Commonwealth War Graves Commission: Pension Fund

Kevan Jones Excerpts

Monday 29th February 2016 Commons Chamber

[Chris Stephens]

I thank my hon. Friend for that intervention, and I shall come on to say more about the position of the scheme.

The news of the closure of the final salary scheme has come as a terrible shock to long-serving staff, with more than 50% of those affected within 10 years of normal retirement age, leaving little time to readjust. For some, that has meant completely changing retirement plans as they can no longer afford to retire or as key assumptions such as being able to pay off a mortgage are no longer the case. Staff feel betrayed that what was promised to them for years is suddenly being snatched away.

Let us consider the financial position. In the commission’s statement of accounts of March 2014, the key numbers show a surplus of £1.4 million on income of £67 million, with balance sheet reserves up from £4.3 million to £7.2 million and net current assets up from £1.5 million to £2.2 million. The balance sheet shows an improvement in reserves of £2.9 million, due largely to the improvement of £2.6 million in the pension deficit from £8.3 million to £5.7 million. In its 2015 accounts, the position had changed. The balance sheet showed a deficit of £6.1 million, having been in surplus by £6.7 million in March 2014. The reason was a sharp increase in the deficit shown in the pension scheme, a deterioration of £13 million in the year, taking the deficit to £18.6 million. The background is the effect of the recent three-yearly valuation, which reflected a collapse in the forecast interest rates for the pension fund investments.

My first question to the Minister is: what investments resulted in this change from 2014 to 2015? Despite the commission announcing its intention to close the pension scheme in December 2014, formal consultation with the three trade unions representing staff at the commission—PCS, Prospect and Unite—did not start until June 2015. During the consultation period, the trade unions took a reasoned and helpful approach, proposing numerous alternatives in an attempt to find a solution that both recognised the financial position of the commission and mitigated the most detrimental effects on staff. However, the commission rejected all the proposals, remaining resolute on closing the final salary scheme and moving to a defined contribution scheme.

Proposals were numerous and wide reaching and included increasing member contributions to enable the scheme to stay open. The initial proposal put forward by the trade union side, a proposal that directly addressed the commission’s concerns about the pension scheme deficit and about future risk in the scheme, was as follows. First, it proposed a cap on pensionable earnings for future service with effect from 1 April 2016, which would immediately address the pension scheme deficit by enabling a downward revision of the actuarial costs of the scheme. Secondly, it proposed to increase member contributions from 1.5% to 5%, phased in over the next two years. Thirdly, it suggested that the decision on the closure of the scheme should be postponed for three years, linked to a further valuation of the scheme during 2018. That would enable a considered and measured review of the scheme’s funding, taking account of the previous two proposed measures, both of which would have a positive impact on past service deficit and future service costs. These proposals were rejected almost immediately, with no costing done by the commission, leading the trade unions to believe that the consultation was hollow and the commission was intent on closing the final salary scheme regardless.

The final proposal from the trade unions was the option of CWGC UK-based staff transferring to the civil service Alpha pension scheme, as provided for under the Cabinet Office’s new fair deal. We are aware that many scheduled bodies including English Heritage, the Churches Conservation Trust, the Royal Botanic Gardens, the Imperial War Museum and the British Council have been permitted to join the new civil service pension scheme.

[Mr Kevan Jones (North Durham) (Lab)]

I declare an interest as a member of the Commonwealth War Graves Commission. I congratulate the hon. Gentleman on securing the Adjournment debate tonight and I hear what he says, but what he has just suggested was considered. It was not possible, and if people had been transferred to the civil service scheme, the terms offered to them would have been worse.

[Chris Stephens]

I thank the hon. Gentleman for that intervention. He has spoken to me about that privately and I have asked questions about it. His comments are surprising because of the aggregate accrual rates in the Alpha scheme. One of the problems is that there has been no discussion of the actuarial variations between the trade unions and those representing the commission in the talks. I hope the hon. Gentleman will use his good offices to put that right.

The commission’s response was to assert that CWGC staff are not civil servants, making them ineligible to join the Alpha scheme. However, the Office for National Statistics details the CWGC as part of the MOD accounts, and Her Majesty’s Revenue and Customs also lists CWGC staff as civil servants. In fact, the CWGC tends to pick and choose when the civil service hat fits. For example, the 1% pay cap in the public sector is often cited in pay talks as a reason to keep down pay rises.

