NHS Agenda for Change Pay 2025/26 – England GMB Consultative Ballot Frequently Asked Questions
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Contents
What is the pay award for NHS Agenda for Change staff?
How was the pay award determined?
When will I receive the pay award?
The pay award was due on 1st April 2025, will it be backdated?
I’m worried about how the back pay and will affect my universal credits or other benefits. What can I do?
What did GMB ask for from the PRB?
Who will receive the pay award?
What are GMB doing now?
What is a consultative ballot?
What is an industrial action ballot?
Why do we have to be balloted more than once for industrial action?
What is meant by industrial action?
What are the Government’s Minimum Service Levels during strike action?
Am I allowed to take part in strike action, or action short of strike if I am a Nurse, Paramedic or other registered healthcare professional?
What protections are in place for patients if we go on strike?
Can I be sacked if I go on strike?
What can I do to get involved with GMBs pay campaign?
1. What is the pay award for NHS Agenda for Change Staff?
Government have announced that the pay award for 2025/26 will uplift all pay points of Agenda for Change staff (c. 1.4 million staff) by 3.6% on a consolidated basis, taking effect from 1 April 2025.
A commitment has also been given on issuing the NHS Staff Council with a funded mandate for 2026/27 to begin to resolve outstanding concerns with the Agenda for Change pay structure.
2. How was the pay award determined?
Pay for staff on Agenda for Change (AfC) contracts in the NHS is determined by the Government after considering recommendations made by the NHS Pay Review Body (PRB). Ultimately, the final decision on pay is with Government. This is not a pay negotiation. It is an imposed pay award.
The PRB was created in 1983 and was intended to be an independent body to advise Government on pay. The PRB consider evidence from interested parties – trade unions, employers, NHS England and Department of Health & Social Care - and make a recommendation on what the pay award should be this financial year, commencing 1st April 2025. Once all of the evidence was received and analysed, the PRB formally wrote to Government with their recommendation.
3. When will I receive the pay award?
Arrangements will now be made by your employer to implement this pay award as soon as possible.
4. The pay award was due on 1st April 2025, will it be backdated?
Yes. Arrangements will be made for it to be paid and backdated to the 1st April 2025.
5. I’mworried about how the back pay will affect my universal credits or other benefits. What can I do?
NHS employers at a local level have the flexibility to pay additional payments in multiple instalments. Local employers and staff side partnerships should be working together to make sure that staff are aware that this option exists and what the cut off dates are for people to make this request.
Any member of staff considering making this request should access appropriate advice (for example through the Universal Credit helpline or Citizens Advice) to understand how receiving these payments in multiple instalments may impact their personal situation.
Any requests should be made as soon as possible, and before the cut-off date communicated by the employer.
The timeframe over which payments should be spread should be agreed between the employer and the member of staff. Staff should make sure they understand how much their monthly payment would be, and how it would appear on their payslip.
6. What did GMB ask for from the PRB?
After consulting GMB members on what should be included in GMBs submission into the PRB, the following was agreed and submitted:
Headline
A percentage increase to pay above RPI (RPI plus) to be applied to all Agenda for Change (AfC) Bands.
A plan for AfC Band 2 to be paid at least £15 per hour, and addressing differentials within subsequent AfC Bands.
Improvements to overtime in NHS – hours required to work in substantive post above contracted hour, must be paid in line with AfC overtime rates.
Additional Information
Member testimony on the state of patient care, winter preparedness, staffing levels (recruitment and retention), university costs and staff wellbeing.
Restorative Pay. A commitment to restore lost earnings and conditions and a plan on how this will be achieved.
A Real Living Wage Floor in the NHS. GMB believes that the Real Living Wage should be £15 per hour. There must be a significant uplift in pay to future proof NHS pay against National Living Wage increases.
All changes made under the 2018 pay award regarding Section 2 AfC Unsocial Hours to be reversed.
Immediate action to increase capacity and infrastructure with Job Evaluation to ensure all workers are being paid appropriately for the role they do.
An urgent review into the retirement age of ambulance workers.
Government to restore funding for NHS trusts to provide free car parking for staff.
On 21st January 2025 GMB was invited to give oral evidence to the PRB to expand on some of the asks within our submission. Attending the session to give evidence on behalf of GMB members across the NHS and ambulance service were Martin Jackson (Chair of GMB’s National NHS Advisory Group & Nurse), Paul Turner (Chair of GMB’s National Ambulance Committee & Paramedic), and Rachel Harrison (GMB’s National Secretary for Public Services).
At the evidence session we covered:
The current working conditions of GMB members.
GMB’s call for £15 per hour minimum wage for NHS workers.
An above inflation pay award and steps towards restoring pay.
GMB and NHS worker disappointment in the government saying they can only afford 2.8% and that part of that should be spent on Agenda for Change (AfC) structural reforms they committed to last year.
The call for all overtime to be paid in line with Section 3 of the AfC Handbook.
GMB members’ priorities for the AfC structural reforms.
Concerns around job evaluation and members not being paid appropriately for the jobs you do, including potential equal pay risks.
The impacts of Section 2 AfC on ambulance workers career progression and pay.
GMB was also asked to provide supplementary written evidence on the issues with Section 2 in the ambulance service.
7. Who will receive the pay award?
The pay award is for all directly employed AfC staff.
GMB has raised our concerns about staff who are not on AfC contracts and how they are regularly excluded from AfC pay awards. GMB is calling on Government to provide additional funding to ensure that these workers can also benefit from the pay award. We want any pay award for AfC staff to be given to all staff providing NHS services – whether they are employed by private contractors or wholly owned subsidiaries. We must give parity of pay and terms to all workers in the NHS.
This pay award is for England only. We would expect that any additional funding for NHS pay would mean that Barnett Consequential would apply and the necessary additional funding provided for devolved nations. However, as the money for this pay award has been re-allocated from other departmental budgets, it is unlikely that additional money will be received by devolved nations. Governments in Wales and Scotland have committed to negotiating pay with recognised health unions.
8. What are GMB doing now?
GMB will now run a consultative ballot on the imposed pay award for all GMB members across the NHS and ambulance service. Only GMB members will be eligible to vote. The ballot will open on 22nd May 2025 and close on 17th July 2025.
9. What is a consultative ballot?
A consultative pay ballot is for members to inform GMB whether you are happy with the pay award or not, and if not, whether you would be willing to take part in industrial action to pursue an improved pay award. The consultative ballot will be run electronically via survey links and QR codes.
A reject vote is your vote to state that you are not happy with pay award and are willing to take part in industrial action.
If GMB members vote to say they are not happy with the pay award and are willing to take industrial action to pursue this further, GMB may move to a formal ballot for industrial action in your workplace. It is important to note that a large majority of GMB members would need to vote against the pay award and be willing to take part in industrial action for us to pursue an improved pay award.
GMB is looking for GMB members in workplaces to volunteer to be ‘voter champions’. These are members who speak to their colleagues during a ballot period to encourage them to vote. If you would be interested in volunteering to support ballot efforts, please email your details to NHS@gmb.org.uk
10. What is an industrial action ballot?
An industrial action ballot must be run by an independent scrutineer and carried out by post.
In Britain, the right strike is governed by complex and restrictive industrial action laws. In summary, to count as ‘protected industrial action’, a strike must:
Relate to a work dispute with your own employer.
Be supported by a valid secret postal ballot with independent scrutiny, in which at least half of the balloted workers have voted (in other words, ‘not voting’ counts as a vote against the strike).
Be carried out with notice.
In addition, strikes involving workers who provide what the government calls an ‘important public service’ can only be lawful if at least 40% of the workers balloted over the action vote in favour of it.
11. Why do we have to be balloted more than once for industrial action?
Anti trade union legislation places severe restrictions on trade unions in dispute.
Consultative ballots are used to assess whether members are in favour of industrial action to further the campaign. If a majority vote in favour, unions are then able to move to formal postal ballots for industrial action. This is the ballot that is legally required before any industrial action can take place.
It’s essential that GMB members vote in all ballots.
12. What is meant by industrial action?
Trade unions always try to resolve disputes through negotiation. But when that doesn’t work, industrial action may be needed as a last resort.
The industrial action you probably hear most about is going on strike. But there are other actions workers can take, such as picketing, go-slows, overtime bans and work to rule. Members who take part in industrial action forfeit their wages for the duration of the strikes.
Industrial action ballots may refer to different types of action. These are:
Action Short of Strike Action
Action short of strike action (ASOS) is not ‘a concerted stoppage of work’, which is the definition of strike action. Any action that results in a member not having any substantial contractual work to do will probably be classified as strike action.
ASOS can involve the withdrawal of goodwill around voluntary or discretionary activity. Some examples of what this could include are:
Voluntary overtime ban.
Refusal to agree requests for short notice changes to start times.
Refusal to agree to work on a day not originally published/scheduled.
Work to rule (work to contracted hours and terms only).
The ASOS could be continuous or discontinuous. Discontinuous periods of ASOS would enable us to spread out the action over an extended period of time if necessary.
The ASOS could be across the board or undertaken by selected groups of members only.
Protest action, which does not count as industrial action, in which, for example, all members demonstrate during their lunchtime could also be used to good effect in any week of ASOS, or stand-alone action.
