The Government has introduced changes to the Local Government Pension Scheme (LGPS) to make the scheme fairer for all members. Most changes took effect from 1 April 2026, and some improvements apply retrospectively.  

1. Fairer survivor benefits 

The LGPS provides valuable benefits when you die. Your spouse, civil partner or eligible cohabiting partner will receive a part of your pension. This is paid as a survivor pension. It will be paid for the rest of their life. 

From 1 April 2026, survivor pensions are calculated more consistently to ensure equal treatment regardless of the sex of the member or their survivor. 

Some survivor pensions will be increased as more of the member’s service before April 2014 will now count. Some survivor pensions will become payable for the first time - this is most likely to affect male survivors of female members who left the LGPS before April 1988. 

Action: if you think these changes could affect you, you can email [email protected] 

2. Changes to death grants 

Removal of the age limit 
The age limit for paying a lump sum death grant has been removed.  A death grant can now be paid even if a member dies after age 75. This change is backdated to cover deaths from 1 April 2014. 

We are working to identify any new death grants in respect of members who died after age 75 since April 2014. Where necessary, we will contact beneficiaries and / or personal representatives to arrange payment of the death grant. Interest for late payment will be added.  

For information about when a death grant is payable visit the FAQs page of the LGPS member website. 

More discretion over who receives the death grant 
The Norfolk Pension Fund is no longer required to pay late death grants to personal representatives of a deceased member’s estate. Instead, we can now use our discretion to choose the most appropriate beneficiaries. 

3. Stronger protection when you are away from work 

In the LGPS, women typically receive lower pensions than men – this is called the gender pensions gap. One of the reasons for the gap is that women are more likely to take breaks from work due to childcare and other caring responsibilities.  

The key changes introduced to help close the gender pensions gap: 

You will not need to buy back lost pension for any period of unpaid additional maternity leave, unpaid additional adoption leave (weeks 27 to 52) or unpaid shared parental leave that starts from 1 April 2026 or later. Your pension benefits will continue to build-up while you are off work.  

From 1 April 2026, if your employer allows you to take unpaid leave that lasts less than 15 days, your pension will continue to build up in this period. You and your employer will both pay the pension contributions that would have been paid if you were at work receiving your normal pay. 

If your employer allows you to take unpaid leave that lasts 15 days or more, the break will not automatically count for pension purposes. 

You can elect to buy some or all of the pension you lost during the unpaid period by paying extra contributions. The contributions can be paid by lump sum or regular deductions from your pay. Your employer will inform you of the cost and your payment options. 

For more information visit the official LGPS website and their article on Improving access and fairness in the LGPS.