Reduce the state pension age to 65 for all

Reduce the state pension age to 65. We believe this could mean people can retire with dignity and avoid hardship. We also think it could free up jobs for younger workers entering the labour market.

Many aged 65–67 face poor health, caring pressures, and limited work options, which we think is unfair.

There are no plans to reduce State Pension age to 65.

We are fortunate today that more people are reaching older ages: life expectancy has risen rapidly over the past century, driven by breakthroughs in medical treatments and generally healthier lifestyles. Office for National Statistics life expectancy projections show that in 2026, men aged 66 in the UK can be expected to live on average a further 19.3 years, and women aged 66 a further 21.9 years; by 2046, it is projected that this will have increased by an additional 1.6 years. State Pension age policy takes account of the fact that people are living longer and our society is ageing.

State Pension age is now gradually rising from 66 to 67. This increase began in April 2026 and will complete in March 2028. Increases to State Pension age have been in legislation since the Pensions Act 1995. As longevity has increased and our society aged, State Pension age rises have maintained fairness between generations and protected the public finances.

The Third State Pension age Review is underway and will decide what State Pension age is appropriate for future decades, balancing considerations of fairness and sustainability. It will consider a wide range of evidence, including ONS life expectancy projections, findings from the Government Actuary, independent reports from Dr. Suzy Morrissey and the Pensions Commission, and lessons from previous increases.

The Government recognises people aged 50 and over can face a range of barriers to entering, remaining in, or returning to work, including ill health, disability, caring responsibilities, menopause, and outdated skills or qualifications.

As part of plans to create a new Jobs and Careers Service, we are reforming employment support to make it more inclusive and better tailored to individuals. This includes improving support for people aged 50 and over to help them move into good, meaningful work and progress in work.

The Department supports older workers through a range of measures, including dedicated 50PLUS Champions, who work collaboratively to drive local activity and improve support for customers over 50; Additional Work Coach Time for new customers over 50 on Universal Credit; and Midlife MOTs delivered in Jobcentres, helping Universal Credit claimants aged 50 and over review their health, finances and skills and access appropriate support.

The digital Midlife MOT can be accessed at: https://jobhelp.campaign.gov.uk/midlifemot/home-page/

Further support is available through JobHelp's Finding Work at 50 Plus page: https://jobhelp.campaign.gov.uk/older-workers-support/

We are also providing personalised support for disabled people and people with health conditions through Pathways to Work, including voluntary one-to-one support and Support Conversations to help customers access employment, health, skills, housing and debt support.

In regards to younger people entering the labour market, this Government will not leave an entire generation behind. With around one million young people not in education, employment and training, the Government is investing an additional £2.5 billion by 2029 into the Youth Guarantee and the Growth and Skills Levy.

This investment will support almost one million young people and create up to 500,000 opportunities to earn and learn, including through expanded network of Youth Hubs, earlier intensive support in Jobcentres through a new Youth Guarantee Gateway, additional work experience and training opportunities, a £3,000 Youth Jobs Grant and £2,000 apprenticeship hiring payment for employers, and a fully funded six-month job for long-term unemployed 18–24-year-olds.

Department for Work and Pensions