Following recent changes to the Teachers’ Pension Scheme, many independent schools are considering changing their workplace pension arrangements. We know this is an important decision and we’re here to support you throughout the process – from exploring your options, to implementation.

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As one of the UK’s largest and most trusted pension providers, our flexible workplace savings solutions are underpinned by a wealth of knowledge and experience, meaning service and support you can rely on. Find out more about how we’re dedicated to helping you deliver a solution that aims to fulfil you and your employees’ needs today, and evolve to meet the demands of the future.

GPP guide (PDF,7MB) read our guide - This pdf file will open in a new window


It’s important to consider all available options when reviewing your workplace pension arrangements. The following scenarios explore some of these options to look at the potential benefits of each, as well as some key factors to consider.

We’ve based these scenarios on our experience and some of the routes other independent schools have taken. There may of course be other options available to you.

Stay in Teachers’ Pension Scheme (TPS) and make no changes.

Explore scenario 1 Explore scenario one

Exit TPS and offer a defined contribution (DC) pension scheme for all staff.

Explore scenario 2 Explore scenario two

Phased withdrawal from TPS and offer a DC pension scheme for future staff.

Explore scenario 3 Explore scenario three

Stay in TPS, with teachers funding the contribution increase via a pay cut. Offer a DC pension scheme as an alternative.

Explore scenario 4 Explore scenario three


To find out more about how Scottish Widows can help support you, your business, and your employees with a fresh approach to workplace pensions, please contact us at