Unified Pension Scheme (UPS)- Significance and Concerns- Explained Pointwise

The Unified Pension Scheme (UPS) was approved recently by the Union cabinet. The scheme, which will be effective from April 1, 2025, aims to provide the government employees with an assured pension after retirement.

In recent times, there were growing concerns within the government employee circles regarding the National Pension Scheme (NPS), popularly known as the New Pension Scheme. The concerns mainly centred around the lack of assured pension returns with the NPS. Due to the growing clamour for demands of returning to the Old Pension Scheme, the Union government formed a committee headed by Finance Secretary TV Somanathan to look into the issue of Old Pension Scheme vs National Pension System.

The recently introduced Unified Pension Scheme (UPS) promises retirees a fixed pension, unlike the National Pension System (NPS). However, it retains the provisions of employee contribution like the National Pension System.

What are the different Pension Schemes in India? What are their provisions?

What are the Salient Features of the Unified Pension Scheme (UPS)? 

The salient features of the Unified Pension Scheme (UPS) are as follows-

a. Assured pension- 50% of the average basic pay drawn over the last 12 months prior to superannuation for a minimum qualifying service of 25 years. This pay will be proportionate for lesser service period, up to a minimum of 10 years of service.
b. Assured family pension- This will be 60% of pension of the employee immediately before her/his demise.
c. Assured minimum pension- This will be 10,000 per month on superannuation after minimum 10 years of service.
d. Inflation indexation- Inflation indexation will be provided on assured pension, on assured family pension and assured minimum pension. Dearness Relief will be based on All India Consumer Price Index for Industrial Workers (AICPI-IW) as in case of service employees.
e. Lump sum payment at superannuation in addition to gratuity- 1/10th of monthly emoluments (pay + DA) as on the date of superannuation for every completed six months of service. This payment will not reduce the quantum of assured pension.

What is the comparative analysis of the three pension schemes?

What were the reasons for the introduction of NPS, and what were the issues with the NPS?

Reasons for the introduction of National Pension System (NPS)

1. Limited Coverage of the Old Pension Scheme(OPS)- The Old Pension Scheme(OPS) covered only the government employees, which formed ~12% of the total workforce of the country. National Pension Scheme aim was to provide pension coverage to even the workers of the unorganised sector. Workers of the unorganised sector could also join the NPS voluntarily.

2. Huge Fiscal burden on the Central and State Governments due to OPS- With every new pay commission awards, the basic salaries of the Government servants were increasing. This was increasing the burden on the Union and state exchequers in making pension payments under OPS scheme.
According to the India Pension Research Foundation, the expenditure on Union civil service pensions was around be 2.31% of the GDP in 2004-05 and the implicit pension debt of the Government of India was around 56% of the GDP.

3. Burden on the future Generation due to OPS- Under the OPS Scheme, contributions of the current generation of workers were explicitly used to pay the pensions of pensioners. Hence, OPS scheme involved direct transfer of resources from the current generation of taxpayers to fund the pensioners.

4. Disincentivised Early Retirement- The OPS scheme used to disincentivise early retirement, as the pension was fixed at 50% of the last drawn salary. Hence, even the disinterested government employees used to linger around to reach till their retirement age to avail maximum pension. This resulted in massive under utilisation of human resources.

5. Flexibility- NPS allowed the subscriber to choose the fund manager and the preferred investment option, including a 100% government bond option. A guaranteed return option could also be considered to provide an assured annuity.

6. Simplicity and portability- Opening of account with NPS provided a Permanent Retirement Account Number (PRAN) which remained valid throughout the lifetime of the subscriber. The NPS is also portable across jobs, as PRAN account remains the same.

7. Well Regulated Scheme- An NPS Trust was also constituted to regularly oversee performance of fund managers, with a trustee bank to efficiently manage fund flows. A custodian was also appointed to hold the securities, with subscribers being beneficial owners of the assets.

However, there were Issues with National Pension System(NPS) which demanded review

1. Market Volatility/Uncertainty- Contributions under the NPS scheme were invested in the markets through the fund managers. There were apprehensions that the new NPS will not deliver the same benefits as the old scheme. The returns were prone to the market volatility and uncertainty.
As per SBI report, NPS asset growth has been affected by the Ukraine-Russia conflict and may fall short of the declared target of Rs 7.5 lakh crore by March 2022.

2. Increased burden on Employees- Under the old pension scheme, all the burden of pension was borne by the government. There was no requirement of monthly contribution from employees in the pension fund. Hence, the employees used to get greater disposable monthly income in their hands along with an assurity of pension. NPS had decreased the disposable monthly income in the employees hands as 10% of their basic pay and DA is deducted every month.

3. No General Provident Fund (GPF) benefits- Under the Old Pension Scheme (OPS), fixed returns were guaranteed for employee contribution to the General Provident Fund (GPF). However, NPS has no General Provident Fund (GPF) provisions.

4. No assured Family Pension- There were no provisions for assured family pension in the NPS, unlike the OPS. The pension was dependent on the pension corpus.

5. No indexation for Inflation- The NPS lacked any indexation to account for inflation. The pension was entirely market linked.

What is the Significance of the UPS?

1. Assured Pension- UPS provides a fixed, assured pension amount, unlike the market-linked returns of the NPS.
Employees who have served for at least 25 years will receive 50% of their last drawn salary from the previous 12 months as pension.

2. Higher Government Contribution-  The government’s contribution rate in UPS is 18.5%, which is higher than the 14% in NPS. This increased contribution can significantly boost the pension corpus, providing greater financial security in retirement.

3. Inflation Indexation- Employees who have served for over 25 years will be eligible for post-retirement inflation-linked increments to their pension. This protects the real value of the pension against rising prices.

4. Assured Family Pension- UPS includes an assured family pension of 60% of the employee’s basic pay, payable to dependents upon the employee’s death.

5. Combination of Defined Benefits and Contributions- UPS blends the guaranteed pension features of OPS with the investment flexibility and portability of NPS. This balanced approach offers both stability and growth potential for retirement benefits.

What are the Concerns with the Unified Pension Scheme?

1. Increased Fiscal Burden- The introduction of a defined pension could significantly increase the financial burden on the government. For ex- The expenditure on arrears will be Rs 800 crore in the first year of implementation, and would cost the exchequer roughly Rs 6,250 crore.

2. Potential for Unsustainable Liabilities- As the UPS combines features of both the Old Pension Scheme (OPS) and the National Pension System (NPS), there is concern that it may lead to unsustainable liabilities for the government. The defined benefits could constrain spending on other essential services, as a larger portion of the budget may need to be allocated to cover pension costs.

3. Inequitable Benefits- The scheme primarily benefits a small section of the workforce, the central government employees. While the NPS was voluntary for the workforce in the unorganized sector, there are no such provisions in the UPS.

4. Transition from NPS- This transition raises questions about the management of the existing NPS corpus and the potential for reduced participation in the NPS.

What Should be the Way Forward?

1. Regular Assessments- Periodic evaluations should be conducted to ensure that the scheme remains financially viable. The government contributions should be adjusted based on these assessments to maintain a balance between employee benefits and fiscal responsibility.

2. Stakeholder Consultations- There must be regular engagement with government employees, unions, and other stakeholders to gather feedback and address concerns regarding the UPS. This can help in refining the scheme.

3. Performance Metrics- The government should aim to establish clear performance metrics to evaluate the effectiveness of the UPS in meeting its objectives. Regular monitoring can help in making informed decisions about necessary adjustments to the scheme.