 12 years into retirement. If he lives beyond age 77, keeping the higher pension produces more total income than taking the £24,000 lump sum.

2008 Section vs 1995 Section — The Accrual Trade-Off

The 2008 Section builds pension 33% faster than the 1995 Section per year of service (1/60th vs 1/80th). The 1995 Section's automatic lump sum of 3× annual pension partially offsets this difference in total economic value.

The critical structural distinction is Normal Pension Age. The 1995 Section grants full unreduced benefits five years earlier than the 2008 Section (age 60 vs age 65). A member with identical service and salary in both sections would receive their 1995 benefits five years sooner — generating significantly more total lifetime pension income if they live to average life expectancy.

NHS 2015 Scheme: Career Average (CARE), Highest Accrual Rate, State Pension Age

The 2015 Scheme covers all current active NHS members. Since 1 April 2022, all active members build up benefits in the 2015 Scheme for new service. It uses 1/54th career average revalued earnings (CARE) accrual. Normal pension age is your State Pension Age, or 65 if later.

How the 2015 Scheme CARE Formula Works

Every year you are an active member, you earn a pension slice equal to your pensionable pay divided by 54. That slice is then revalued annually by CPI + 1.5% until you retire. At retirement, all your revalued slices are added together to give your total 2015 Scheme pension.

Pension Accrued Per Year = That Year's Pensionable Pay ÷ 54 Total 2015 Pension = Sum of all annual slices, each revalued by CPI + 1.5%

2015 Scheme — Worked Example

Priya, Band 5 Staff Nurse, planning to retire at State Pension Age 67

• Pensionable salary: £32,000 (flat salary used for simplicity)
• Years in 2015 Scheme: 10

The revaluation effect is significant. At CPI + 1.5% compounding over 10 years, Priya's pension grows materially in real terms. The longer the time between accrual and retirement, the more powerful the revaluation becomes.

When the 2015 Scheme Produces a Higher Pension than 1995 or 2008

The 2015 Scheme outperforms final salary rules when:

• Your salary remained relatively flat throughout your career
• You received promotions early rather than late in your career
• You have many years remaining before retirement, allowing CPI + 1.5% revaluation to compound on every accrual year

The 2015 Scheme underperforms final salary rules when your salary in the final years of your career is significantly higher than your career average — which is common for consultants, senior managers, and Band 8+ staff promoted late. For those members, the 1995 or 2008 final salary link captures the peak earnings and applies it to all years of service, producing a materially higher pension.

Combined Benefits — Most NHS Staff Hold Multiple Sections

Different accrual rules and Normal Pension Ages apply to benefits built up at different times. Your total NHS pension at retirement is the sum of each section's calculation applied independently.

Combined 1995 + 2015 Benefits — Worked Example

David, Band 8a Clinical Lead

• Final pensionable salary: £58,000
• Years in 1995 Section (pre-April 2022): 20
• Years in 2015 Scheme (April 2022 onwards): 5 (average salary during this period: £55,000)

David can draw his 1995 Section benefits at age 60 (his NPA for that section) and leave his 2015 benefits in the scheme until State Pension Age at 67 — drawing each section at its unreduced NPA and avoiding early retirement reductions on both.

How to Check Which Scheme Section You Are In

Your confirmed section and accumulated pension figures appear on your NHSBSA Annual Benefit Statement (ABS). Access it at the NHSBSA Member Hub or via ESR self-service.

Mccloud Remedy and the Deferred Choice Underpin (DCU) Explained

The McCloud case was about protections for older workers when the reformed public service pension schemes — including the 2015 NHS Scheme — were introduced. Those protections were found by the Court of Appeal to be unlawfully discriminatory against younger members.

The result is a remedy period from 1 April 2015 to 31 March 2022, during which eligible scheme members can choose whether their legacy (1995 or 2008) section or CARE (2015) scheme rules apply to their membership during that window.

Who the Mccloud Remedy Applies To

NHS staff who were active in the scheme on 31 March 2012 and on 1 April 2015 are eligible for the remedy. If you were not in the NHS Pension Scheme on both of those dates, the McCloud remedy does not apply to you.

When You Make the Mccloud Choice — The Deferred Choice Underpin

You do not make this choice now. Your remedy-period service has been temporarily rolled back into the 1995 or 2008 section. At retirement, NHSBSA will calculate both options and present you with a comparison via a Remediable Service Statement (RSS). You then choose which set of rules to apply to your remedy-period service.

