When you retire, if you're part of the 1995 Section you'll get an automatic lump sum as well as your annual pension. For information on progression arrangements for new starters and staff who are promoted, see the progression section. The first is that staff in bands 1,2 and 3 who are on pay points 1-8 currently get paid unsocial hours payments if they are off sick. The same will apply to an 1995 or 2008 member whose total pensionable pay or reckonable pay was in respect of an earlier year, not the final year. If we reject the deal then there is no guarantee that any additional money will be forthcoming and the PRB would have to base any recommendation on what it deems to be affordable to the service. This will also help secure the future of the NHS by making it a more attractive place to work. A key aim of this proposed agreement is to make whole pay system fairer and better for current and future NHS staff. This will be paid in April. “When the next pay review body process begins, the government must allow it to be truly independent and able to recommend a meaningful increase that helps hardworking staff with the cost of living. More details. This is a limit on the total value of payouts that may be made from all of your pension schemes, without incurring an extra tax charge. Unions demand 3.9% pay rise for NHS plus £800 lump sum Unions representing nurses and other NHS workers are appealing directly to the government for staff to receive a 3.9% pay rise, in line with inflation, plus an £800 lump sum. You would also receive a … This would be done in consultation with you and your colleagues, and you would get training and support to take on any additional duties. Staff employed on the top pay point in their pay band on 31 March 2019 shall receive a one off non-consolidated cash lump sum in their April 2019 pay. Unions have long heard from our members how unfair it is that some of the current pay bands contain so many pay points meaning that it can take six, seven or eight years to reach the full rate for the job. • Staff employed on the top of their band on 31 March 2019 will receive a one-off 1.1 per cent non-consolidated lump sum cash payment. This is because the Government insisted on limiting the award to staff on the highest points of the top two pay bands. It is expected that during transition employees will progress to the next pay point, subject to any required standards that are in place within their employer. NHS hospital chiefs have received £35million worth of pay rises in the last year – with some bosses at the worst-performing hospitals raking in the equivalent of £5,000 a DAY, it has emerged. In the unlikely event that a combination of special circumstances would mean this was not the case, the trade unions secured a ‘no detriment’ clause which would protect any such individuals. If you are on the top of pay band 8d you will get 5.4% over three years (rather than 6.5%) plus the same 1.1% lump sum as other staff in 2019. The trade unions made it clear at the time of the leak that members should wait until they heard from us about what was in the final proposals rather than believe rumours and speculation. JapanRed. 1.7% in 2020/21 This would amount to a total increase on basic pay of 6.5% over three years plus the extra 1.1% lump sum in year two. But there would be adjustments affecting some staff to maintain the integrity of the system, while ensuring no-one loses out. “Delighted to confirm pay rise of between 6.5 and 29% for NHS staff who have worked so hard over a tough Winter, in a £4.2bn deal. Pay in the NHS has fallen further behind comparator occupations, and the financial pressure on staff, and damage to morale, are making existing staffing shortages considerably worse. You're also able to give up even more of your annual NHS pension to increase the lump sum. Other NHS staff would receive between 9% and 29% over the three years. Current progression arrangements would continue to apply, so annual incremental progression would continue as expected for staff during the transition. If you are on the top of pay band 9 you will get 4.6% over three years (rather than 6.5%). What is certain is that the pay offer is more for everyone than existing arrangements. In future those earning up to this cash amount will still get the unsocial hours in sick pay. This pay offer is better than what was previously on offer, but does not make up for earnings lost over those years. This process has already been completed across Scotland with full union involvement , so we would be able to draw on the Scottish experience to provide advice and guidance to local employers and unions. One million NHS staff across England to get a pay rise Over a million hospital cleaners, nurses, security guards, physiotherapists, emergency call handlers, paramedics, midwives, radiographers and other NHS staff across England will now benefit from a three-year pay deal, say health unions today (Friday). A million NHS workers demand inflation-busting 3.9% pay rise as pressure mounts on ministers to scrap the public sector cap for ALL health staff Leaders of … Employers in the NHS have been increasingly concerned that pay restraint was adding to the difficulties they face in recruiting new staff into the NHS and retaining the staff they already have. full technical version of the proposed agreement, Meaningful increases for top-of-band staff who already benefit from the full rate for the job – for most this would be worth 6.5% over three years plus a 1.1% lump sum in year 