Thank you but I don't think you've answered my question. What I want from you is what the law says in these circumstances. I'm not sure whether its a question for the pensions ombudsman or an employment tribunal as it seems to stem from the way the company has interpreted the contract of employment.
Yes exactly, its a company pension administered by the company so all the details regarding final salary and the end date of employment have been determined by the company. I always believed that the employment contract terminated at the end of the statutory notice period and that this had precedence in law, and therefore all benefits under the contract of employment continued to the end of the notice period.
I notice your time line is EST, are you a US lawyer interpreting English law ?
Yes have written to the company explaining my concerns and awaiting their reply, but anticipating they will not willingly shift their position as it's likely they've applied the same principle to others made redundant in the same circumstances at the same time. I assume they notified the scheme administrator immediately following my redundancy dismissal (May 1986). This has only come to my attention when I recently asked the administrator for a pension forecast as I'm only 4 yrs off from drawing the pension.
Thank you very much for your advice and especially explaining the law. I now have a better idea of how to take this forward if the employer sticks to his current position and indeed will follow through with the Pensions Ombudsman if necessary.