Important: Do not make major retirement decisions based on an assumed McCloud outcome. Wait for your Remediable Service Statement from NHSBSA, which confirms both options and their values for your specific service record.

When Legacy Rules (1995/2008) Beat 2015 CARE in the Remedy Period

• Your pensionable salary grew significantly between April 2015 and March 2022
• You were promoted to a higher Agenda for Change band during the remedy period
• You moved from part-time to full-time hours during the remedy period

When 2015 CARE Rules Beat Legacy in the Remedy Period

• Your salary remained relatively flat between 2015 and 2022
• You worked consistent part-time hours throughout the remedy period
• There are many years remaining between 2022 and your retirement, allowing CPI + 1.5% revaluation to compound on your remedy-period accrual

How Much Do You Pay into Each NHS Pension Scheme Section?

All three scheme sections use the same tiered employee contribution structure. From 1 April 2026, the NHS Pension Scheme uses six contribution tiers with rates running from 5.2% to 12.5%.

Employers contribute a flat rate of 23.7% of pensionable pay, making the NHS Pension Scheme one of the most generous occupational pension schemes in the UK. That employer contribution does not come out of your pay — it is an additional cost borne entirely by your NHS employer.

Tax Relief on Contributions

NHS pension contributions are deducted from gross pay before income tax is calculated — a net pay arrangement — so you receive automatic tax relief at your marginal rate. A 20% taxpayer paying 8.3% contributions sees a net cost of approximately 6.6%. A 40% taxpayer paying 12.5% sees a net cost of approximately 7.5%.

What Pay Counts as Pensionable?

Not all NHS income is pensionable.

Pensionable pay includes:

• Basic salary
• High Cost Area Supplements (HCAS)
• Recruitment and retention premiums
• On-call availability supplements

Not pensionable:

• Overtime payments (in most cases)
• Expense reimbursements
• One-off non-consolidated payments
• Car allowances

If your basic salary is £32,073 but you receive £4,000 in HCAS, your pensionable pay is £36,073 — placing you in Tier 4 (9.8%) rather than Tier 3 (8.3%).

The Tier Boundary Trap — Critical Warning

Unlike income tax (which is marginal), NHS pension contributions apply to your entire salary based on which tier you fall into. This creates cliff edges at tier boundaries.

If your pensionable pay is £28,854 (top of Tier 2), you pay 6.5% = £1,876/year. If it rises by just £1 to £28,855, you move to Tier 3 and pay 8.3% on your entire salary = £2,395/year. That is £519 more in pension contributions for £1 more in gross pay. This is the single most misunderstood feature of NHS pensions and catches thousands of staff every year.

The four most dangerous tier boundary points in 2026/27:

The Department of Health and Social Care reviews these thresholds annually using the Consumer Price Index to adjust for inflation and maintain consistency in take-home pay at each tier level.

Part-Time Staff and Contribution Tier Assessment

Since October 2022, contribution tier assessment for part-time staff changed. Before this reform, tiers were set on whole-time equivalent pay — meaning part-time workers often paid a higher percentage than their actual earnings warranted. Since the change, your tier is based on actual pensionable pay received. A member on 0.5 WTE is assessed against the tier thresholds using their 0.5 WTE earnings, not the full-time figure.

Early Retirement Reduction Factors: 1995, 2008 and 2015 Compared

Every scheme section permits retirement from age 55. Retiring before your Normal Pension Age triggers an actuarial reduction to your benefits. The reduction grows the further from NPA you retire.

1995 Section — Early Retirement from Age 55 (NPA 60)

The 1995 Section applies separate reduction factors to the pension and to the automatic lump sum. The lump sum reduction is consistently lower than the pension reduction.

Approximate reductions (England & Wales):

Note: Exact reduction factors are published by NHSBSA and applied to your individual pension estimate. The figures above are indicative. For the precise reduction applicable to your service record, request a retirement benefits estimate directly from NHSBSA.

2008 Section — Early Retirement from Age 55 (NPA 65)

The 2008 Section has a 10-year window of potential early retirement (age 55 to NPA 65). Reductions per year are higher than the 1995 Section because of the larger gap between minimum retirement age and NPA.

