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Absence from work

Your LGPS pension benefits may be affected if you are off work for any reason

Where pension benefits accrue

Pension benefits accrue automatically during the following absences: 

 Sick leave (even if unpaid).
 Ordinary maternity, paternity, or adoption leave.
  Paid additional maternity, paternity, or adoption leave.
  Unpaid additional maternity, additional adoption, and shared parental leave (if commenced after 1 April 2026).
  Authorised unpaid absences of up to 15 calendar days (if commenced after 1 April 2026).
  Bereaved partner paternity leave (in relation to the death of a child’s primary carer when that primary carer dies after 5 April 2026 and within one year of a child’s birth or adoption).
 Jury service.
 Reserve Forces leave. 

If you have an authorised leave of absence for one of the above reasons, you do not need to take any further action - your pension benefits will build up as normal. You will pay the same rate of contributions when you are on paid authorised leave, but based on your actual pay

However, for authorised unpaid absences of up to 15 calendar days, you will pay contributions on the pay you would have received if you were paid as normal. Your employer will either take the contributions during the period of absence, if sufficient pay exists for that pay period, or upon your return to work. Speak to your employer for more information on when they may take payment.

Where pension benefits do not accrue

Pension benefits do not accrue automatically during the following absences: 

 Unpaid additional maternity leave (if the period of absence commenced before 1 April 2026).
 Strike Action.
  Other unpaid leave (that is not listed above).

You will not build up any pension entitlement in the time that you are absent from work for one of these reasons.  

If you are still employed during the absence but receive nil pay, you will pay no employee contributions unless the absence is authorised, it begins after 1 April 2026 and is for a period of time of less than 15 calendar days. 

However, for all of these situations you can buy back lost pension to cover an unpaid period of 15 calendar days or more up to a maximum of 36 months (see below). 

Buying back lost pension 

There are two different ways to buy back lost pension, depending on the reason for the absence:

  • Qualifying Additional Pension Arrangements (QAPAs): These apply for periods of authorised unpaid leave which last 15 calendar days or more and do not relate to illness, injury, child-related leave or reserve forces leave and where the absence commenced on or after 1 April 2026.
  • Additional Pension Contributions (APCs): For breaks related to trade disputes and other periods of absence not covered by QAPAs or under the title of 'where pension benefits accrue'.

Additional information on each of these can be found by clicking on the relevant drop down below. 

For APCs for lost pension, the costs will be split between you and your employer. You will need to pay a third of the cost and your employer will need to pay two thirds, as long as you make an election to do this within 30 days of returning to work. 

You can opt to pay at any time and can cover the lost pension for a period of absence, but if you make the election after 30 days, then you will pay the full cost. 

In some circumstances the employer can extend the 30 day limit. 

For strike action, you will pay the full cost in all cases.

For APCs for lost pension, the costs will be split between you and your employer. You will need to pay a third of the cost and your employer will need to pay two thirds, as long as you make an election to do this within 30 days of returning to work. 

You can opt to pay at any time and can cover the lost pension for a period of absence, but if you make the election after 30 days, then you will pay the full cost. 

In some circumstances the employer can extend the 30 day limit. 

For strike action, you will pay the full cost in all cases.

1) When you return from your authorised unpaid leave, contact your employer’s payroll and request the “lost pay” for the unpaid period. (i.e. the pay you would have had if you worked normally).  The HR and/or Payroll department of some employers supplies this upon return. If not, you can request it. 

2) You can go to the LGPS lost pension calculator , insert your details and generate the quote for the contributions you would have to pay to cover your unpaid leave. This will also generate an application that you can complete if you want to go ahead. If you need assistance with the calculator, please call our helpline on 01452 328888. 

3) Send the application to your employer to set it up on payroll to take the lump sum amount from your pay, as standard (or specify in the calculator if you want to apply to pay via regular deductions from pay). 

4) Your employer will then send the confirmation to us, and we will add it to your pension record. 

5) If you pay tax, you will get tax relief on the additional contributions you make. This is automatically adjusted if you pay via your salary. If you pay as a direct lump sum (not from salary deduction) you will have to arrange the claim for the tax rebate from HRMC. 

Note: Normally you would be expected to pay back the amount of lost pension as a single lump sum but it is possible, in exceptional circumstances, to pay it back through regular contributions subject to: 

  • The member being at least 12 months from their normal pension age;  
  • The proposed repayment period is at least a year; 
  • The employer and Fund agreeing to the proposal on a practical level (i.e. consider the size of the monthly payments and whether the length of time requested would not create a disproportionate administrative burden)

Members can opt to pay at any time and can cover the lost pension for a period of absence up to a maximum of 36 months. 