Strike Action
Strike action is a concerted stoppage of work in which members completely withdraw their labour. The withdrawal of labour can be brief, or lengthy.
Strike action can be of varying duration, from one hour, or less, to indefinite action.
If strike action on any one day is less than the total contractual hours for the day for the members involved, there is an option to seek the agreement of the employer to deduct only that pay for the actual time of stoppage (for example one hour) rather than a whole day’s pay. It is also open for the employer to deduct a whole day’s pay for the shortest stoppage.
13. What are the Government’s Minimum Service Levelsduring strike action?
The previous Government furthered their attacks on workers rights to strike and introduced minimum service levels during strike action for ambulance service workers. This attempted to remove the right to strike for most workers.
The new Labour Government have committed to repealing this legislation and the process has already started.
14. Am I allowed to take part in strike action, or action short of strike if I am a Nurse, Paramedic or other registered healthcare professional?
Yes – you have the right to take part in lawful industrial action.
The Health Care Professions Council (HCPC) and The Nursing & Midwifery Council (NMC) both have advice regarding this on their websites.
The code of practice will remain in place during any such action and registrants have a duty to uphold their professional standards at all times.
15. What protections are in place for patients if we go on strike?
Some members may be exempted from participating in industrial action if they are ‘derogated to work’ because their role or service is safety critical. Members who remain on duty because they are derogated may be asked to wear badges to indicate they are supportive of the strike.
16. Can I be sacked if I go on strike?
No – you have the right to take industrial action and can’t legally be forced to stay at, or go back to, work, unless a ballot was not properly organised.
If you take industrial action, you’ll probably have broken (be ‘in breach of’) your employment contract and your employer is unlikely to pay you for the work that you didn’t do when you took industrial action.
17. What can I do to get involved with GMB's pay campaign?
Become a GMB Representative, pay campaign volunteer or voter champion in your workplace.
Share you stories with GMB, by sending a video or emailing us (photo optional) and telling us what it’s like working in the NHS today and why a pay increase is needed now.
Arrange a workplace meeting with GMB and your colleagues to discuss the pay campaign.
NHS Pay Update (England) – Are you ready to vote?
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NHS and Ambulance Service workers are still waiting for this year’s pay award which was due on 1st April 2025.
The NHS Pay Review Body have submitted their report of pay recommendations to Government. This report is being considered by government and we expect them to announce this year’s pay award in the next few weeks.
Once the pay award is announced, GMB will launch an all member ballot to see whether you – as an NHS or ambulance worker – are satisfied with that pay award.
The ballots will be sent to all members by email and text message and then there may be an opportunity to meet with reps and GMB officers in your workplace to discuss the pay award and ballot. You will need your membership number and region to vote.
However, we can only send ballots out to the membership details we hold for you on the membership system.
Things to consider:
1. Have you moved house, or changed your email address and/or mobile number and not updated us?
If so, contact your local GMB office or rep to update your details.
2. Do you know what your membership number and region is?
If not, contact your local GMB office or rep who should be able to provide you with this information.
3. Do you want to organise a GMB visit to your workplace during the ballot?
If yes, contact your local GMB office or rep to arrange this. Alternatively, email NHS@gmb.org.uk
Speak to your colleagues today and make sure they are ready to vote too.
Not a GMB member? Join today at www.gmb.org.uk/join
NHS PAY OFFER MUST VALUE HEALTHCARE STAFF – GMB TELLS PAY REVIEW BODY
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Responding to the NHS Pay Review Body submitting their recommendations on pay for NHS workers in England, Rachel Harrison, GMB National Secretary, said:
“GMB submitted evidence into this year’s pay review body process in good faith.
“The pay recommendation for NHS and Ambulance Workers must truly value them. When GMB members addressed the PRB they made clear the realities of working in our NHS and asked to be paid fairly.
“We are now waiting on Government to make their announcement on pay. We urge them to act sooner rather than later – this year’s award is already overdue, with the lowest paid needing a top up to their hourly rate to prevent employers from breaching national minimum wage laws.
“Government needs to do the right thing - make an offer on pay that values NHS staff. Failure to do so could see more strikes this summer.”
NHS: Social Partnership Forum - 19th March 2025
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Yesterday’s NHS Social Partnership Forum (SPF) gave GMB and other health unions the opportunity to raise serious concerns with the Department of Health & Social Care (DHSC) and ministers following last week’s shock announcements. The news that the future of the NHS – including the abolishing of NHS England, cuts of 50% in Integrated Care Boards (ICB), and providers to make cuts which could include setting up subsidiary companies and reducing the non-clinical workforce, came as a shock to workers, unions and employers.
There had been no consultation or advance warning of the announcements before they were made.
Below is a brief update on this, and other issues.
SPF Chair: Karin Smyth MP, Minister of Health (Secondary Care)
The announcements last week (abolishing NHSE and cuts to ICBs) are necessary to end the duplication of work across the system. The current set up is holding staff back from delivering for patients.
The announcement needed to be kept confidential, so they were not able to engage with us properly and meaningfully. Committed to working with SPF and Staff Council moving forwards.
Unions – welcomed this being acknowledged at the start of the meeting. All unions have members affected by these changes. Unions need to be engaged in decision making and failure to do so will impact industrial relations. Trust works both ways and the way the announcement was made has damaged that. Engagement moving forwards will be critical. We have concerns about the three main announcements:
NHSE – the workforce and the work.
ICBs – the cuts.
Providers – what instructions have been given to them to cut the deficits? Concerns about cutting non-clinical staff roles and setting up wholly owned subsidiaries/sub-cos.
Need to send a strong signal quickly that engagement will be a part of moving things forward. Members are on board with change, but we need to be engaged with the decision making and not afterwards. The provider issues are where industrial relations will become really difficult. Need to be involved in the mechanics of delivery, including process and timescales. Not sharing with us in advance due to confidentiality concerns undermines the trust which underpins partnership working. We need to use this opportunity to revisit our partnership working principles.
Members across all parts of the system have not responded well to this. Not only in NHSE and ICBs, but at provider level. Insulted, scared, demoralised.
The violence reduction work was to be delivered by ICBs. How will this be followed through if the centre is not there and the ICBs are cutting costs?
Chair – commitment of engagement moving forwards. Political Advisor for No. 10 Claire Stewart also in the room and agreed.
Matthew Styles, Director General (Secondary Care & Integration), DHSC
Acknowledge how difficult and challenging this has been for unions and their members.
This is about getting the best out of public funds and eliminating duplication. A bigger policy goal which is about moving forwards with an NHS that is responding more to patients and communities and not looking upwards to a bureaucratic structure.
The urgent pace of this has happened because we are currently in the process of setting financing plans for 2025/26 and colleagues across the system are trying to reconcile the commitments made to patients and staff with the fiscal situation/priorities.
It isn’t a cuts agenda. Its an opportunity to do two things:
Build a new centre. A more effective one that’s a better place for staff to work, as well as being a more effective leadership structure.
ICBs – We have to give the system a role and clarity of the purpose of ICBs.
It’s not our job nationally to say how trusts should approach this. We have to live within our means next year. We won’t dictate to them how they do this.
Appointing a leadership team for the change programme and building a new centre and overseeing the ICBs. Their priority will be engaging with unions. As soon as we have the timetable it will be shared.
Unions – It is an announcement of cuts. It starts with 50% and then no other detail.
Heard the message to trusts of ‘get the deficit down’ - but comes alongside some worrying detail. Specifically, setting up subsidiary companies and general announcement on cuts to staff who are non-clinical. Concerns these staff face job cuts or transferred into sub-cos.
We need a proper readout of what exactly has been said and what is planned. No understanding yet at what a new centre will look like.
Sally Warren, Director General for the 10 Year Plan, DHSC
Engagement to date has been extensive - through online portal, workshops, face to face events, joint staff events with unions. A national summit is planned for early April. Staff have given positive feedback about the ability to speak face to face. The three shifts are still the thing they want to deliver.
Moving more care from hospitals to communities.
Making better use of technology in health and care.
Focusing on preventing sickness, not just treating it.
Themes emerging:
Empower patients more.
Devolved and disaggregated system.
A digital revolution. Clear outcome – fix the basics first. Then invest in new.
A more empowered workforce.
Innovation by default.
Next steps – on track for spring publication. Will need to consider any emerging policy principles with SPF/unions first. This consultation method will vary. This final phase will be more focussed. Need to make sure this aligns with the spending review/the fiscal reality. A delivery roadmap for the first few years.
Gavin Larner, Director of Workforce, DHSC
Work has been undertaken on The People Report. This has now been submitted to ministers. Will want to come back and talk to SPF about parts of it and see how it can be delivered.
Can’t give the specific details at this time. Substantial part of the report is about staff experience and that it needs to be taken as seriously as things like elective recovery. As well as other themes, such as leadership and technology.
Unions – It had previously been said that the NHS Long Term Workforce Plan would be refreshed. When will this happen and is there a role for unions to influence this? How does this look?
GL – Service model from the 10-year plan that informs how the LT WF Plan is refreshed. Late summer possible. Expect it to be significant changes to what’s currently in the plan. Different numbers, investment, efficiencies. But can’t comment on scale of change until we have the 10-year plan.