Approximate reductions:

A 2008 Section member retiring at 55 retains only approximately 60% of their full NPA pension.

2015 Scheme — Early Retirement from Age 55 (NPA 67)

The 2015 Scheme carries the most severe early retirement penalties. With a State Pension Age of 67, retiring at 55 means drawing benefits 12 years early.

Approximate reductions:

A 2015 Scheme member who retires at 55 receives only approximately 53% of their full NPA pension. This is the primary reason many NHS staff with significant 2015 Scheme benefits choose to defer those benefits to State Pension Age while drawing their 1995 Section benefits at NPA 60.

Break-Even Age Calculation

The break-even age is the point at which total income from taking a reduced pension early equals total income from waiting for the unreduced pension. For most NHS members retiring 3–5 years early, break-even falls between age 70 and age 75. If your family history suggests longevity beyond 75, waiting for full unreduced benefits produces more total lifetime income in most scenarios.

ERRBO — Early Retirement Reduction Buy out (2015 Scheme Only)

ERRBO allows 2015 Scheme members to purchase protection against the early retirement reduction. By paying additional contributions now, you secure the right to retire up to 3 years before State Pension Age without actuarial reduction applied to your 2015 benefits. ERRBO is purchased in whole years. The cost depends on your age at purchase and the number of years of protection you buy. Contact NHSBSA for a personal ERRBO quotation.

NHS Pension Tax-Free Lump Sum: 1995, 2008 and 2015 Options Compared

1995 Section Lump Sum

The 1995 Section provides an automatic tax-free lump sum equal to 3× your annual pension. No commutation is required. You receive this automatically on the first day of retirement. You can additionally commute further annual pension into a larger lump sum, subject to the Lump Sum Allowance.

2008 Section Lump Sum

There is no automatic lump sum. You can commute part of your annual pension at a rate of £12 of lump sum for every £1 of annual pension surrendered.

2015 Scheme Lump Sum

There is no automatic lump sum. Commutation operates at the same 12:1 rate as the 2008 Section.

Lump Sum Allowance (LSA) — The £268,275 Limit

The Lump Sum Allowance is £268,275 for 2026/27. This is the maximum total tax-free lump sum you can receive across all pension schemes in your lifetime. Any tax-free lump sum amount above this limit is taxed at your marginal income tax rate.

For NHS members with long service or high salaries, the 1995 Section automatic lump sum alone can consume a substantial portion of the LSA. A member with a £30,000 annual 1995 Section pension receives an automatic lump sum of £90,000 — leaving £178,275 of remaining LSA allowance for further commutation or other pension schemes.

Annual Allowance 2026/27 — How It Affects Your NHS Pension

The Annual Allowance is the maximum amount by which your pension benefits can grow in a tax year without triggering a tax charge. For 2026/27, the standard Annual Allowance is £60,000.

For defined benefit schemes, Annual Allowance is not measured by contributions paid. It is measured by the growth in the value of your pension benefits, calculated as: (Closing Pension Value − Opening Pension Value) × 16, plus any lump sum increase.

Who Is at Risk of Breaching the Annual Allowance?

Annual Allowance charges primarily affect high earners. The highest-risk groups are:

• NHS consultants — particularly those who received Clinical Excellence Awards or distinction awards
• Senior managers at Band 8c, 8d and 9 — especially after a significant promotion
• GPs — subject to complex practitioner pension rules
• Staff returning from unpaid leave — absence followed by a large pay rise can create a large pension growth figure in a single year

If your adjusted income exceeds £260,000, your Annual Allowance tapers. For every £2 of adjusted income over £260,000, your AA reduces by £1, down to a minimum floor of £10,000. Adjusted income includes salary, employer pension contributions, and all other income sources.

Scheme Pays

If your pension growth exceeds the Annual Allowance and you face a tax charge, you can elect for the NHS Pension Scheme to pay the charge from your future pension benefits. This is called Scheme Pays. It reduces your future pension by an actuarially equivalent amount but eliminates any immediate cash payment requirement. The deadline to submit a Scheme Pays election is 31 July in the tax year following the year the charge arose.

How to Increase Your NHS Pension Benefits

Additional Pension (2015 Scheme)

The Additional Pension facility allows 2015 Scheme members to purchase extra annual pension on top of standard accrual. You can buy up to £7,401 of additional annual pension for 2026/27. Payment can be made through regular monthly contributions deducted from pay or as a one-off lump sum.