1) When you return from your authorised unpaid leave, contact your employer’s payroll and request the “lost pay” for the unpaid period. (i.e. the pay you would have had if you worked normally).  The HR and/or Payroll department of some employers supplies this upon return. If not, you can request it. 

2) You can go to the LGPS lost pension calculator , insert your details and generate the quote for the contributions you would have to pay to cover your unpaid leave. This will also generate an application that you can complete if you want to go ahead. If you need assistance with the calculator, please call our helpline on 01452 328888. 

3) Send the application to your employer to set it up on payroll to take the lump sum amount from your pay, as standard (or specify in the calculator if you want to apply to pay via regular deductions from pay). 

4) Your employer will then send the confirmation to us, and we will add it to your pension record. 

5) If you pay tax, you will get tax relief on the additional contributions you make. This is automatically adjusted if you pay via your salary. If you pay as a direct lump sum (not from salary deduction) you will have to arrange the claim for the tax rebate from HRMC. 

Note: Normally you would be expected to pay back the amount of lost pension as a single lump sum but it is possible, in exceptional circumstances, to pay it back through regular contributions subject to: 

  • The member being at least 12 months from their normal pension age;  
  • The proposed repayment period is at least a year; 
  • The employer and Fund agreeing to the proposal on a practical level (i.e. consider the size of the monthly payments and whether the length of time requested would not create a disproportionate administrative burden)

Members can opt to pay at any time and can cover the lost pension for a period of absence up to a maximum of 36 months. 

If the following criteria applies, you are able to purchase back lost pension using a Qualifying Additional Pension Arrangement (QAPA):

  • the absence relates to a continuous, permitted unpaid absence which lasted more than 14 calendar days and commenced on or after 1 April 2026. 
  • the absence was not due to illness, injury, child-related leave or reserve forces leave (as other provisions exist for these scenarios)
  • you elect to pay additional pension contributions to cover all or part of the unpaid absence within a year* of returning to work.
  • you make that election while you are in the same employment you were in when you were absent.

*Your employer may allow a longer period for you to make an election. 

As a QAPA does not apply automatically, your employer will not deduct contributions at the time of the absence. If you decide to take out a QAPA, employers and members contribute to the cost of a QAPA as follows: 

  • you pays the contributions you would have paid if you had not been absent. You will pay the reduced rate if you were in the 50/50 section immediately before the absence
  • the employer pays the contributions they would have paid if you had not been absent. These contributions are compulsory if you make such an election.

The benefit entitlements that you will receive are the same as what you would have received had you not been absent from work.

Finally, the following points also apply:

  • You may chose to cover just part of the absence.
  • You can elect to pay for the benefit via a lump sum or regular contributions.

If you interested in going ahead, further information can be found under the procedure tab below. 

If the following criteria applies, you are able to purchase back lost pension using a Qualifying Additional Pension Arrangement (QAPA):

  • the absence relates to a continuous, permitted unpaid absence which lasted more than 14 calendar days and commenced on or after 1 April 2026. 
  • the absence was not due to illness, injury, child-related leave or reserve forces leave (as other provisions exist for these scenarios)
  • you elect to pay additional pension contributions to cover all or part of the unpaid absence within a year* of returning to work.
  • you make that election while you are in the same employment you were in when you were absent.

*Your employer may allow a longer period for you to make an election. 

As a QAPA does not apply automatically, your employer will not deduct contributions at the time of the absence. If you decide to take out a QAPA, employers and members contribute to the cost of a QAPA as follows: 

  • you pays the contributions you would have paid if you had not been absent. You will pay the reduced rate if you were in the 50/50 section immediately before the absence
  • the employer pays the contributions they would have paid if you had not been absent. These contributions are compulsory if you make such an election.

The benefit entitlements that you will receive are the same as what you would have received had you not been absent from work.

Finally, the following points also apply:

  • You may chose to cover just part of the absence.
  • You can elect to pay for the benefit via a lump sum or regular contributions.

If you interested in going ahead, further information can be found under the procedure tab below. 

In order to purchase a QAPA, you will need to do the following:

1. Liaise with your employer so that they can provide you with the amount you would need to pay to cover the period of absence (this will be based on the employee contributions that you would have paid if you had not be absent). Your employer should use the QAPA Calculator found on this page.