Urgent & Emergency Care Plan, Emily Roche, DHSC
Still a live document being worked on. Publishing in April for planning for 2025/26. Audience is the system, rather than the public.
The plan aims to deliver on several key areas:
The management of emergency care – handovers within 45 minutes, ideal target 15 minutes. Looking at how 999 calls are triaged. Keeping people out of Emergency Departments allowing ambulance workers to direct people to other forms of care and services. In line with the neighbourhood health model.
Patient flow through hospitals – discharges, as well as through the front door. Expanding mental health crisis centres and urgent care centres. Looking at the care of patients within first 72 hours.
Corridor care is unacceptable. Publishing the data on this. Looking at what policy measures can be put in place where this is happening.
Paul Maubach, Senior Delivery Advisor (Primary Care), DHSC – Neighbourhood Health
Issued guidelines earlier in the year. Focussed on priorities for this financial year. The rest will feature in the ten-year plan. Want to ensure people are spending less unnecessary time in hospital. Helping people access better care closer to home. Accessing care using other services – connecting into local communities.
The focus for 25/26 – the population with the most complex needs who end up spending more time in hospital. Set out services that are critical to the delivery of this. Guidance on how to bring these services closer together.
People that are already doing this well have brought together people (workers) into integrated teams and are working across multiple organisations. Staff generally feel more satisfied, as do patients.
A National Implementation Plan for 25/26 is being looked at to facilitate this. What’s working and share best practice. What are the barriers to change that need to be unblocked to help us operate more effectively.
Unions – would want to be engaged on some of the practical issues that may result from the implementation plan.
Co-Chairs Updates
Bank Workforce and The Employment Rights Bill – Implications on zero hours contracts/rights. Discussion held to look at what the bank work force looks like (scoping work). The bank workforce is huge in the NHS, so it is important that we are prepared for the legislative changes.
NHS Employer and NHSE colleagues will take that work forward, as well as any implications arising out of the ten year/workforce plans.
NHS Pay 2025/26 Update (England)
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Due to another delayed pay round, NHS and ambulance workers across England are still waiting for this year’s pay award.
GMB re-engaged with the NHS Pay Review Body (PRB) this year and we have so far submitted two pieces of written evidence and given oral evidence also. We had initially been informed that the PRB were expecting to report their recommendations to government in April and that the government would make the announcement on the pay award in May. However, at the NHS Staff Council on 12th March 2025, we were informed by Department of Health & Social Care (DHSC) representatives, that the PRB were not expected to report until May and that a decision on pay would be made in June.
This news is extremely frustrating for NHS workers who are now facing a further delay whilst waiting for their pay. Unions expressed these frustrations in the meeting, highlighting the damaging impact this was having on staff morale, as well as the huge impact delayed pay rounds have on the lowest paid, who have already had to have an interim pay uplift so as not to fall below national minimum rates of pay.
Whilst we await the announcement on pay, take a few minutes to consider the information below and think about how you can get involved with this year’s NHS pay campaign.
What do you need to know?
This is a pay award, not a pay offer.
Unions, employers, NHS England and the DHSC submit evidence into the PRB making the case for a pay rise for NHS workers. The PRB considers all the evidence and makes a recommendation on what this year’s pay increase should be. The government consider that recommendation and decide what the pay award will be. That pay award is then paid to all Agenda for Change employees and backdated to the pay anniversary date, 1st
April 2025. Due to this process, there are not any pay negotiations. The pay award will be paid to workers regardless of unions positions on it.
GMB pay ballot.
Despite this being an imposed pay award, GMB members will still be given the opportunity to say whether you think it is an acceptable pay award or not.
This will be done by an electronic ballot on pay. The ballot will open as soon as we know what the pay award is. More details on the ballot process will following in the next few weeks. But it’s essential that we hold the correct contact details for you so that we can ensure you receive your vote.
If you have moved house, or changed your email address or mobile number, please contact your local GMB representative or office with your new details.
Only GMB members will be entitled to vote in this ballot. Not a member? Join today – www.gmb.org.uk/join
What happens if GMB members say the pay award is not acceptable?
If a majority of GMB members vote to say the pay award is not acceptable, we will consider this to be an indication of people’s willingness to vote yes in an industrial action ballot, and take industrial action.
We may decide to run a formal industrial action ballot. This will involve GMB appointing an independent ballot company to run the ballot on our behalf. This will be carried out by post and all eligible members will receive a ballot paper to their home addresses. The ballot paper will ask whether you are willing to take industrial action. You must complete the ballot paper, insert it into the prepaid envelope provided and post it in a post box to reach the ballot company by the ballot closing date. This process must be followed by unions when balloting on industrial action to ensure we are acting with the legislation.
How can I get involved in the pay campaign?
Organise a GMB visit to your workplace.
Volunteer to become a pay campaigner in your workplace.
Become a GMB representative.
Put a GMB Pay Bulletin up on a noticeboard at work.
Email NHS@gmb.org.uk about any of the above and we will be in touch!
National Living Wage Uplift for NHS workers (England)
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Due to another delayed pay round for NHS workers, Agenda for Change (AfC) Band 2 workers were due to fall below the National Living Wage when it increases in April.
As in previous years, a temporary uplift will be given to all Band 2 workers to lift them above the legal minimum rates of pay. This year, in order to address compression issues between Bands 2 and 3, the entry point of Band 3 will also receive a temporary uplift in pay.
Whilst GMB is supportive of measures being taken to ensure NHS workers do not fall below national minimum rates of pay, our position on this is as follows:
This increase was not negotiated with unions. It is an imposed temporary uplift made by the Department of Health & Social Care.
This is a temporary uplift only. This uplift will be deducted from the final pay award when that is paid later this year. This is not an additional pay increase.
GMB has called on the NHS Pay Review Body to make a recommendation on pay that delivers a plan for AfC Band 2 to be paid at least £15 per hour, and addressing the differentials within subsequent AfC bands.
What’s next?
Local payroll teams are now making arrangements to pay these temporary uplifts to affected workers with effect from 1st April.
GMB recently gave evidence to the NHS Pay Review Body and we await their report of recommendations being delivered to government in April 2025.
We expect the government to make an announcement on pay in May 2025. This will be an imposed pay award and arrangements will be made for it to be paid to NHS workers with backpay to 1st April 2025.
GMB will ballot all members on this pay award to understand whether members are satisfied with the pay award or not. Only GMB members will be entitled to vote in this ballot. Not a member? Join today – www.gmb.org.uk/join
Do you want to organise a GMB visit to your workplace?
Or do you want to volunteer to become a pay campaigner in your workplace?
GMB's NHS and Ambulance Committee made the decision this year to re-engage with the NHS Pay Review Body (PRB) in England for Pay 2025/26.
GMB's written evidence was submitted in December 2024. If you want to remind yourself of what we asked for, click here: gmb-prb-submission-25-26.pdf
On 21st January 2025 GMB was invited to give oral evidence to the PRB to expand on some of the asks within our submission. Attending the session to give evidence on behalf of GMB members across the NHS and ambulance service were Martin Jackson (Chair of GMB’s National NHS Advisory Group & Nurse), Paul Turner (Chair of GMB’s National Ambulance Committee & Paramedic), and Rachel Harrison (GMB’s National Secretary for Public Services).
At the evidence session we covered:
The current working conditions of GMB members.
GMB’s call for £15 per hour minimum wage for NHS workers.
An above inflation pay award and steps towards restoring pay.
GMB and NHS worker disappointment in the government saying they can only afford 2.8% and that part of that should be spent on Agenda for Change (AfC) structural reforms they committed to last year.
The call for all overtime to be paid in line with Section 3 of the AfC Handbook.
GMB members’ priorities for the AfC structural reforms.
Concerns around job evaluation and members not being paid appropriately for the jobs you do, including potential equal pay risks.
The impacts of Section 2 AfC on ambulance workers career progression and pay.
GMB has also been asked to provide supplementary written evidence on the issues with Section 2 and we will be contacting members shortly on this.
The PRB will now hear evidence from other parties that have engaged with the process this year. They will consider all evidence received and make a report of recommendations for government to consider. They expect to do this in April. Government have committed to responding to that report and to make an announcement on pay in May 2025.
The pay award by government is an imposed pay award. It is not a negotiation.
However, GMB will still ballot all members on the pay award to see whether you think it is a satisfactory award. Please make sure your contact details are up to date with your local GMB rep or officer to ensure you receive ballot information at the time.
Martin Jackson, Paul Turner and Rachel Harrison at the PRB evidence session
Leading the NHS: proposals to regulate NHS managers
DHSC response: access to children & young people’s gender services
Pay 2025/26 Update (England)
Last week, the Government published their written evidence into the NHS Pay Review Body (PRB). GMB has already consulted with your national NHS and ambulance reps on the key headlines from their evidence and we are very disappointed.
The Department of Health & Social Care (DHSC) have stated that they can only afford 2.8% for the 2025/26 pay award. And deducted from that 2.8% needs to be an amount (yet to be determined) to pay for part three of this year’s pay award – the funded mandate to make structural changes to the Agenda for Change pay structure. The 2.8% also needs to include the uplifts required to bring band 2 workers above the National Living Wage in April 2025 when once again they will fall below that. These deductions will leave very little for a headline pay award which will ultimately fall below levels of inflation.