Added Years (1995 Section — Closed to New Contracts)

The 1995 Section previously offered an Added Years facility to purchase extra reckonable service. This is closed to new contracts. Members who held existing Added Years contracts before closure can continue their arrangements to completion.

NHS Shared Cost AVC

The NHS Shared Cost AVC operates through a salary sacrifice arrangement alongside the main NHS Pension Scheme. Contributions are deducted before income tax and National Insurance, producing a larger effective saving than standard voluntary contributions. The NHS Shared Cost AVC is provided through Prudential and allows investment in a range of funds. At retirement, the AVC fund can be taken as a tax-free lump sum (subject to the LSA) or used to purchase an annuity.

NHS Pension Death-in-Service and Survivor Benefits: 1995, 2008 and 2015

All three sections provide death-in-service benefits, but the survivor pension percentages differ materially.

The 1995 Section provides the highest survivor pension at 50% of the member's annual pension. The 2015 Scheme provides the lowest at 33.75%. For a member receiving £20,000 per year, this is the difference between a survivor receiving £10,000 per year (1995 Section) and £6,750 per year (2015 Scheme) — a £3,250 annual difference paid for the survivor's lifetime.

Partial Retirement — Draw Part of Your Pension and Keep Working

Partial retirement (also called Retire and Return) allows NHS staff to take between 20% and 80% of their built-up pension while continuing to work — provided they reduce their pensionable earnings by at least 10%.

This is available from age 55. The portion of pension you do not draw stays in the scheme and continues to grow. Members can draw their 1995 or 2008 Section benefits at their Normal Pension Age while simultaneously continuing to build 2015 Scheme benefits — a particularly powerful planning option for staff in their late 50s and early 60s.

Partial retirement is especially valuable for:

• Senior clinicians approaching full retirement who want a phased exit
• Band 8+ staff whose full income would trigger Annual Allowance charges
• Staff approaching State Pension Age who want to supplement income without fully retiring

NHS Pension in Scotland and Northern Ireland

The core scheme rules — accrual rates, Normal Pension Ages, and lump sum entitlements — are identical across all four UK nations. Contribution tier structures differ.

Scotland (Scottish Public Pensions Agency — SPPA): Scottish NHS staff pay contribution rates set by the Scottish Public Pensions Agency. The SPPA uses a different tier structure with more bands than England and Wales. If you work in Scotland, use the SPPA contribution table rather than the England & Wales rates above.

Northern Ireland (HSC Pension Service): The Northern Ireland HSC Pension Scheme mirrors England & Wales rules closely, but with slightly different tier thresholds and a top employee contribution rate of 12.7% (vs E&W's 12.5%). The employer contribution rate in Northern Ireland is 23.2%.

NHS Pension 1995 vs 2008 vs 2015 — Frequently Asked Questions

What Is the Difference Between NHS Pension 1995, 2008 and 2015?

The 1995 Section uses 1/80th final salary accrual and pays an automatic lump sum of 3× pension with a Normal Pension Age of 60. The 2008 Section uses 1/60th final salary accrual with no automatic lump sum and a Normal Pension Age of 65. The 2015 Scheme uses 1/54th career average accrual, no automatic lump sum, CPI + 1.5% annual revaluation on active benefits, and a Normal Pension Age equal to State Pension Age (minimum 65).

Which NHS Pension Scheme Is Best — 1995, 2008 or 2015?

There is no universally best scheme. Staff with significant late-career salary growth benefit more from 1995 or 2008 final salary rules. Staff with consistent salaries throughout their career often benefit more from the 2015 Scheme's higher 1/54th accrual rate and CPI + 1.5% revaluation. Use the calculator above to compare your personal figures with your exact salary and service data.

What Is the NHS Pension Accrual Rate for Each Section?

The 1995 Section accrues at 1/80th of final salary per year. The 2008 Section accrues at 1/60th of final salary per year. The 2015 Scheme accrues at 1/54th of each year's actual pensionable pay, with CPI + 1.5% revaluation applied annually.

Can I Take My NHS Pension at 55?

Yes. The minimum pension age across all three sections is 55. Retiring before your Normal Pension Age triggers an actuarial reduction. The reduction grows the further from NPA you retire. Retiring 12 years early in the 2015 Scheme reduces your pension by approximately 47%.