2, Increases for staff below top of band through simplifying bands so most staff reach the full rate for the job quicker – with the combination of reform and incremental progression worth between 9% and 29% over three years, Removal of band overlaps to ensure promotion comes with a proper pay rise, and to lessen the risk of equal pay challenges, Ending poverty pay through an immediate move to a new above-living wage minimum rate, with further increases for the lowest paid staff by the end of the deal, Big improvements to starting salaries to help the NHS attract and retain new staff. Taking a tax-free lump sum. Unlike elsewhere, these pay proposals are separately funded – they will not be financed from existing NHS budgets and therefore will not come at the expense of patient services. Staff at the top of their pay bands are already benefiting from the full rate for the job they do. This will consist of a 3% pay increase in April 2018, a 1.7% pay rise and a 1.1% lump sum payment both delivered in April 2019 and a further 1.67% pay increase from April 2020. This would start in year one and be finished in year two.. deleting points in the mid-range of each band in years two and three of the deal. Since then the trade unions have been pushing their agenda for improving the rate for the job at the top of pay bands – to ensure payment of at least the real living wage, improve starting salaries, remove overlaps between bands and reduce how long it takes to reach the top of bands. If you have already taken the maximum tax free lump sum you may incur a lifetime allowance tax charge on any second bite lump sum paid. These arrangements build on the current system whereby the top two increments (worth about 5% each) are re-earnable. This would require all employers to follow what some have been doing since 2013, in linking pay progression to appraisals so that increments no longer happen automatically. But there were a few areas where we were prepared to enter into talks around making certain terms and conditions more consistent, and to address the knock-on effects of moving away from the current system of pay points. Paul Johnson from the Institute of Fiscal Studies, a respected economist, noted that for those on the top of the band “over three years [6.5%] is likely to do little more than maintain the real value of earnings once inflation has been taken into account.”. Some people do better than others in individual years, but we have made sure that everyone would gain overall. The national agreement provisions on managing sickness absence would  be reviewed as part of that work. What is the lifetime allowance? For staff in bands 4-9 unsocial hours payments would be completely unaffected and continue to be calculated as now. These changes have the effect of preserving the cash value of unsocial hours while the pay restructuring takes place, but stop any leapfrogging effects where staff in lower bands end up earning more than those in the next band up for the same unsocial hours shift. We have also agreed to have further negotiations on new entitlements, to be added to the NHS terms and conditions handbook covering child bereavement leave, enhanced shared parental leave, and a national framework for buying and selling of some annual leave. In other words, it will be a one-off "bonus" payment that will not increase the salary level beyond the year of payment. If you’re a member of the 2015 scheme. New recruits would be recruited onto the section 2 arrangements and this would also apply for existing staff who change roles where a new contract is required. These changes have the effect of preserving the cash value of unsocial hours while the pay restructuring takes place, but would stop any leapfrogging effects where staff in lower bands end up earning more than those in the next band up for the same unsocial hours shift. NHS pay: Wales HSC pay: Northern Ireland The Chartered Society of Physiotherapy (CSP) is the professional, educational and trade union body for the UK's 60,000 chartered physiotherapists, physiotherapy students and support workers. For all staff currently in band 1 this would be an immediate increase of about 10%. Read the full technical version of the proposed agreement as a pdf. For example, the Office of Budgetary Responsibility predicts total CPI inflation to be 6.9% over the course of the three years, compared to a 6.5% headline pay award plus a one-off 1.1% lump sum. Additional funding of £4.2bn agreed by the Treasury means the increase in the NHS pay bill over the three years won’t have to come from existing budgets. Estimate the cost of increasing your 1995 Section lump sum. Nursing staff must be given a pay rise that matches inflation, with an additional consolidated lump sum that begins to make up for the years of lost pay. It includes a £187 lump sum … And from 1 December 2018 band 1 would be closed and new staff would be recruited straight into band 2 jobs. Our claim asked for RPI plus £800 in 2018/19 but did not extend to subsequent years. Throughout the negotiations, the trade unions have sought to cover every eventuality and we are confident that the proposed deal would deliver real gains for every member of staff compared with the existing policy of pay awards capped at 1% and any incremental progression due. All staff would get a meaningful pay rise – in every case more than they could expect under the current system of incremental progression and annual awards capped at 1%. We'll pay this standard lump sum in the 2008 