GMB has now written to the PRB with our view of the DHSC evidence and called on them to act independently of government and make a recommendation on pay that truly values and recognises NHS workers.
What do you think of this announcement?
That NHS workers may get less than 2.8% for next years pay award?
That you need to pay for a part of last year’s pay award out of next year’s?
Agenda for Change unions have also written to the Secretary of State with our collective priorities for pay. You can read the letter by accessing the link below.
Next steps / timeline:
November 2024
GMB submitted written evidence into the PRB.
December 2024
GMB submitted additional letter to PRB in response to Government’s 2.8% affordability.
January 2025
GMB to give evidence verbally to the PRB.
Giving evidence on behalf of GMB members will be:
Martin Jackson - Chair of GMBs NHS National Advisory Group and Nurse
Paul Turner – Chair of GMBs National Ambulance Committee and Paramedic
Rachel Harrison – GMBs National Secretary for Public Services and NHS Lead.
Announcement expected on the temporary uplift of pay for Band 2 workers who will fall below the National Living Wage in April.
April 2025
PRB to report to Government and make a recommendation on pay for 2025/26.
May – June 2025
Government to consider PRB recommendation and decide whether to pay it or another amount.
The government have announced that they will be publishing a new NHS 10 Year Plan in Spring 2025. The plan will be produced after considering public and organisational responses into the Change NHS Consultation, dialogue with the NHS Social Partnership Forum, dialogue with the newly established Partners Council and consideration of the findings from the Darzi report.
GMB will be fully engaged with the consultations to ensure that members voices are at the centre of any plans. You can read a copy of GMBs submission into the Change NHS Consultation here: change-nhs-submission-dec-24.pdf
Violence
The NHS Violence Prevention and Reduction Standard was updated in December. It was developed in partnership with the Social Partnership Forum, Integrated Care Systems and NHS organisations. The VPR Standard encourages a public health, trauma informed approach to preventing and reducing violence, understanding the root causes to distress. It now includes a new Red, Amber, Green (RAG) rating to help organisations identify areas to action and measures progress over time.
Organisations should use the updated standard to assess themselves and to take action to prevent and reduce violence and abuse against staff as part of a continual improvement plan. Use of the Violence Prevention and Reduction Standard is a key step for organisations to evidence their commitment to reducing violence and abuse against staff, supporting their health and wellbeing in line with the ‘We are Safe and Healthy’ element of the NHS People Promise, reducing absenteeism and ultimately improving staff experience, retention and patient care.
The Social Partnership Forum recommends that employers should consult with local trade unions on implementation of the second edition of this standard.
Leading the NHS: proposals to regulate NHS managers
Government have opened a consultation on proposals to regulate NHS managers. They said:
“It is vital that we take further action to strengthen the accountability of NHS managers, with the overarching aim of ensuring patient safety. The government’s manifesto committed to introducing professional standards for, and regulating NHS managers.
The consultation will seek partners’ views on the type of regulation that may be most appropriate for leaders and managers, such as:
which managers should be in scope for a future regulatory system
what kind of body should exercise such a regulatory function
consideration of the types of standards that managers should be required to demonstrate as part of a future system of regulation.
The consultation will also seek views on matters relating to candour, including first on the possibility of delivering a professional duty of candour for NHS managers and leaders. It will also seek views on making managers accountable for responding to concerns about the provision of healthcare patient safety.”
Please see below update for GMB members working across the NHS and ambulance services from the most recent NHS Staff Council Executive meeting.
This includes updates for England, Wales, Scotland and Northern Ireland.
Issues discussed are:
Employment Rights Bill
Policy Frameworks
Pay
Mileage rates
AfC Handbook review
Equality, Diversity & Inclusion
Health, safety & Wellbeing
Job Evaluation
NHS Employers Pay & Reward, and pensions
If you want to get involved with campaigning on any of the issues raised, please contact your local GMB representative or email NHS@gmb.org.uk
Employment Rights Bill
There are a number of employment rights that will be coming into legislation via the Employment Rights Bill that will impact on NHS workers e.g. fire and re-hire, zero hours contracts and flexible working (maternity, paternity, bereavement). Government consultations are now open and any impacts of these will be considered in line with the Agenda for Change Handbook review.
Staff side raised that the zero hours provisions may be significant in terms of impacts on the bank and agency workforce and flexible working.
NHSE Policy Frameworks
NHSE are producing a series of policy frameworks for adoption at a local level. Staff Council Chairs will be meeting with NHSE to understand their programme of work and any potential implications on the AfC Handbook. Staff side enquired as to what had happened to the Menopause Framework which had already been drafted but not published. This has been paused due to possible future legislative changes.
Safe Staffing workstream led by NHSE will continue and will report into the SPF.
Pay Setting Workstream
This work will sit within the Staff Council and a paper is being drafted to capture the work undertaken so far as well as possible future work in reviewing how pay is set in the NHS.
Pay 24/25
Update on mandate following recommendation 3 of the PRB report
The Secretary of State is still working through the budget announcement and what it means for health and social care. Therefore, no update currently. Staff side advised of frustrations of the workforce. This work will be time intensive, and we are heading into next pay round, and the issue of Band 2 pay below the legal minimum will be happening again.
Update from DHSC - endeavouring to submit evidence on time. NHS employers and NHSE evidence also submitting on time. Unions that are submitting are aiming for deadline also – 26th November. PRB said aiming to publish recommendations in early April.
Wales
Implementation of the non-pay parts of the 2022 to 2024 collective agreement.
On the 5th April 2024 Welsh Government published the Final Milestone Review (Final Non Pay Milestone Review Report.pdf) setting out the position against the 12 headings:
Part 1 – Immediate Assurance Incorporates aspects of the collective agreement non-pay elements which are:
Statutory requirements
contractual terms
existing policy under collective agreement (implied terms)
Part 2 – Required Incorporates aspects of the collective agreement non-pay elements which are:
implementation of new policy under this collective agreement (implied contractual terms)
national tripartite collectively agreed priorities
specific aspects of national strategic plans relevant to these policies/priorities.
Part 3: Expected. Incorporates aspects of the collective agreement non-pay elements which are:
aspects of longer-term strategic plans
goals for longer term delivery according to local circumstances
best practice options or shared proposals from Wales Partnership Forum (WPF) for local consideration and local prioritisation
The requirement of this circular provides the specifics of which aspects of each collective agreement non-pay element falls into each of parts 1 to 3.
Welsh Partnership Forum
The Welsh Partnership Forum met on the 17th July 2024 and focussed on the following items.
Information / Discussion:
Education and Commissioning Plan 2025/26
Workforce Race Equality Standard
Occupational Health Services Review of All Wales
Disciplinary Policy
Speaking Up Safely update
NHS Wales Staff Survey update
Job Evaluation Policy update
Approved / Agreed:
Pensions Flexibilities Policy – Approved
Pregnancy Loss Support Policy – Approved
A workshop was held during the meeting to prioritise the WPF workplan recognising the need to ensure that the work set out above continues to be progressed and embedded.
The Welsh Partnership Forum Business Committee met on the 16th October 2024 and discussed the following items:
The committee received a presentation from Glyn Jones, HEIW, regarding the CPD and 36- hour week feasibility studies. Welsh Government colleagues have requested formal responses from both employers and trade unions by 11 November 2024.
Information / Discussion:
Bank Incentivisation
Band 2/3 partnership workstreams
Approved / Agreed:
Managing Attendance at Work policy regarding sickness absence reporting whilst on annual leave – Amendment agreed
WPF workplan for 2024/25 and 2025/26 - Agreed
Mid points on pay scales for Bands 8A and above – Ratified
Scotland
Agenda for Change Pay
The Cabinet Secretary for Health and Social Care made a full and final offer of a 5.5% uplift in pay for Agenda for Change staff in Scotland this year at a meeting on 19 August. The collective Staff Side subsequently confirmed its unanimous acceptance of the offer in a letter to the Scottish Government dated 24 September. The settlement was then implemented through NHS Scotland circular NHS Scotland - Publications with uplifts expected to appear in staff’s October salaries, and arrears paid in November.
Agenda for Change Review
STAC continues to oversee two of the key strands of the Agenda for Change Review which was agreed as part of the 2023-24 pay settlement. It was agreed at the 14 September STAC meeting that the specific Implementation Groups which were formed could be dissolved as it was noted that the key decisions associated with the initial roll out had been taken. Direct responsibility for governance of these workstreams has now devolved back to the Secretariat. The specific position with regard to these commitments is noted below.
Reduced Working Week
Guidance was published as NHS Scotland circular NHS Scotland - Publications and continues to be updated, as appropriate. Information collected after the initial milestone target of having all “non-rostered” staff transferred by the end of August suggests that all Boards have achieved at least 90% compliance. The deadline for rostered staff is the end of November. The key piece of work for the latter half of 2024 will be the Evaluation Exercise which NHS Education for Scotland are currently taking forward. This will use feedback from NHS Boards to assess what aspects of the policy have presented the greatest challenges at a local level and inform discussions around the best way forward.
