PensionMath

Pension calculators by employer

Every page runs the IRS 417(e) present-value formula with plan-specific context: whether the plan is active or frozen, typical benefit ranges, and buyout history for that employer.

29

Employers covered

11

Active plans

14

Frozen plans

4

PBGC-administered

Aerospace and Defense

Automotive

Automotive (Union)

Transportation and Logistics (Union)

Electrical and Utility (Union)

Aviation

Telecommunications

Telecommunications (Union)

Energy

Chemical Manufacturing

Pharmaceutical

Agricultural and Construction Equipment

Logistics and Shipping

Aerospace and Industrial Technology

Electric Utility

Technology

Industrial Manufacturing

Imaging Technology

Industrial Conglomerate

Industrial Equipment

Technology Services

Don't see your employer?

The main calculator works for any pension plan. Enter your monthly benefit, retirement age, and the segment rates your plan uses. The IRS 417(e) formula applies regardless of employer.

Use the generic calculator

How employer-specific context changes your decision

The IRS 417(e) formula is the same for every plan. What differs is the context around it: whether a plan is likely to offer another buyout window, how the plan sponsor's financial health affects your risk, and what the typical benefit range suggests about whether your offer is fair.

A frozen plan at a company with pension risk transfer history (GM, Ford, GE) signals the company is actively working to eliminate its pension obligation. That changes how you weight a buyout offer versus waiting. An active plan at a profitable company (ExxonMobil, Southern Company) signals long-term security but fewer buyout opportunities.

PBGC-administered plans (American Airlines, Bethlehem Steel legacy plans) have benefit caps. The PBGC maximum guarantee for 2026 is approximately $7,038/month for a 65-year-old with 30 years of service. Participants with benefits above that cap already took a cut at plan termination.

Union plans (Teamsters Central States, IBEW, UAW) generally cannot offer individual lump sum elections under ERISA rules for multiemployer plans. The lump sum decision only applies to single-employer plans.