State pension age predicted to rise much faster than expected

-

The state pension age could rise more quickly than had been previously predicted
The state pension age could rise more quickly than had been previously predicted

It has long been thought that as UK population rises and the age expectancy of that population also increases that the state pension will have to be altered in response. It has now been claimed by the Labour Party and supporting economic experts, that working people may have to wait until their 70s before they can start to think about retirement.

The Office for Budget Responsibility has already forecast that on current trajectories of life expectancy, the state pensionable age could hit 70 by the mid-2060s, but Labour and financial experts are now warning that this could occur much earlier than anyone had previously predicted.

The government is currently reviewing the state pension age and mulling a decision to move the state retirement age from April 2028, the point at which it will have reached 67 for men and women, potentially affecting people under the age of about 55.

John Cridland, the director general of the CBI, has been named as the independent reviewer of the pension age and will look at whether the pension age should continue to be linked to rising life expectancy.

HRreview Logo

Get our essential weekday HR news and updates.

This field is for validation purposes and should be left unchanged.
Keep up with the latest in HR...
This field is hidden when viewing the form
This field is hidden when viewing the form
Optin_date
This field is hidden when viewing the form

 

For more details on this story check out HRreview’s recent webinar on the problems relating to an aging workforce: https://www.hrreview.co.uk/videos/the-uks-ageing-workforce-debate/59462

 

Robert joined the HRreview editorial team in October 2015. After graduating from the University of Salford in 2009 with a BA in Politics, Robert has spent several years working in print and online journalism in Manchester and London. In the past he has been part of editorial teams at Flux Magazine, Mondo*Arc Magazine and The Marine Professional.

Latest news

Personalising the Benefits Experience: Why Employees Need More Than Just Information

This article explores how organisations can move beyond passive, one-size-fits-all communication to deliver relevant, timely, and simplified benefits experiences that reflect employee needs and life stages.

Grant Wyatt: When the love dies – when staying is riskier than quitting

When people fall out of love with their employer, or feel their employer has fallen out of love with them, what follows is rarely a clean exit.

£30bn pension savings window opens for employers ahead of 2029 reforms

UK employers could unlock billions in National Insurance savings by expanding pension salary sacrifice schemes before new limits take effect in 2029.

Expat jobs ‘fail early as costs hit $79,000 per worker’

International assignments are ending early due to family strain, isolation and poor preparation, as rising costs increase pressure on employers.
- Advertisement -

The Great Employer Divide: What the evidence shows about employers that back parents and carers — and those that don’t

Understand the growing divide between organisations that effectively support working parents and carers — and those that don’t. This session shows how to turn employee experience data into a clear business case, linking care-related pressures to performance, retention and workforce stability.

Scott Mills exit puts spotlight on risk of ‘news vacuum’ in high-profile dismissals

Sudden departure of a long-serving BBC presenter raises questions about how employers manage high-profile dismissals and limit speculation.

Must read

Prettpal Somel: How to tackle the #OfficeEnvy most UK employees are experiencing

"HR tends to forget the physical workplace also has an impact on performance."

Dominique Jones: How to identify, develop and retain high potential employees

High potential employees are seen as almost twice as valuable to their organisations as employees (HiPos) who are not high potential.
- Advertisement -

You might also likeRELATED
Recommended to you