Review of Band 5 Nursing Job Descriptions
Guidance was published as NHS Scotland circular PCS(AFC)2024/3 NHS Scotland - Publications Applications are made via an online portal which has been open since 17 June. The closing date for these will be agreed in due course. Assessment of the applications will be undertaken at NHS Board level using the established Job Evaluation system.
Protected Learning Time
Guidance was published as NHS Scotland circular PCS(AFC)2024/1 NHS Scotland - Publications. Responsibility for overseeing the implementation of this policy was passed from the STAC to the Scottish Workforce and Staff Governance Committee (SWAG), which has responsibility for staff governance and workforce polices in NHS Scotland.
Pay and Reward
This Working Group discussed how the pay and reward landscape in NHS Scotland can be updated in order to assist with recruitment and retention going forward. These discussions led to a number of recommendations which will inform pay negotiations in future years. In addition, a number of the issues identified by the Group are being taken forward as individual workstreams within STAC:
Annex 21 – The Working Group agreed that the provisions in Annex 21 covering trainees needed to be reviewed and updated. A new Scottish version of Annex 21 was agreed at the 19 September STAC meeting and subsequently published as NHS Scotland circular PCS(AFC)2024/6 NHS Scotland - Publications
Compensatory Rest – The Working Group also identified a need to look at compensatory rest policies around Scotland with a view to agreeing a national approach, benchmarked against Working Time Regulations. A Terms of Reference for a short life working group have now been agreed and the group members are being nominated.
Other Working Groups
STAC has also agreed to establish two other working groups as follows.
Recruitment and Retention: The awarding of RRPs in Scotland is overseen by STAC in line with the agreed Scottish policy - DL(2021)11 NHS Scotland - Publications. A large number of existing RRPs are due for renewal in 2025 and it has been agreed to create a group to consider these applications on a partnership basis, as well as to develop a policy covering situations where existing RRPs are withdrawn.
Apprenticeships: Further to the work undertaken around Annex 21 and with reference to the work which the UK Staff Council is doing to consider the Modern Apprenticeships, STAC has agreed to establish a group to consider the implications for Scotland.
Northern Ireland
Meeting with Minister last week – will implement PRB recommendation, but not until 1st August 2024 because no money. Expecting a staggered payment for the back pay to April.
Non-Pay Partnership working continues in areas such as workforce planning and a refresh of the NI Workforce Strategy. The region continues to see a drive down in the use of off-contract agency, work is ongoing to expand to the medical field.
Mileage Negotiations
The NHS Staff Council was given a mandate by DHSC to:
Agree a suitable reference source to support the regular review of the mechanism used and, in partnership, agree to determine the reimbursement rates as set out in Section 17 AfC.
Provide recommendations on longer term revisions needed for sections of AfC relevant to NHS mileage and travel, including Section 17 and related annexes, in light of NHS carbon reduction plans; service needs; and the requirement to provide a fair framework for reimbursement of work-related travel costs.
The following statement is proposed to describe the groups mission:
Mission Statement
Removing the need to travel for work, where possible (elimination)
Reducing the reliance on the grey fleet and staff using their own vehicles to travel for work, by providing alternatives (replacement)
Rewriting the current calculation system so that it better reimburses staff for the cost of travel and encourages employers to move towards greener travel options (redesign)
The below areas of focus have been agreed by the TFG:
Motoring costs
Impact assessment
Green agenda
Baseline data
Rates
Learning from others
Options
The group aims to further explore the above areas including options on how to increase use of low emissions hybrid or electric cars and impact of pool and fleet lease cars schemes. The group is also keen to understand the key drivers that incentivise or disincentivise the use of grey fleet in the NHS, including potential risks and benefits are to patient care. To allow a better understanding of how this works at an organisational level the TFG are developing a data request from employing organisations which will be sent in due course.
NHS Terms and Conditions of Service Handbook 6 monthly Review of standard mileage rates of reimbursement (18 November 2024)
Background
Section 17.13 and 17.14 of the NHS Terms and Conditions of service handbook indicates the NHS Staff Council will review the mileage reimbursement rates twice per year using the AA guides to motoring costs to calculate average fuel costs.
17.13 After 1 January 2023 the NHS Staff Council will continue to review the standard rate of reimbursement in column 2 in table 7 each year, soon after the new AA guides to Motoring Costs are published, normally in April or May. Any changes to the standard rate of reimbursement, the reserve rate and the rate for motorcycle users in Table 7, resulting from this review, will apply to all miles travelled from the following 1 July, in line with the provisions in this Section (see also Annex 12).
17.14 A second review will be conducted in October each year to ensure the rate in Column 2 in table 7 (the standard rate) continues to reimburse employees in line with motoring costs. Any changes to the standard rate of reimbursement, the reserve rate and the rate for motorcycle users in table 7, resulting from this review, will apply to all miles travelled from the following 1 January, in line with the provisions in this Section (see also annex 12).
From March 2024, the AA temporarily suspended the publication of the guide which has meant the review for May and October 2024 has been unable to be undertaken by NHS Employers analytical team.
Next steps
Having compared the new fuel price statistics from Department for Energy Security and Net Zero against the previous model, NHS Employers are confident that the new data is a viable option as a temporary solution to continue the 6 monthly mileage rate of reimbursement review as per section 17 of the NHS Terms and Conditions of service handbook.
NHS Employers sought approval from the NHS Staff Council to implement this as a temporary solution until a new agreement on the mechanism for calculating mileage reimbursement is implemented as part of the ongoing negotiations for mileage reimbursement which is due to be completed by the end of 2025/26.
NHS Terms and Conditions of Service Handbook Changes
NHS Employers TCs Handbook Review
In response to a growing number of queries about inconsistencies in the handbook, navigation between sections and queries about interpretation, NHS Employers has recently reviewed the AfC handbook and identified a number of issues. In summary these include:
Out of date content relating to provisions no longer relevant or applicable
Inconsistency of language in the handbook
Contradictions or unexplained deviation from legislation and statutory entitlements, and country specific agreements or policy frameworks
Provisions not accounting for current/modern ways of working e.g. non-standard working patterns and electronic rota/leave systems
Confusion caused by why there are separate sections for different countries as they have the same provisions as England
Confusion and inconsistency between what are contractual provisions and what is implementation guidance
Need for further guidance in some areas and removal of other area
A task and finish group is to be set up to take the work forward.
Equality, Diversity and Inclusion Group
Violence prevention work SPF
EDIG will maintain the link with SPF and the Health Safety and Wellbeing Group as the sexual harassment preventative duty and SPF violence work progresses. It was identified that there may be potential future work on taking a risk-based approach to both violence and sexual safety and the value of partnership working including TU rep roles.
NHS Faith and Belief Staff networks research
A draft NHS Employers web page to be created which will feature research done with University of Surrey into the positive impact of faith and belief staff networks. EDIG emphasised the need to promote the research alongside information about practical support for staff.
NHS England update
Pay gaps will remain high on the agenda and it was agreed that EDIG will remain in contact with NHSE to ensure all our work is aligned.
Health, Safety and Wellbeing Group
Letter to Minister Karin Smyth is to be sent – requesting to establish a tripartite group to address NHS building safety concerns, including asbestos and RAAC.
Updating HSWG documents
In line with the new Staff Council branding, the group are continuing to update their documents:
Safety culture: The group is currently implementing minor interim changes to the existing guidance. More substantial changes and the need for a PID are still under review.
Managing the risks of sharps injuries: Some larger updates will be required for this document and will be informed by recent data and upcoming HSE (Health and Safety Executive) inspection activity. A working group has now been established; they met to discuss next steps and have confirmed minor changes to the existing documents as an interim measure but the necessity of a PID for a bigger piece of work which would include work with the NHS Supply Chain.
The group are also discussing:
Key themes including mental health, AI, violence and aggression, and health surveillance.
Asbestos / RAAC and building safety.
Violence reduction.
Entonox and anaesthetic gasses.
Chemical exposure.
The health, safety and wellbeing of shift workers in healthcare environments.
Job Evaluation Group
Nursing and Midwifery profile review
The consultation on bands 7 to 9 is live and runs until 15th December.
During this time the nursing task and finish group is undertaking interviews with role holders in bands 7 to 9 to gather additional evidence and is also reviewing the feedback received in the bands 4-6 consultation to assess any further amendments necessary to the draft profiles. The midwifery task and finish group has addressed their band 4-6 consultation feedback and made amendments to the draft profiles that will be consistency checked against any nursing profile changes when they are agreed.
Social care – residential day care profiles
The consultation on these revised profiles closed on 30th September. JEG’s TFG looking at these profiles is working its way through the feedback received.
Clinical practitioner profiles
JEG’s profile group is continuing its discussions on these profiles, staff side members raised concerns around their use and the need to reiterate the guidance around not using them to match jobs that are profession specific.
JE handbook refresh
JEG have convened a task and finish group to update sections of the JE Handbook. The aim is to better reflect the contractual obligations expected from practitioners in the job evaluation process. Improvements to the handbook will include specifying the procedural elements of implementing and maintaining the job evaluation practice to ensure that it remains fit for purpose. The update will mean that the handbook remains relevant and engaging for the reader by reviewing the chapters which cover the introduction to job evaluation and the principes and values the process is founded on.