section, reducing your pension by £1 for every £12 of lump … Please Note - At the time of publication, the branch believe that the lump sum element to the 3 year deal will be non-consolidated. The deal kicked in last month, with pay rises backdated to April. I am 60 in Feb 2011 I will have 22 yrs 1995 pension - I don't want to change to the new 2008 pension, i'm looking at claiming the lump sum and pension. This may include better absence management and access to more support for staff with musculo-skeletal and mental health problems. Unions demand 3.9% pay rise for NHS plus £800 lump sum; He also said many nurses were angry about the “misrepresentation” of the deal now on offer. Once the changes to pay bands have been complete the system resets with the new adjusted percentages for the future. That means they will rise by 3% from 1 April 2018, 1.7% from 1 April 2019 and 1.7% from 1 April 2020. There are no fundamental changes to unsocial hours in these proposals. The NHS trade unions have been in detailed negotiations with employers and the government to get you a better pay deal. During those negotiations we were faced with a list of demands that they put forward for discussion. We are also concerned that the overlaps between pay bands are both unfair, and risky from an equal pay point of view. A number of nurses have discovered it will take up to 60 days for their initial lump sums to be processed not the 30 days advertised. Rejected petition Give all NHS staff a lump sum tax free cash bonus and a guarenteed pay rise. But, it’s not just about this year’s pay. This proposed agreement gives us wins on every one of our aspirations. These staff would also receive the lump sum worth nearly £800 in April 2019. effective from 1 April 2018 the minimum basic rate in the NHS in England would be £17,460 – equivalent to £8.92ph – which exceeds the living wage. Where employers have arrangements in place as a result of the 2013 changes, progression can be withheld where staff are not meeting the required standards. All annual leave entitlements will stay as they are. Increments would no longer be annual, they would be further apart. A Scottish Government spokesperson said:“This year nurses received a 2.95% pay rise as part of our three-year NHS Agenda for Change pay deal, which has delivered a minimum 9% pay … On their incremental date, (if they have not already benefited from deletion of a pay point) it is expected that all staff will move to the next pay point reflecting their additional complete year of experience. The proposed agreement applies to England only, at least for now. If you are on the top of pay band 8d you will get 5.4% over three years (rather than 6.5%) plus the same 1.1% lump sum as other staff in 2019. I knew as a retired GP that NHS pensions had estimated my final two years of superannuable earnings and once I knew the correct figures I was told that PCSE need to complete and send AW171 forms. I have tried to do the sums and consider length of … This would amount to a total increase on basic pay of 6.5% over three years plus the extra 1.1% … The value of this lump sum for staff on bands 2 – 8c will be 1.1 per cent of the value of the top pay point in the individual’s pay band. So, the proposal is that eligibility for unsocial hours in sick pay will be pegged to the current value of pay point 8 – £18,160. We believe that the proposed deal is the best we could achieve by negotiation so members need to be aware that if the outcome of union consultations is for the unions to reject the deal, it is unlikely that the government will agree to re-open talks. lump sum cash payment capped at the value of the payment for staff at the top of band 8c. Those above will not. We believe that the proposed agreement is the best that we could achieve through negotiations and comes close enough to our claim overall for us to recommend it. This funding increase would flow through to governments in Scotland, Wales and Northern Ireland. The proposals we have negotiated would provide a mixture of annual pay awards, a top-of-band lump sum, incremental progression and improvements to the pay structure. The shift in government pay policy created by union campaigning and the general election outcome meant we had a window of opportunity for another push for change. For health workers already at the top of their band, most would get 6.5% between April 2018 and April 2020. This arises from deleting pay points from the bands and merging points upwards, at the same time as individuals may be moving up an increment. Annex 2 of the NHS terms and conditions handbook confirms the full-time equivalent value of the 1.1 per cent non-consolidated lump sum payments that a full-time staff member in bands 2-9 should receive. “When the next pay review body process begins, the government must allow it to be truly independent and able to recommend a meaningful increase that helps hardworking staff with the cost of living. More than 900,000 public sector workers across seven different workforces will get a real-terms pay rise.. Staff employed on the top pay point in their pay band on 31 March 2019 shall receive a one off non-consolidated cash lump sum in their April 2019 pay. There was unfinished business including pay bands that were too long, overlaps between bands, and points which were too close together. Difficult to work out what is the best. It’s now over a month since the NHS Pay deal was announced. To understand the impact of the new deal, you first need to understand the salary structure for NHS staff affected by the new deal.Different jobs are assigned to different pay “bands”. This is particularly the case for the key shortage professions, and for lower paid staff where the NHS is struggling to compete because of the rising National Minimum Wage and increasing number of living wage employers in other sectors. One of the things we got out of the settlement was agreement to hold talks about refreshing the pay structure to make it work better for the NHS and staff in the future. Individual pay awards vary because they are made up of differing mixtures of annual pay awards, incremental pay progression and improvements to the pay structure.  