Case study: University of Lincoln studies retirement age implications for benefits

The University of Lincoln has 1,300 staff, 30% of them aged over 50. The organisation is reviewing its benefits package to account for any impact of the removal of the default retirement age.

Ian Hodson, reward and benefits manager at the university, says: “I see the removal of the DRA in two ways. Firstly, it means we have commenced a review of policies, contracts and processes to remove any aspects relative to the DRA, and developed communications and guidance for staff and managers.

“Secondly, the removal has given us the opportunity to focus on some of other agendas within the organisation to
ensure they are fit for purpose.”

The university is reviewing its benefits package to take into account what, over time, could be a changing workforce demographic. It is also trying to focus on management information. “For example, we are aware of a higher long-term absence rate within the over-50 age group and are looking at how our health plans could support this,” says Hodson.

The university is also reviewing how its pre-retirement support could be adapted as the concept of retirement at a fixed age is phased out.

“We will be promoting the benefits of phased and flexible retirement to graduate the move into retirement, while still maintaining the critical links our employees have with the university,” says Hodson.

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