An article looking at rewarding and recognising a multigenerational workforce. The article focuses on how employers can support the multigenerational workforce by launching an age-inclusive reward strategy to aid retention and attract new employees. Rewarding and recognising a multigenerational workforce | NHS Employers
A case study highlighting how Midlands Partnership University NHS Foundation Trust has successfully put culture at its heart and improved reward and recognition initiatives, staff satisfaction and buy in and how they have improved on their NHS staff survey scores for a second year in a row. How we improved our reward offering and culture | NHS Employers
Recent topics discussed at Pension SAB include:
A progress update from DHSC on the delivery of the McCloud remedy project.
Proposed scheme changes relating to pensionable additional hours for part time staff.
Proposed scheme changes relating to member contributions during periods of reduced pay.
Assessing and monitoring the level of take up of partial retirement, since it was introduced in October 2023.
Our risk management processes and the need to share and discuss risks with the NHS Pension Board.
The next SAB meeting will take place on 12 November. The agenda will focus on the pension related announcements in the 2024 Budget and a further progress update from DHSC on the delivery of the McCloud remedy.
Technical Advisory Group (TAG) meetings: TAG is a subgroup of the SAB. SAB will commission TAG to carry out detailed analysis on proposed scheme changes and report their findings back to SAB. In October, TAG considered proposed scheme changes relating to:
pensionable additional hours for part time staff.
member contributions during periods of reduced pay.
TAG will report their initial views to SAB at the next SAB meeting. DHSC will publish a formal consultation on these proposed changes in the coming weeks.
Annual allowance ready reckoner:
They have published the 2024/25 ready reckoner to help staff understand the benefits they are building up in the scheme and their annual allowance liability. They have produced a checklist for employers and a checklist for staff to use alongside the tool.
The ready reckoner will provide members of the NHS Pension Scheme with a broad insight into their annual allowance position, including whether the tapered annual allowance may apply to their circumstances. It will also provide an estimated breakdown of the total annual cost of scheme membership and estimate how much their NHS pension is projected to increase by.
GMB NHS PAY SURVEY 25/26 (ENGLAND) – NOW OPEN!
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Following GMB's acceptance of the NHS 24/25 Pay Award and decision to re-engage with the NHS Pay Review Body process for 25/26, we now need to hear from you.
Our priority with this survey is to put forward your real experiences to the NHS Pay Review Body. GMB members across the NHS and ambulance service know what needs fixing to restore the NHS to what it has been, and know what is needed to help our health service survive for generations to come.
Every voice matters in this survey. GMB want’s to accurately represent the views of GMB members and we can only do that by you engaging with this survey.
The survey is detailed in parts – but you are free to skip through any questions that you do not want to answer. All answers are given in complete confidentiality and will not be shared with anyone outside of GMB.
Once survey results are analysed, they will form the content of GMBs written submission into the PRB which will be made on 26th November.
Consultation Questions for Health & Social Care workers
The best things about your job? (Give up to 3 examples)
The most challenging aspects of your job? (Give up to 3 examples)
Which of the following challenges, if any, have you experienced working in the health and care system? (Select all that apply)
Low levels of job satisfaction / morale
Growing complexity of patient needs
Unmanageable workload / demand
High levels of staff turnover
Inefficiencies in connecting services
Staff shortages
Stressful working environment
Problems with workplace culture (e.g. bullying, racism, sexism or harassment)
Complex administrative processes
Poor mental health or burnout
Poor equipment
Other
4. Which of these challenges do you think is the most important for the 10 Year Health Plan? (Select all that apply)
Low levels of job satisfaction / morale
Growing complexity of patient needs
Unmanageable workload / demand
High levels of staff turnover
Inefficiencies in connecting services
Staff shortages
Stressful working environment
Problems with workplace culture (e.g. bullying, racism, sexism or harassment)
Complex administrative processes
Poor mental health or burnout
Poor equipment
Other
5. What aspects of your work do you think we need to understand as we develop the 10 Year Plan?
GMB Union to re-engage with NHS Pay Review Body for the 2025/26 pay round
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Following GMB’s acceptance of the NHS 24/25 Pay Award, GMBs National NHS and Ambulance Committee met to discuss our position on pay for 2025/26.
After discussion, debate and vote, GMB have decided to re-engage with the PRB for the upcoming pay round.
GMB previously withdrew from submitting evidence to the PRB because our members had become disillusioned with the process and its perceived lack of independence. We are committed to campaigning for reform of the PRB process. We lobbied to see changes in the restrictions placed on the PRB by the Government in terms of what was ‘affordable’ and the delayed and lengthy timing of the process.
The new Government have committed to working to reform the PRB. To date, we have seen positive improvements in terms of:
A PRB recommendation for 24/25 that was above inflation and higher than what the government said they could ‘afford’.
No mention of ‘affordability’ in the PRB remit letter issued for 25/26.
A PRB remit issued at the earliest date in the pay year than it has been for a decade – a crucial step towards addressing delayed pay rounds.
GMB still wants to see more reform and we will continue to lobby for that. If we are not happy with the outcome of reforms or lack of progress, we may choose to withdraw from the process once again. GMB’s position on the PRB will remain under review.
In order for GMB to submit evidence to the PRB for 25/26 and ensure that it accurately reflects what GMB members working across the NHS and Ambulance Service want, a member pay consultation will be issued in the coming days. The survey will be sent to all members in England by SMS and Email, so please make sure we have your correct membership details. You can do this by contacting your local GMB Representative of Office - GMB Regions | GMB Union
GMB MEMBERS ACCEPT NHS PAY AWARD
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The NHS pay ballot is now closed. Thanks to everyone who returned their ballot papers and took the time to speak to colleagues about the pay campaign.
The pay award has been accepted by 61% of members.
GMB will now write to the Secretary of State advising him of our position and that we expect the Government to now implement the pay award in full, including the funded mandate to refresh Agenda for Change.
Looking ahead to 2025/26, Government have just started the NHS Pay Review Body process by asking the PRB to start considering evidence for next year’s pay. In recent years GMB has not engaged in the PRB process whilst we campaigned for reform of the process. GMB’s National NHS and Ambulance Committees will now meet and consider whether we will re-engage this year.
If you want to let us know your opinion on whether GMB should submit evidence into the PRB for 2025/26 click here: https://forms.office.com/e/Gv6DY0CnTp
Wales Agenda for Change Pay Circular
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This bulletin concerns members in Wales only
Dear Members,
Please see below 2024/25 pay circular for the Agenda for Change staff:
GMB meeting with Secretary of State, Wes Streeting 18th September 2024
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Yesterday, GMB met with Wes Streeting (Secretary of State) and Karin Smyth (Minister for the NHS Workforce).
This was the first official meeting GMB has had alone with the Secretary of State since the new Government took up office.
We feel it was a positive first step where we were able to highlight some of the priorities for GMB members working across the NHS and ambulance service. GMB looks forward to working more closely with the SoS and the Minister and the Department on issues of importance to GMB members.
At the meeting, GMB raised the following:
Pay
GMB is still balloting members on the pay award.
GMB has not engaged with PRB in last few years as we want to see reform of the process, as do the Labour Party. Recognise that some improvements have been made – affordability window broken, above inflation, timing. National GMB reps will consider whether we re-engage with the process when the remit for next year is published in the coming weeks.
Concerns remain however that this year’s pay round will still be delayed past the April anniversary date. If so, Band 2 will be 2p below the forecasted National Living Wage increase. This means once again the lowest paid will need a temporary uplift in pay in April. This is really damaging on staff morale and we need to see long term planning to avoid this.
Concerns also that we are still waiting to be advised what the funded mandate of the AfC structural changes will be, as we understand this is still sitting with the Treasury.
Advised that we need to see a commitment to restorative pay.
Ambulance
Ambulance workers are seeing similar pressures to the wider NHS. Call centre workers as well as ambulance workers.
We will continue to lobby for key issues being remedied on unsocial hours enhancements and retirement age.
In the absence of a retirement age in line with other emergency service workers, we need to address the lack of suitable redeployment opportunities.
Darzi Report
Welcomed the publication of the report.
Support the notion that we need to address social care and community care if we are to resolve the crisis in the NHS. GMB has many policies on the subject of community care and access to GPs.
Acknowledged the report was focussed on hospitals only and advised similar issues are being faced by GMBs ambulance service members.
Understand this report will feed into the development of the NHS ten year plan. Enquired as to how we will be able to engage and influence that work? Would it be via the NHS SPF only?
GMB members and reps will have the opportunity to engage directly with the drafting of the plan.
Other issues
Car parking charges are a real concern for GMB members and impacts their pay further. We are challenging these locally where we are able to get them scrapped.
Violence is a real issue for members. We are engaging with the work of the violence sub group of the SPF.
Contracted out staff are suffering a detriment in their pay and terms. NHS workers are not receiving sick pay. We urge them to push ahead with their insourcing agenda. WS agreed that this work is important.
GMB RESPONDS TO DARZI NHS REPORT 19th September 2024
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Last week we saw the publication of the Independent Investigation of the National Health Service in England which has been produced by Lord Darzi.
