Yes. Details of any occupational pension scheme provided by your employer must be included in the written statement of particulars (a reference to how the information can easily be accessed would likely be sufficient).
In addition, trustees of any occupational pension scheme should inform members of details of the scheme and provide a yearly statement of benefits to members and recognised trade unions.
Your employer also has implied duties of good faith, trust and confidence, and a duty not to negligently misrepresent the implications of changes to your pay and conditions. These duties apply to all contract terms, including pensions.
It is your employer's responsibility to keep you fully aware of the pension schemes available to you at work.
Your employer also has statutory obligations to automatically enrol workers into a workplace pension under pensions auto-enrolment if they are eligible. Even if workers opt out after being enrolled, the employer must automatically re-enrol them every three years. You can find out more about this important development in workplace pensions on the website of the Pensions Advisory Service.
Many unions also provide their members with up to date guidance on the pension schemes available at their work.
Fighting to defend occupational pension rights is a key issue for unions and their members. Where unions are recognised, union negotiators who are expert in pensions regulation engage in regular negotiations across the table from the employer’s side to try to secure the best possible deal, backed by the threat of industrial action where necessary. The more workers that join a trade union, the stronger the union's negotiating position will be. If you are not yet a union member, use our Union Finder tool to find the union most suitable for your needs.