The publication of Lord Hutton's review (Report, 11 March) has sparked considerable debate about pensions, not all of it well informed. The cost of public sector pensions is already decreasing. The NHS pension is an example of a highly effective final salary scheme. It underwent a radical overhaul in 2008 and was subject to a three-year review, achieved through partnership working between unions, employers and the Department of Health. Contributions paid by NHS workers increased substantially and are now among the highest in the public sector. The normal pension age for new entrants increased to 65, and a rigorous governance regime was introduced. A cost-sharing agreement was accepted, under which employees, rather than employers, would bear additional costs. As a result, the scheme is in a very strong financial position. Over the next five years it will provide a surplus to the Treasury (over benefits paid out) of £10.7bn. And NHS pensions are far from "gold-plated" – the median pension is less than £4,000.
Changes to pensions for NHS staff – such as another increase in contributions – would be particularly unfair when they agreed to major changes to their pensions only three years ago. Many would opt out or decide to retire earlier. So there is a risk not only of destabilising the largest public sector pension scheme – ultimately adding to the numbers of people unprepared for their retirement and increasing the burden on the state – but also of depriving the NHS of its most talented staff.
Dr Susie Sanderson British Dental Association, Dr Hamish Meldrum BMA, Phil Gray Chartered Society of Physiotherapy, Rehana Azam GMB, Cathy Warwick Royal College of Midwives Dr Peter Carter Royal College of Nursing, Eddie Saville Society of Chiropodists and Podiatrists, Richard Evans Society of Radiographers, Glyn Jenkins Unison Len McCluskey Unite