The 159-page report shines a spotlight on the crisis within the NHS. Whilst the findings are stark and shocking, they come as no surprise to staff working within the NHS.
GMB welcomes that the report has been commissioned and published. The facts of the current crisis cannot be disguised. Over a decade of austerity and underfunding to the NHS has resulted in a broken NHS, a workforce on its knees and public health being in a very poor state.
It should also be noted however, that this report focusses on hospitals only. The ambulance service is in crisis also and much work needs to be done to address those issues – a point that GMB made to the Secretary of State Wes Streeting when we met with him earlier this week.
The report will now feed into the work to develop the upcoming NHS ten-year plan. GMB will be actively engaged in the development of this plan via the NHS Social Partnership Forum and directly with the Secretary of State and the Department of Health & Social Care.
GMB responded to the report into the NHS on the day it was published.
Rachel Harrison, GMB National Secretary, said:
“Today’s report tells us much of what we already knew - the NHS is in a critical condition thanks largely to 14 years of Conservative misrule.
"Health workers are demoralised after years of cuts, austerity and a global pandemic the NHS was woefully underprepared for.
"It’s good to see both the report and the Government recognise staff need to be a major part of the solution.”
You can read the full report at: Independent Investigation of the National Health Service in England (publishing.service.gov.uk)
NHS Social Partnership Forum: Winter Preparedness 18th September 2024
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NHS Social Partnership Forum: Winter Preparedness
18th September 2024
Presentation were received from NHSE and UKHSA.
NHS England, Leaf Mobbs
Leaf acknowledged the pressures on the NHS are consistent all year round.
It’s the second year of the Urgent & Emergency Care Recovery Plan.
Unions raised concerns that this issue came about due to Government Departments not talking to each other and the need to have a joined-up conversation on international workers.
New Government Ministerial Team
Ministers are wanting to reset relationships with unions and employers and have a more positive way of working. Civil servants are bringing the new Ministers up to speed on the on-going work areas. Unions advised they welcomed the meetings with the Secretary of State Wes Streeting and the Minister Karin Smyth.
Non-Pay Work (Agenda for Change Deal)
Update from the Programme Board:
All workstream reports have been completed and signed off. Communications for members advising of all progress on workstreams will be published in due course.
Point three of the pay award - funded mandate to address AfC structural issues - still no further steer from Government. DHSC are progressing what they can to facilitate those discussions with the Treasury.
2025/26 Pay Round:
Unions concerned that if there is a delay past April again, we will face all the same problems again with NLW and salary sacrifice and visas. Government have commented on the Low Pay Commission and asked them to include cost of living in their considerations. The current forecasted increase for the NLW is £12.10 per hour from next April, which will impact Band 2 pay again. A temporary uplift will have to be considered again if so.
The Chancellor statement was that they would be starting the pay rounds earlier and mentioned a September start date of the process, but DHSC think this may still not be soon enough to meet the pay anniversary date due to the length of the PRB process. Unions are very concerned that we will face NLW issues again – it really affects the morale of staff. This needs a long term solution. Unions requested that a commitment to plan for pay restoration over the next few years would help address some of the frustrations for members.
DHSC advised that recruitment and retention evidence is really useful in PRB submissions and unions are encouraged to do that to help.
Wales
A pay offer for 24-25 in line with England has now been made and members will be balloted shortly.
Scotland
A pay offer has now been made and unions are balloting members.
Northern Ireland
No announcement on pay yet. Unions raised frustrations that they are constantly having delayed pay rounds. The money needs to flow through quicker. Unions may have to resort to industrial action again.
Mileage Rate Negotiations
20th September will be the first meeting of the working group. Initial planning is underway to agree ToR and proposed timeline.
Pensions Update
Partial retirement
Applications for partial retirement continue and are still rising. As of 5 August 2024, there have been 13,194 partial retirement applications received to date. NHS Employers are continuing to work with DHSC, NHS England and Capsticks to deliver a resource to improve employer confidence and highlight legal considerations when implementing partial retirement. The resource will be published on the NHS Employers website when ready.
Update on McCloud Communications
Work is moving ahead on the retrospective part of the McCloud remedy. Eligible staff will be able to choose which part of the scheme they take their benefits from (1995/2008 or 2015), for the remedial period (from 1 April 2015 to 31 March 2022).
The SAB are to provide final approval for Compensation Contingent Decision Opt-Out Reinstatement Buy- Back Application Form and Illustration. Member contributions disclosure letters have also been sent to active members. Drafts regarding practitioner overpaid contributions have been submitted to Technical Consultancy Team (TCT) within the NHS Business Services Authority (NHSBSA) for review. A factsheet and accompanying letter are in the final stages of preparation, pending reviews by Engagement Project Board and the Pensions Scheme Technical Advisory Group (TAG). Development of the Cost on Retirement remedial service statement (RSS) continues, having received approvals from NHSBSA TCT, DHSC and the Remedy project. The RSS was presented to SAB on 5 June. A reminder for feedback has been dispatched to Trade Union representatives.
McCloud cost claim back scheme
The claim back scheme will consider applications for reimbursement of direct financial losses as a consequence of the discrimination identified in the McCloud judgment or the application of the remedy. Direct financial losses may include, but are not limited to, payments for professional services or advice including accountancy services and independent financial advice. There is ongoing dispatch of compensation acceptance and rejection letters. As of 20 June, 112 applications were received: 12 approved, 52 rejected and 48 queued.
Letter to SoS
The SAB also sent a letter to the SoS highlighting the priorities for the new government based on SAB’s work. In this letter the difficulties around partial retirement for employers and trade unions were highlighted.
JEG
Social care – residential day care profiles
The consultation on these revised profiles is ongoing and will close on 30th September. JEG hopes to report on the outcome of the consultation to the November executive meeting.
Nursing and Midwifery profile review
Following additional meetings in August, work is nearly complete on draft profiles for bands 7 and above. JEG members will be interviewing nursing staff in roles at band 7 and above in September to help finalise the draft profiles that will be signed off for consultation at an additional profile group meeting being scheduled for later in the month. The consultation on revised profiles for band 4, 5 and 6 closed in July after an extension to allow for trade union responses to be made. Once the consultation on bands 7 and above is underway JEG members will have the capacity to consider the consultation feedback on bands 4 to 6.
Clinical practitioner profiles
JEG’s profile group discussed these profiles at its additional August meeting and agreed to do some further refinement before seeking authorisation to consult. This work is expected to come to the Executive meeting in November.
Health Visitor profiles
The JEG secretariat is continuing its assessment of the impact changes to NMC post registration standards may have on health visitor profiles and will update the Executive in due course.
Health, Safety and Wellbeing Group
Asbestos/RAAC and building safety
The co-chairs have attempted to engage with NHS Estates on the issues of building safety within the NHS. Currently, there has been limited engagement from NHS Estates, so the co-chairs propose the establishment of a tripartite group, similar to what they have in education, looking at strategic issues around asbestos and RAAC within the NHS estate.
Chemical exposure
The working group has met and being working to create a report that links to the data produced by NHS Resolutions. The work is now going through NHS Resolution’s process of authorisation, styling and branding. The group will then support the dissemination of the work, raise awareness and potentially organise a joint webinar to share the findings.
Draft guidance to review flexible working policies
The Employer Engagement & Support team at NHS Employers was tasked with updating the NHS Staff Council guidance for joint union-employer partnerships, to reflect the recent changes to legislation relating to flexible working. EDIG’s members discussed the draft guidance and provided feedback, particularly in relation to equality impact assessments, the need to publish the outcome of requests for flexible working in statutory annual public sector equality duty reports, and some hyperlinks in the document which needed updating.
Pay Gaps
In 2023 NHS England published its equality, diversity and inclusion improvement plan. The plan included six high impact actions for organisations across the NHS to take to improve equality, diversity and inclusion. High impact action 3 focused on the development and implementation of an improvement plan to eliminate gender, ethnicity and disability pay gaps. EDIG’s members have reviewed the Agenda for Change terms and conditions of service handbook to identify areas, which if applied incorrectly, may adversely impact on pay gaps. We have also highlighted issues that go beyond the application of the handbook, and where possible flagged interconnected Staff Council work. One such example was the recognition of relevant service for international recruits.
Sexual Harassment in the Workplace
EDIG’s members received a presentation from Rebecca Thomas, Employment Policy Manager at The Equality & Human Rights Commission (EHRC). She explained that a new preventative duty came into force in October 2024 for employers to help ensure safety in the workplace and drew attention the EHRC’s consultation which had launched on the draft guidance.
In summary, employers will have a positive legal duty to prevent employees from sexual harassment in the course of their employment through taking reasonable and anticipatory steps, rather than responding when harassment took place. If harassment does occur, employers will have to take steps to prevent it happening again. If an employee is successful in a claim for sexual harassment or it has taken place, tribunals will consider whether they have taken into account the preventative duty and done what they’ve required. If they fall short, an additional 25 per cent can be paid out meaning there is a real, financial, incentive for employers to complete this.
