Strike Action Pay Offer
16/Mar/2023
NHS Strike Action Pay Offer
Strike action by thousands of Unite members working in the NHS in England since December 2022 forced the UK Government to come to the negotiation table following the NHS Pay Review Body inadequate pay recommendation for 2022-23.
Following several days of intensive talks, the Government has made an offer to trade unions.
Strike action by thousands of Unite members working in the NHS in England since December 2022 forced the UK Government to come to the negotiation table following the NHS Pay Review Body inadequate pay recommendation for 2022-23.
Following several days of intensive talks, the Government has made an offer to trade unions.
- An additional one-off lump sum for 2022/23 which rises in value up the NHS pay bands. To provide a range, this is worth £1,655 for staff on Band 2 (over 8%), £2,009 for staff at the top of Band 5 and £3,789 for staff at the top of Band 9.
- A permanent 5% pay rise on all pay points for 2023/24.
- An increase to Band 2, raising the lowest pay point in the NHS to £11.45 an hour – 55p higher than the real Living Wage.
AAP Pay Banding Uplift
21/Dec/2020
Update on AAP Pay Banding Uplift
We are writing with an update to provide further clarity and confirmation around your AAP pay banding.
The Trust recognises that there has been a further delay in resolving issues pertaining to your band 4 to band 5 uplift. It was important that we consulted on the issue regarding moving from annexe 5/E or move to section 2 at the end of your course.
The senior leadership team have concluded, having discussed the complexity with HR and Union colleagues, that if you meet the following criteria you may choose to either remain on Annex 5/E or opt for Section 2. We are following the nationally agreed NHS employers position
If you were on a course that started before 1 September 2018 then you will retain the choice to stay on annex E/5 or move to section 2 at the end of your course, even if this is spread out over a couple of years. An example of this is an internal technician to paramedic conversion course. This is based on the principle that when you started your training you would not have known about the changes to unsocial hours calculations.This includes the pathway to AAP2 – Band 5 uplift.
Next Steps
If you have met the above criteria and completed the additional modules and hours for AAP2 you must Read More…
We are writing with an update to provide further clarity and confirmation around your AAP pay banding.
The Trust recognises that there has been a further delay in resolving issues pertaining to your band 4 to band 5 uplift. It was important that we consulted on the issue regarding moving from annexe 5/E or move to section 2 at the end of your course.
The senior leadership team have concluded, having discussed the complexity with HR and Union colleagues, that if you meet the following criteria you may choose to either remain on Annex 5/E or opt for Section 2. We are following the nationally agreed NHS employers position
If you were on a course that started before 1 September 2018 then you will retain the choice to stay on annex E/5 or move to section 2 at the end of your course, even if this is spread out over a couple of years. An example of this is an internal technician to paramedic conversion course. This is based on the principle that when you started your training you would not have known about the changes to unsocial hours calculations.This includes the pathway to AAP2 – Band 5 uplift.
Next Steps
If you have met the above criteria and completed the additional modules and hours for AAP2 you must Read More…
Public Sector Pension Brief
21/Feb/2020
Age Discrimination
Public sector pensions reforms ‘transitional protection’ against age discrimination
In December 2018, the Court of Appeal ruled that the ‘transitional protection’ offered to some members as part of the 2015 public sector pension reforms amounts to unlawful age discrimination. At the time the Government said it would seek permission to appeal this decision. However on the 27th June 2019 the Government was denied leave to appeal the pension’s age discrimination ruling by the Supreme Court.
Government concedes age discrimination will need to be remedied across all public sector pension schemes
The current position is that interim declarations has been made by the Employment Tribunals in respect of the firefighters and Read More…
Public sector pensions reforms ‘transitional protection’ against age discrimination
In December 2018, the Court of Appeal ruled that the ‘transitional protection’ offered to some members as part of the 2015 public sector pension reforms amounts to unlawful age discrimination. At the time the Government said it would seek permission to appeal this decision. However on the 27th June 2019 the Government was denied leave to appeal the pension’s age discrimination ruling by the Supreme Court.
Government concedes age discrimination will need to be remedied across all public sector pension schemes
The current position is that interim declarations has been made by the Employment Tribunals in respect of the firefighters and Read More…
Pension Age Discrimination Ruling
20/Jan/2020
Recent declarations at Employment Tribunals, following a court ruling that found the public sector pension protections to be discriminatory, are set to have implications across the public sector including the NHS.
In December 2018 it was determined that the transitional protections introduced as part of the 2015 changes to the judges’ and fire fighters’ pension schemes were discriminatory based on age. The matter was passed onto Employment Tribunals to determine how those that have been discriminated against will be compensated. Read More…
In December 2018 it was determined that the transitional protections introduced as part of the 2015 changes to the judges’ and fire fighters’ pension schemes were discriminatory based on age. The matter was passed onto Employment Tribunals to determine how those that have been discriminated against will be compensated. Read More…