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Where we are with the European Court of Justice ruling

Since our last update in December new court proceedings have started against us, seeking to challenge, among other things, our intended approach for calculating any increases due to our members as a result of the ruling.

Ready, steady, start your payments

The Quote and Retire feature on our member website is the quickest way to receive your money from us and avoids paperwork.

Removing the compensation cap and paying arrears

In July 2021 the Court of Appeal ruled the PPF compensation cap was unlawful on the grounds of age discrimination. They supported our approach to increasing payments to PPF and FAS members following the 2018 European Court of Justice judgment in the Hampshire case. We’ve been working on how to implement it.

Fraud Compensation Fund eligibility criteria confirmed

In a ruling on 6 November 2020, the High Court clarified how the legislation governing the FCF should be interpreted.

Make sure we have your address

You may have received a letter from a company called Target Professional Services asking you to confirm your address. 

We've provided further clarification on how we calculate scheme funding data

We've provided further clarification on the methodology we use to calculate scheme funding data in our 7800 index and Purple Book. 

Downloading your P60

P60s are available to view, download and print from your PPF or FAS member account. 

An overview of our diversity pay gap report

Today we’ve published our sixth annual Diversity Pay Gap report. We’re sharing the main results of the report, alongside some reflections from our Chief People Officer, Katherine Easter.

Outcome of the 2021/22 levy consultation

Our consultation setting out our plans for the 2021/22 levy rules closed on 24 November. We’re confirming key decisions before we publish the formal levy rules in January.

We’ve published our Diversity pay gap report for 2024

Today we’ve published our Diversity pay gap report, where we provide an update on how we’re progressing against our objectives to improve the gender, ethnicity and disability pay gaps within our organisation.