It’s been over 13 years since Tier 6 was added to the New York State pension system. Since then, over 50,000 UFT members have entered into Tier 6 and will receive unequal pensions when they retire, compared to earlier tiers, unless we win the changes that we’re lobbying for. That’s why we’re fighting to “Fix Tier 6 in ’26.” Changes to Tier 6 can only be accomplished through the state legislative process; they have nothing to do with collective bargaining, nor are they a matter for the City Council to decide. Learn here and on pages 20–21 about this year’s actions to improve Tier 6 pension benefits and how you can get involved. 

What is Tier 6? 

Tier 6 is the pension tier that covers most New York State and city public employees hired on or after April 1, 2012. While Tier 6 provides a financially secure retirement, it is not as beneficial as previous tiers. Tier 6 sets a later retirement age — 63 as opposed to 55 after 30 years of service — requires higher employee contributions, and calculates pensions in ways that can reduce retirement benefits despite completing a full career of public service.

Why is the UFT working to Fix Tier 6? 

Tier 6 is fundamentally unfair and out of step with the realities of public education. Tier 6 asks educators to pay more and work longer for the same retirement benefits enjoyed by their colleagues doing the same jobs under earlier tiers. Tier 6 also disproportionately affects younger workers, women and educators of color, who were more likely to have been hired after 2012 and to experience career interruptions. These gaps undermine morale, worsen recruitment and retention, and threaten the stability of our profession. Our students lose when educators don’t stay in our profession. We deserve the same retirement security previous generations fought for and won.

What is a pension tier? 

A pension tier sets regulations on how your pension is calculated, such as how much you contribute and when you can retire as a New York State or city employee. Your tier is based mainly on when you were hired. There are separate, distinct tiers affecting New York City educators depending on when they joined the retirement system, with earlier tiers offering more generous pension benefits.

What are the different state pension tiers? 

The existing pension tiers for New York City educators with qualifying appointment dates are listed below:

• Tier 1: individuals who joined the Teachers’ Retirement System (TRS) before July 1, 1973.
• Tier 2: individuals who joined TRS after June 30, 1973, and before July 27, 1976.
• Tier 3: individuals who joined after July 26, 1976, and before Sept. 1, 1983. All Tier 3 members are eligible to retire under Tier 4.
• Tier 4 (age 62): individuals who joined after Aug. 31, 1983, but prior to Feb. 28, 2008. Members in this tier can also retire at age 55, with 30 years of service, without a reduction. These members also had a one-time option to join the Tier 4 55/25 plan, which increased employee contributions but allowed for an earlier retirement date.
• Tier 4 (55/27): individuals who joined after Feb. 28, 2008, but prior to April 1, 2012.
• Tier 6: individuals who joined the retirement system after March 31, 2012.

Why are there different pension tiers? 

Whenever New York State made changes in public employee pension benefits, the Legislature passed a new law creating a new pension plan for people hired after the law’s effective date.

How does pension reform happen? 

Pension reform takes place through state legislation that we support and fight for. Pension tiers are not negotiated by unions through collective bargaining. However, through UFT COPE and political action, we have made more than 90 improvements to Tier 4 over the past 20 years and have already made some improvements to Tier 6 benefits. Together, we can put the pressure on Albany and make it happen.

How has Tier 6 already been improved? 

Thanks to our advocacy, Tier 6 has already been improved by:

• Changing the final average salary (FAS) calculation to match Tier 4, resulting in a higher pension benefit upon retirement. Previously, the FAS for Tier 6 was an average of the five highest-paid consecutive years of employment. Tier 6 members will now be able to calculate their final average salary using just the three highest-paid consecutive years, which will result in a higher pension calculation.
• Dropping the pension vesting period from 10 to five years to match Tier 4. This means Tier 6 members are now eligible to receive a pension five years earlier.

What specific reform to Tier 6 is the UFT advocating for in 2026? 

The next big reform we’re focused on is lowering the retirement age for Tier 6 members to 55 after 30 years of service to match Tier 4 members. Right now, Tier 6 members face heavy pension reductions if they retire at age 55, regardless of an individual’s years of service. We want Tier 6 members to be able to retire at age 55, after 30 years of service, without reductions. This reform would bring Tier 6 even closer to earlier tiers while preserving the strength of the pension system.

What can I do to support fixing Tier 6? 

Members can support our effort by taking part in our next Day of Action, talking with colleagues and contacting state legislators. Lawmakers need to hear from educators about how Tier 6 affects their lives and career decisions. Work with your chapter leader to plan how your school will take part in future actions and view the campaign page for current campaign materials and guidance.