SCREENING
Statement of policy: Local Government Pension Scheme Pension Discretions
Last updated 2 July 2025
The assessment
New or existing service or policy?
Existing
Directorate
Human resources
Officer(s) responsible for:
- Service/policy/project: Emma Ruffinato, HR and Organisational Development Manager
- Completing equality impact assessment: Emma Ruffinato, HR and Organisational Development Manager
Date
2 July 2025
What is the purpose? What are the outcomes?
The Local Government Pension Scheme (LGPS) scheme employers must have a discretions policy in place, review and update the policy and provide a copy to the Pension Fund for reference. This provides WFDC flexibility to manage issues relating to LGPS benefits for both current and former employees
Are there any statutory requirements? Who are the main customer groups / stakeholders?
Under Regulation 60 (1) of the Local Government Pension Scheme Regulations 2013 Regulations each employer must formulate, keep under review and publish their policies on certain discretions contained within the LGPS Regulations.
Who is intended to benefit from this service/policy? How will they benefit?
ThisThis statement is applicable to all employees of Wyre Forest District Council who are eligible to be members of the LGPS.
What information are you using? What does the evidence show you?
The information referred to is the Local Government Pension Scheme Regulations (LGPS) 2013 and the LGPS (Transitional Provisions, Savings and Amendment) Regulations 2014.
What impact does the service/policy/project have on the following equality strands?
Protected characteristics: definitions
Prior to the Equality Act 2010, there were 3 separate public sector equality duties covering race, disability and gender. The Equality Act 2010 replaced these with a new single equality duty covering the following protected characteristics.
| Characteristic and definition | Impact and evidence |
|---|---|
|
1. Age |
Neutral: No impact. Evidence: Not aware of any impact on people with this characteristic. |
|
2. Disability |
Neutral: No impact. Evidence: Not aware of any impact on people with this characteristic. |
|
3. Gender Reassignment |
Neutral: No impact. Evidence: Not aware of any impact on people with this characteristic. |
|
4. Marriage and Civil Partnership |
Neutral: No impact. Evidence: Not aware of any impact on people with this characteristic. |
|
5. Pregnancy and Maternity |
Neutral: No impact. Evidence: Not aware of any impact on people with this characteristic. |
|
6. Race |
Neutral: No impact. Evidence: Not aware of any impact on people with this characteristic. |
|
7. Religion of belief |
Neutral: No impact. Evidence: Not aware of any impact on people with this characteristic. |
|
8. Sex |
Neutral: No impact. Evidence: Not aware of any impact on people with this characteristic. |
|
9. Sexual Orientation |
Neutral: No impact. Evidence: Not aware of any impact on people with this characteristic. |
|
Other e.g. deprivation, health inequalities, urban/rural divide, community safety |
Neutral: No impact. Evidence: Not aware of any impact on people with this characteristic. |
Review
Can any differential impact be justified? (for example, promoting equality of opportunity)
No impact
Does any adverse impact amount to unlawful discrimination?
No impact
What alternative actions could be taken to mitigate any adverse impact? (Add these to the action plan)
No impact.
Consultation
Detail any specific consultation on this service/policy (if there is insufficient data, further consultation will need to be undertaken and included in the action plan)
Consultation with the following in preparing the policy - Cabinet Member for Finance and Capital Portfolio, Chief Executive/Head of Paid Service, Head of Resources and Section 151 Officer and Solicitor to the Council and Monitoring Officer.
Conclusion
Can the service/policy proceed?
Yes
How will the service/policy be monitored and reviewed? (please give a timescale)
Monitored annually and reviewed and/or as required due to a significant change in regulations or legislation.
Signed: Emma Ruffinato, HR and Organisational Development Manager
Date: 2 July 2025