Do I Have Pension in More than One NHS Scheme?

If you joined the NHS before April 2015 and have continued working, you almost certainly hold benefits in at least two sections. Your Annual Benefit Statement from NHSBSA confirms the exact breakdown of benefits by section.

What Is the Mccloud Remedy in NHS Pension Terms?

The McCloud remedy gives eligible NHS members a choice between legacy (1995/2008) and 2015 CARE scheme rules for pension service between 1 April 2015 and 31 March 2022. NHSBSA calculates both options at retirement and presents them in your Remediable Service Statement (RSS). You choose the option that produces the higher pension for your circumstances.

What Is the NHS Pension Annual Allowance for 2026/27?

The standard Annual Allowance is £60,000 for 2026/27. If your adjusted income exceeds £260,000, your allowance tapers by £1 for every £2 over the threshold, down to a minimum of £10,000. If you breach the Annual Allowance, you can elect Scheme Pays to have the tax charge met from your future pension rather than as an immediate cash payment.

What Is the Tax-Free Lump Sum Limit for NHS Pensions?

The Lump Sum Allowance (LSA) is £268,275 for 2026/27. Tax-free lump sums across all your pension schemes in your lifetime cannot exceed this figure. Any amount above £268,275 is taxed at your marginal income tax rate.

What Does My NHS Employer Pay into My Pension?

Your employer contributes 23.7% of your pensionable pay on top of your own contributions. This does not come out of your pay — it is an additional cost met entirely by your employer and is one of the most valuable features of NHS employment. Most private sector employers contribute between 3% and 8%.

What Happens to My NHS Pension if I Leave the NHS?

Your accrued pension is preserved and will be paid at your Normal Pension Age. Deferred 2015 Scheme benefits are revalued annually by CPI. Deferred 1995 and 2008 Section benefits are also revalued by CPI while in deferral. If you have fewer than 2 years of qualifying membership, you can usually receive a refund of contributions.

What Is the Maximum NHS Pension I Can Build?

The 2015 Scheme has no service cap — your pension grows for every year you contribute. The 1995 Section had a maximum of 40 years of service, producing a maximum of 40/80ths = 50% of final salary as an annual pension. The 2008 Section has no service cap.

How Do NHS Pension Contributions Give Tax Relief?

Contributions are deducted from gross pay before income tax — a net pay arrangement — providing automatic tax relief at your marginal rate. A basic rate taxpayer paying £4,000 in annual contributions has a net cost of £3,200. A higher rate taxpayer paying £4,000 has a net cost of £2,400.

What Survivor Pension Does My Spouse Receive from the NHS Pension?

The survivor pension percentage is 50% of your annual pension from the 1995 Section, 37.5% from the 2008 Section, and 33.75% from the 2015 Scheme. All three sections pay an equivalent survivor pension to a qualifying civil partner or nominated partner.

What Is Partial Retirement in the NHS Pension Scheme?

Partial retirement allows you to draw between 20% and 80% of your built-up NHS pension while continuing to work, provided you reduce your pensionable earnings by at least 10%. It is available from age 55. The remaining pension stays in the scheme and continues to grow.

How Do I Find out My Current NHS Pension Amount?

Log in to the NHSBSA Member Hub to view your Annual Benefit Statement. Your ABS shows accumulated pension in each section and a projection at Normal Pension Age. You can also request a retirement benefits estimate directly from NHSBSA for a more precise projection based on your full verified service record.

NHS Pension 1995 vs 2008 vs 2015 — Which Is Best for You?

The only way to determine your personal best outcome is to input your actual service record and salary data into the calculator above. Every NHS member's situation is different.

Important Disclaimer

This calculator and all content on this page provide estimates for planning and educational purposes only. Actual pension benefits are calculated by NHSBSA using your verified service records. The McCloud remedy involves complex actuarial calculations — for definitive remedy advice, contact NHSBSA directly or consult a regulated independent financial adviser with NHS pension expertise.

Pension income is taxable as earned income in retirement. Tax-free lump sums are tax-free up to the Lump Sum Allowance of £268,275 for 2026/27. This page does not constitute financial advice.

For your official pension estimate: NHSBSA Member Hub | nhsbsa.pensionsmember@nhsbsa.nhs.uk