The Department for Work and Pensions (DWP) is conducting a new review of the State Pension age, which could result in rule changes under the current Labour government. The review, mandated by the Pensions Act 2014, was announced in July 2025 and is the third such review since the act came into force.
Background of the State Pension Age Reviews
The Pensions Act 2014 requires the government to regularly review the State Pension age. The first review concluded in 2017, and the second concluded in 2023. The latest review will assess whether the current pensionable age remains appropriate, taking into account the latest life expectancy data and other relevant evidence.
Evidence Sources for the Review
As outlined in the Pensions Act 2014, this review will consider evidence from two key reports. The first is an independent report led by Dr. Suzy Morrissey, which examines specified factors relevant to the State Pension age. The second is a report from the Government Actuary’s Department (GAD), which analyzes the latest life expectancy projections.
Understanding Your State Pension Age
The State Pension age is the earliest age at which you can start receiving your State Pension. This age may differ from the age at which you can access a workplace or personal pension. The DWP provides a tool for individuals to check when they will reach State Pension age, their Pension Credit qualifying age, and when they become eligible for free bus travel.
Potential Impacts and Future Changes
Since the State Pension age is subject to regular reviews, the results of the DWP tool may change in the future. The Labour government has published information about the launch of this latest review on its official website. It is important to note that individuals can continue working after reaching State Pension age, as the 'default retirement age' of 65 no longer exists.
Workers can also check their State Pension forecast to determine how much they will receive. However, in some cases, employers may enforce a compulsory retirement age if they can provide a valid reason, such as specific physical requirements for the job (e.g., construction) or legal age limits (e.g., fire service).
