HSE pension contributions refund

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Ayomide1968

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I worked in a hospital in Ireland for 11 years and resigned my appointment in 2015. I’m now age 55, can I ask for a refund of my superannuation pension contribution and PRSI. Thanks
 
Ayomide1968 said:
I worked in a hospital in Ireland for 11 years and resigned my appointment in 2015. I’m now age 55, can I ask for a refund of my superannuation pension contribution and PRSI. Thanks
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Having served for more than the minimum of two years you are eligible for preserved pension benefits at "normal retirement age" for your scheme (60 or 65). You are not eligible for a refund.
 
Ayomide1968 said:
I thought from age 55 you could access your pension
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Generally " normal retirement age" is 60 for pre-2004 entrants, and 65 for those post April 2004. Certain grades have earlier options (gardai, prison officers and some others). There is an option to take a reduced "cost neutral early retirement" up to 10 years before "normal retirement age" but AFAIK this option must be exercised while still in employment. If you have resigned then you can only access pension benefits at "normal retirement age" (and on application to your previous employer).
Your PRSI counts towards the State Pension and you apply to Social Welfare for this at state pension age (currently 66). Or you may be able to combine your Irish PRSI with your social insurance in another country (depending where) to qualify for a pension in that country.
 
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Ayomide1968 said:
Thanks for your reply to my post. I thought from age 55 you could access your pension
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I think the only scenario where an ex-HSE employee can access at 55 would be if you were a Section 65 employee, i.e. someone with care of patients in a Mental Health setting. That is available to non-new entrants only, which may or may not be the case in your situation.

Early Riser is correct. If you have served 11 years, you will have vested in the scheme and therefore not be entitled to a refund of superannuation contributions. And again, if you resign before normal retirement age, and before being eligible for Cost Neutral Early Retirement, then your benefits will be preserved and you will only be able to claim them at normal retirement age.
 
Mamamia22 said:
I thought with CNER you could claim your pension from aged 55.
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A pre-2004 entrant can take CNER from 50. It is 55 for post-2004 entrants. However, you have to have reached this age and to opt for it at retirement. Otherwise the full pension benefits are preserved until minimum retirement age.
Once you have resigned CNER is no longer an option. And if you leave/resign before the relevant minimum age (50 or 55) CNER it is not an option.
 
Thank you Early Riser. I did not realise that CNER would not be an option if you resign. If a post 2004 entrant took a career break or had to go out sick at age 53 or 54 does this rule still apply ?
 
Mamamia22 said:
I did not realise that CNER would not be an option if you resign. If a post 2004 entrant took a career break or had to go out sick at age 53 or 54 does this rule still apply ?
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They could still take CNER at 55 in both of these circumstances. (And assuming ill-health retirement is not applicable to the person on sick leave). They haven't resigned.
 
I’m not clear on your reply. If you have to leave work at say 54 because of a health issue are you excluded from applying for CNER at 55 ?
 
Mamamia22 said:
I’m not clear on your reply. If you have to leave work at say 54 because of a health issue are you excluded from applying for CNER at 55 ?
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If you go on sick leave from the HSE at 54 you can apply for CNER at 55 in the normal way. Of course, if the sickness is permanent in nature, ill-health retirement would be preferable, if approved.

If you actually "leave work" at 54 (sick or not) you cannot apply for CNER.
 
Why would ill health retirement be preferable ? I’m sorry I don’t understand why. Would it have to be approved by Occupational Health ?
 
Retirement, specifically on grounds of ill-health, can include additional “free” years up to the normal retirement age.

It’s effectively a medical determination that there is no prospect of providing effective service in the future.
 
Mamamia22 said:
Why would ill health retirement be preferable ? I’m sorry I don’t understand why. Would it have to be approved by Occupational Health ?
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It would be preferable (if eligible) because
(a) the pension benefits are not actuarially reduced (as they are in CNER) and
(b) the person would most likely qualify for added "notional years" of service.

But it is only for eligible applicants - it does have to be approved by Occupational Health and the illness/disability has to be permanent in nature and to significantly impair capacity to perform normal duties. An application has to be accompanied by medical reports from your treating doctor(s). It is not granted lightly. Otherwise, yes, the person on certified sick leave would be eligible for CNER, on request.

See here, for example:

"The medical criteria for IHR are detailed in Circular 22/2007. An employee applies for IHR by contacting their HR section. HR then decides on the employee’s eligibility to apply for IHR. If appropriate, HR refers the case to the CSOHD, with background workplace information on how the employee has been getting on at work.
On receipt of the referral, the employee is asked to submit a medical report and a completed IHR (1) form from their current treating doctor. Reports from non-treating doctors such as medical reports for solicitors are not of value. An appointment is then arranged for a medical assessment at the CSOHD. All applications are assessed by an Occupational Health Physician who is on the Medical Council’s Specialist Register in Occupational Medicine. The medical opinion on permanent medical disability lies with the Chief Medical Officer (CMO) and not with the employees GP/ hospital doctor.
Referral to an outside medical specialist may occasionally be required to clarify the diagnosis and see if any additional treatment options should be tried. If the CMO does not advise that the applicant is permanently medically disabled, they are free to appeal this medical advice within 30 days, as outlined in Circular 22/2007. If this appeal is not successful, then the IHR process is completed. The CMO’s role in relation to IHR is advisory only. The final decision lies with the employing department."

https://cmo.gov.ie/ill-health-retirements/
 
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