6. Pension Benefit Obligations

In the U.S., the Company sponsors various qualified defined benefit pension plans. Benefits under these plans generally are based on the employee’s years of creditable service and compensation; however, all U.S. defined benefit plans are closed to new participants and have frozen accruals.

The Company also sponsors various non-qualified plans in the U.S.; all of these plans are frozen. Outside the U.S., the Company sponsors various pension plans, which are appropriate to the country in which the Company operates, some of which are government mandated.

The components of net periodic benefit cost other than the service cost component are included in other income (expense) in the consolidated statement of operations. The following table details the components of net periodic benefit cost for the Company’s pension plans for the three and six months ended March 31, 2019 and 2018:


	Three Months Ended								Six Months Ended
	March 31, 2019				March 31, 2018				March 31, 2019				March 31, 2018
	U.S.		Int’l		U.S.		Int’l		U.S.		Int’l		U.S.		Int’l
	(in millions)
Components of net periodic benefit cost:
Service costs	$	—	$	0.1	$	1.2	$	0.3	$	—	$	0.2	$	2.4	$	0.6
Interest cost on projected benefit obligation		6.0		7.7		5.2		8.3		11.9		15.1		10.4		16.2
Expected return on plan assets		(6.9)		(9.8)		(7.8)		(11.1)		(13.7)		(19.3)		(15.7)		(21.8)
Amortization of prior service cost		—		(0.1)		—		(0.1)		—		(0.1)		—		(0.1)
Amortization of net loss		0.9		1.1		1.0		2.2		1.8		2.1		2.0		4.2
Settlement loss recognized		0.1		—		—		0.1		0.1		0.1		—		0.2
Net periodic benefit cost	$	0.1	$	(1.0)	$	(0.4)	$	(0.3)	$	0.1	$	(1.9)	$	(0.9)	$	(0.7)

The total amounts of employer contributions paid for the six months ended March 31, 2019 were $4.9 million for U.S. plans and $14.9 million for non-U.S. plans. The expected remaining scheduled annual employer contributions for the fiscal year ending September 30, 2019 are $9.4 million for U.S. plans and $12.4 million for non-U.S. plans.

In the first quarter of fiscal 2019, the United Kingdom High Court ruled that the formulas used to determine guaranteed minimum pension benefits violated gender pay equality laws. As a result, the Company may be required to retroactively increase benefit levels for plan participants, which would be initially recognized in other comprehensive income as an increase to prior service cost. The Company is in the process of seeking actuarial and legal advice to understand the impact of this ruling.