Jude Diggins 3 May 2018 London Pay. High cost area supplements (HCAS) will be increased in line with the increase to the top of bands in each of the three years, with both minimum and maximum levels increasing by 6.5% over the duration of the proposed agreement. A number of media outlets have been reporting that NHS staff are not getting the pay increases they were promised under a new pay deal. The UK government has been urged to implement a pay rise for NHS workers by a group of leading trade unions. For some this would be worth more to them in a single year than RPI plus £800, but for some it would be less, and these total increases wrap up pay awards, reform and accelerated progression. So, for example, an employee at the top of band 2 currently gets an unsocial hours payment for work on a Saturday of time plus 44%, which is £4.09 an hour extra. Rarely has a pay rise been more deserved.” Jeremy Hunt, 21 March 2018. However, annually earned pay will only be used in the year after you have reached the top of the band. • 1.7% in 2019/20 plus a lump sum worth 1.1% paid in April 2019 • 1.7% in 2020/21. nhs ggc pay. From 1 April 2020 further restructuring of the pay … Find current NHS Agenda for Change Pay Rates (April 1st 2020 to March 31st 2021). improving starting salaries in each pay band by removing overlaps between bands. But the proposed agreement would provide for local employers and trade unions to work together to introduce local ways of guaranteeing that staff can access the annual leave and TOIL entitlements they do have, as we know many staff struggle to take what they are owed. Instead of being based on the old pay points, eligibility for the payment of unsocial hours during sick leave would apply to salaries up to £18,160. This is a complex three year pay deal for NHS staff that combines a cost of living pay rise with major structural reform of the NHS pay system in England. The rises break decisively through the one per cent pay ceiling experienced by CSP members since 2010 and they are considerably better than any other pay deal in the public sector for many years. We base the minimum lump sum you must take on the amount of membership (up to 31 March 2008) that moved to the 2008 section. and click on your band. Cap for 8d and 9: If you are on the top of band in bands 8d and 9 you will receive a lower percentage increase than colleagues at the top of other bands. Inflation is forecast to keep coming down over the next couple of years but we all know that these are very uncertain times for the economy, not least because the effects of EU exit are not yet known. During the three-year proposed agreement the band 1 rate will increase to £17,652 in April 2019 and in April 2020 it will hit £18,005, which will also be the bottom rate of band 2. Other measurements of inflation, such as RPI, are higher, which would mean the pay offer would be below inflation. This would amount to a total increase on basic pay of 6.5% over three years plus the extra 1.1% lump sum in April 2019. There are lots of different ways of measuring inflation. The proposed agreement would also mean that at some point before 31 March 2021 your local union reps and your employer will work together to alter band 1 job descriptions so that they become  band 2 jobs. Many of those demands were unacceptable and in the end were taken off the table. The main difference is you will become subject to re-earnable pay after you have reached the top of the band and not before, as now. Subject to performance, you will keep your basic salary or your employer will reduce your salary by 5 or 10 per cent. No other leave entitlements will change. NHSPRB is an advisory non-departmental public body, sponsored by the Department of Health and Social Care . Welsh NHS staff are being given details of an improved pay offer that's led Unison to call off a half-day strike planned for Monday. The £4.2billion the Treasury has said they will provide is conditional on the deal being accepted. No. Many people choose to take part of their pension benefits as a lump sum rather than as annual income. The 2008 uses the best salary from the last 10 years, rather than your final salary. Use the Pay Raise Calculator to determine your pay raise and see a comparison before and after the salary increase. Staff who are already on a pay point at the time it is to be removed will be immediately moved to the next available point, even where this does not coincide with their existing incremental date. Recently retired NHS nurses are being forced to wait for pensions pay-outs because of a computer glitch. That means that the proposals give greater increases over the three years to those staff at or near the bottom of the pay bands. As a result most terms and conditions – including annual leave – remain unchanged. 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