2. Decide whether you wish to pay to cover some or all of the period of absence.

3. If do wish to proceed, agree with your employer how you will pay for the QAPA - this could be as a one-off lump sum or via installments.  

4. Make an election to pay within the requirement timeframe (within a year of you returning to work). 

5. Your employer will then advise us of the existence of the QAPA by sending us a completed QAPA Calculator and we will credit your pension record accordingly.

In order to purchase a QAPA, you will need to do the following:

1. Liaise with your employer so that they can provide you with the amount you would need to pay to cover the period of absence (this will be based on the employee contributions that you would have paid if you had not be absent). Your employer should use the QAPA Calculator found on this page.

2. Decide whether you wish to pay to cover some or all of the period of absence.

3. If do wish to proceed, agree with your employer how you will pay for the QAPA - this could be as a one-off lump sum or via installments.  

4. Make an election to pay within the requirement timeframe (within a year of you returning to work). 

5. Your employer will then advise us of the existence of the QAPA by sending us a completed QAPA Calculator and we will credit your pension record accordingly.

Additional considerations

What happens if I am on reduced or nil pay due to an absence from work? 

If you are on reduced pay, your employer should deduct the same percentage rate of employee contribution as applied immediately before your reduction in pay, but only apply it to the new amount of pay you are receiving.  

For example, this would mean that if your rate of pay halved then the amount of actual contributions due would be halved (ignoring the impact of tax relief).  

If you are on nil pay, but the absence was authorised and for a period of less than 15 calendar days, then your employer will continue to take contributions from your pay as if you were earning as normal, either from the relevant month's pay or when your return to work. 

What happens if I am on reduced or nil pay due to an absence from work? 

If you are on reduced pay, your employer should deduct the same percentage rate of employee contribution as applied immediately before your reduction in pay, but only apply it to the new amount of pay you are receiving.  

For example, this would mean that if your rate of pay halved then the amount of actual contributions due would be halved (ignoring the impact of tax relief).  

If you are on nil pay, but the absence was authorised and for a period of less than 15 calendar days, then your employer will continue to take contributions from your pay as if you were earning as normal, either from the relevant month's pay or when your return to work. 

If I am normally paying for APCs and/or AVCs, do I still pay them if I am on authorised paid or unpaid leave? 

If you are paying extra into the LGPS to increase your pension normally, different rules apply when you are absent depending on the type of additional contributions you are paying and the reason for your absence.  

In some cases, you will need to pay the additional contributions when you return to work. For example: 

Additional Pension Contributions (APCs): You must continue to pay these contributions in any period of sickness or injury when you are being paid. You do not have to pay them in a period of unpaid sick leave - your contributions would be deemed to have been paid in full. For other types of leave you must continue to pay the contributions you are contracted to pay as if you were not away from work. Your employer may need to deduct any unpaid contributions from your pay when you return to work. 

Additional Voluntary Contributions (AVCs) or Shared Cost AVCs: These contributions may continue. You can choose to vary the amount you are paying. If you are paying AVCs for extra life cover, you should arrange to continue with these payments throughout your leave, or your cover may stop. This is very important during a period of unpaid sick leave because it will not be possible to deduct the contributions from your pay. 

Contact us for specific guidance if you have any other types of additional contributions. 

If I am normally paying for APCs and/or AVCs, do I still pay them if I am on authorised paid or unpaid leave? 

If you are paying extra into the LGPS to increase your pension normally, different rules apply when you are absent depending on the type of additional contributions you are paying and the reason for your absence.  

In some cases, you will need to pay the additional contributions when you return to work. For example: 

Additional Pension Contributions (APCs): You must continue to pay these contributions in any period of sickness or injury when you are being paid. You do not have to pay them in a period of unpaid sick leave - your contributions would be deemed to have been paid in full. For other types of leave you must continue to pay the contributions you are contracted to pay as if you were not away from work. Your employer may need to deduct any unpaid contributions from your pay when you return to work. 

Additional Voluntary Contributions (AVCs) or Shared Cost AVCs: These contributions may continue. You can choose to vary the amount you are paying. If you are paying AVCs for extra life cover, you should arrange to continue with these payments throughout your leave, or your cover may stop. This is very important during a period of unpaid sick leave because it will not be possible to deduct the contributions from your pay. 

Contact us for specific guidance if you have any other types of additional contributions.