The trade unions believe that they were never given a satisfactory reason why the CWGC did not apply for admittance as a scheduled body under the Government’s new fair deal policy. Instead of putting forward a case for staff to join Alpha, the commission seemed to decide in advance that they were ineligible to join and then sought confirmation of this from the MOD. The commission’s unwillingness to engage and seek alternatives that would mitigate the financial impact on staff was demonstrated throughout the consultation.

Trade unions repeatedly asked for more information to inform the consultation and aid the consideration of alternatives. However, the commission declined to offer that information, and the trade unions had to conduct much of the consultation without key information. For example, they requested an anonymised breakdown of how the new scheme would financially affect each member of staff, crucial information that would allow unions to see the impact of the proposals and help them put forward alternatives. That request was declined, leaving the unions no option but to ask members to send in their individual statements and to piece them together to form an overall picture.

Staff representatives were denied access to key decision making meetings at which they had requested the opportunity to put forward the case to keep the scheme open. The unions wrote to the commission asking to attend the meeting on 9 December 2015 when the commission put forward its case for closing the scheme to the board of commissioners. The commission wrote back to say that the unions’ attendance would be “inappropriate”.

Despite the trade unions raising numerous concerns and offering reasonable alternatives, the decision to close the final salary scheme appears to have been a fait accompli. The commission made the final decision in December 2015 to go ahead and close the scheme in April 2016. As staff have mentioned, the pension scheme has always been a way of attracting and retaining staff in the commission, and it has featured strongly as part of the overall benefits package that staff have signed up to when joining. To take it away after years of service, when staff are so painfully near retirement, is just unfair. Long-serving staff have put up with great disturbance and sacrifice to their family lives, such as moving to foreign countries. Spouses and partners have often been unable to have careers as a result, and the pension that commission staff accrue should recognise that

Approximately 60% of those affected by the changes are 50 years old or more, so they could be retiring within the next 10 years. Staff within a few years of retirement now have little time to re-adjust their financial planning for retirement, as the alternative Group Pension Plan will not deliver anything like the benefits of the final salary scheme. When changes were made to the civil service pension schemes, protection was given to staff nearing retirement, in recognition of the fact that they would have made financial plans based on the assumption of their existing pension entitlement. That protection has not been offered to staff at the commission.

Closure of the scheme from 1 April 2016 will have a significant detrimental effect on the future pensions of UK-based staff and will cause considerable unrest among employees at a time when they are working hard to further enhance the reputation of the commission with the work on the 1914 to 1918 centenary commemorations. The changes also come at the exact time when workers currently contracted out of the state second pension, as staff in the commission are, will see national insurance contribution increases of 1.4%. From April 2016, staff transferring to the GPP scheme will therefore have the dual disadvantage of paying national insurance increases and pension contribution increases of up to 5% for the new scheme. Closing the final salary pension scheme will create financial difficulty for the commission’s longest-serving, loyal staff, who have sacrificed much for the commission over the years.

The trade unions believe that they have adopted a constructive approach to finding alternatives. However, the commission has refused to make any meaningful changes to its initial position to mitigate the financial impact on staff.

[Mr Kevan Jones]

I do not want to get into a dialogue about this, but I have to say that that is not true. The final scheme was changed, including to help lower-paid staff over the next three years, so changes have been made. I also have to say that I do not recognise the hon. Gentleman’s description of the negotiations, because the trade unions did meet the vice-chair and the secretary-general.

[Chris Stephens]

I thank the hon. Gentleman for that intervention. I am sure that is a discussion he and I can continue to have.

I have a number of questions for the Minister. First, has the decision to close the scheme already been made or is it the case that, in the words of the Leader of the House in a letter to me on 24 February 2016:

“The Commission has undertaken a consultation and is now considering in detail the range of responses received but no decision has yet been taken”?

Secondly, what is the current deficit of the scheme, as of today’s date? Lastly, given what I have outlined in relation to industrial and employee relations, does he not agree that we should ensure that talks begin between the commission and the trade unions—hopefully with ministerial involvement—to share information and actuarial evidence properly and to reach a solution that could be agreed by both sides?