For NHS organisations, it is important to prevent sexual harassment not only by colleagues, but also by third parties. This would include service users and members of the public and has been highlighted in the outcomes from annual NHS staff surveys where respondents reported an increase in incidents from members of the public. No employer is exempt from this duty and they must take a risk-based approach to mitigate/ eliminate sexual harassment. The purpose in this duty to is to engender culture change and get employers to think proactively. It was noted that this work dovetailed with actions being taken as part of the NHS Sexual Safety Charter.
LGBT+ Health Policy - Letter to Secretary of State
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Dear Members,
Please see GMB letter to the Secretary of State about GMB’s positions on LGBT+ healthcare, particularly relating to trans, non-binary and gender-questioning children, and the importance of these to our members: wes-streeting-letter-lgbt-health-policy.pdf.
NHS Update: Communications with Government
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Since the Labour Government came to power in July, there have been several communications between health unions and the new Secretary of State for Health & Social Care, Wes Streeting.
GMB Communications
GMB wrote to the Secretary of State on 15th July 2024 with our position on pay for 2024/25.
An announcement on pay has now been made and GMB will be consulting members on the pay award. The ballot opens on Monday 19th August 2024 and closes on Friday 4th
October 2024. More details can be accessed on the NHS Pay Campaign Noticeboard - NHS Pay 2024/25 | GMB Union
GMB is due to meet with the Secretary of State on Wednesday 18th September 2024.
NHS Staff Council / Health Union Communications
The NHS Staff Council Staff Side Secretariat met with the new Secretary of State before Parliament broke for summer recess to discuss the collective health unions priorities.
NHS Staff Council also wrote a letter to outline the work that had been undertaken on the implementing the non pay elements of the negotiated pay deal for 2022-24. Read it here:
Agenda for Change health unions are also due to meet with the Secretary of State in early September.
NHS Pay Update: Conservative Government leave NHS workers without a pay rise
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Once again, NHS workers have been let down by the Conservative Government who have now left office before implementing this year’s pay award, which was due on 1st April 2024.
Their insistence on using the NHS Pay Review Body to determine pay instead of negotiating with health unions means that NHS workers are left without this year’s pay increase and the lowest paid being just 1 pence above the minimum wage.
GMB wrote to the Secretary of State about our continued concerns regarding the delayed pay round and the impacts this was having on GMB members. You can read their response here: health-secretary-to-gmb-20-may-24.pdf
Due to the announcement of the General Election, purdah rules will now apply, which mean that there is currently no Government to make any decisions on pay. The Pay Review Body will therefore not be able to submit their recommendation report until a new government has been elected on 4th July. The new Government will then need to consider that report and make their decision on what the pay award should be.
GMB will continue to campaign and lobby all MPs who are standing in the election to ensure they know what our expectations are for the new Government regarding NHS pay. You can keep up to date with the NHS Pay Campaign at NHS Pay 2024/25 | GMB Union
NHS Staff Council Executive Update - 1 May 2024
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NHS Staff Council Executive Update
1 May 2024
Archived Guidance Review
During the Covid-19 Pandemic, DHSC and NHS Staff Council developed a suite of guidance material to support the NHS workforce to manage the pandemic. This guidance was archived on 7th July 2022.
Staff Council have expressed that some of this guidance may be useful to retain for future situations, such as workforce pressures or situations in which staff require additional support, covering themes including working time, pay and supporting staff. This guidance has been identified and a task and finish group will now be set up to work through the guidance, review and refresh where appropriate. As part of this work, the task and finish group will explore additional topics for new guidance based on lessons learned during the Covid-19 Pandemic.
The archived guidance to be reviewed includes:
Annual Leave
Caring Commitments FAQs
Forms of Absence
Returning to Work in the NHS
Pay Protection FAQs
Overtime FAQs
Sickness Absence Pay FAQs
Pension Scheme
Pay for Staff told to Isolate FAQs
Self-Isolation
Shielding FAQs
High Cost Area Supplements
Staff Stuck Overseas
Travel & TAX FAQS
Health & Care Worker Visa
The changes to minimum salary thresholds are impacting staff on the bottom of Band 3 and below. The delayed pay award has made the issue worse and staff are already being impacted. Concerns have been raised with the DHSC and unions have enquired as to how many staff could potentially be impacted. Employers have confirmed that staff are being impacted and are considering options available to support staff – including potential temporary top up of pay. DHSC confirmed that the International Workforce Team are aware.
Separate Pay Spine for Nursing
Staff Council evidence in to the Government consultation on a separate pay spine for Nurses has been submitted. The response was on behalf of the majority of unions and employers, excluding RCN. The DHSC confirmed that there were over 11,000 responses. These will all be considered before a full response is published. If you would like to request a copy of the submission, please email NHS@gmb.org.uk
Pay 2024/25
The Pay Review Body is still expected to report to Government in May.
Unions and employers are frustrated at the delayed timeline of the pay award. This is affecting all NHS staff, particularly those who are lowest paid and are now just 1p above the National Minimum Wage. This has resulted in access to salary sacrifice schemes being withdrawn due to potential breaches of minimum wage legislation.
Unions raised concerns about the withdrawal of these schemes. Some trusts have agreed to cover car parking charges for the lowest paid, however, these charges will be claimed back once the pay award has been paid. Unions welcomed the decision by some trusts to pick up these charges but asked them not reclaim as this will cause financial issues for staff in future. Unions also raised concerns about the rates of pay not being competitive with other sectors and are impacting retention.
Employers raised frustrations about the delay and also concerns about future pay rounds and forecasted increases on minimum wages. Plans to future proof the pay system are crucial.
Wales
On 27th March 2024, Welsh Government issued a pay circular confirming a temporary top up for all directly employed NHS Wales staff to £12 per hour. This top up will be in place until the annual uplift for 2024/25 is confirmed. 2024 - AFC 1_2024 - living wage - PDF.pdf (nhsconfed.org)
Non-Pay Work (Agenda for Change Pay Deal)
Agency Spend
This group is led by Staff Council and is made up of staff side, employers and NHSE. The NHSE strategic finance team are identifying where there are any financial implications linked to recommendations.
The group have been assessing sections of the AfC Handbook to review of identified areas for potential recommendations. Overtime is one issue being considered and has been the focus of a lot of debate. Further clarity is needed in terms of this – where overtime is appropriate in line with AfC, when bank should be used. Employers are surveying local employers to understand how it’s currently being used.
Apprenticeships
The task and finish group in March 2024 proposed amendments to the Handbook to ensure that existing staff will not suffer a detriment to their basic pay when they undertake apprenticeships as part of agreed career development. New wording has been agreed and will become effective 1st
July 2024. Supporting guidance and FAQs will now be developed, alongside a communications plan to promote.
Job evaluation
The task and finish group is led by the Staff Council and is comprised of staff side and employers, NHSE, DHSC and devolved administrations. Recent discussions have been making good progress - looking at issues in accessing JE, out of date job descriptions, tools to improve access, equal pay risks – and are about to start drafting recommendations. The work that needs doing will not be cost neutral. Lined in with nursing career progression group.
Redundancy payments
The work of this group has now ended. The purpose of the group was to consider options for reducing the redundancy payments cap to £99,999. Options were considered and the group failed to reach agreement on the cap being reduced. The DHSC are disappointed in this outcome. Recommendations for possible further work include raising the floor from £23,000 as this hasn’t increased in several years and will be overtaken by increases in pay.
Violence and aggression
This task and finish group is led by NHS Staff Council and is working closely with the Strategic Partnership Forum Violence Reduction Group, Staff Council Equality, Diversity & Inclusion Group and Staff Council Health, Safety & Wellbeing Group.
We are still waiting for the publication of some significant documents:
NHS Resolution Report – Commissioned by DHSC. A ten year thematic review into claims that staff have been injured as a result of violence at work.
NHSE/Liverpool John Moors University Review – Into the nature, extent and risks of work based violence.
NHSE Refreshed Violence Prevention and Reduction Standard and Toolkit.
Nursing career progression
This task and finish group is led by the DHSC. A long list of options has been considered and developed. The group will work through in terms of priorities. Considering levers available locally and what needs to be working locally for this to happen.
Pay setting process
This task and finish group is led by the DHSC who acknowledge the frustrations about timings for this year and looking at what can be changed for next year.
Pension Abatement
This work is complete, and it became effective on 1st April.
Safe staffing
This group is led by NHSE alongside their Effective Staffing Programme. The programme workstreams include:
Maternity Services (review and refresh).
Mental Health Services (review and refresh).
Adult Critical Care (new resource).
Urgent and Emergency Care (review and refresh).
Children and Young People’s services (review and refresh).
Adult In-Patients (review and refresh).
Learning Disabilities (review and refresh).
Support to newly qualified healthcare registrants
This task and finish group is led by NHSE and aims to improve the transition of newly qualified health registrants from all routes, reduce attrition and encourage retention within the NHS. Two sub-groups have been established:
Preceptorship support. Looking at community practice and learnings.
The AfC review continues to dominate the work programme.
The reduced working week became effective on 1st April 2024. This is the first 30 minute reduction, working towards a 36 hour working week. Not all staff have seen a reduction yet. Those not yet working 37 hours will be paid a ‘transitional allowance’ covering the number of minutes between their current working hours and the hours they should be working under the new system. For work beyond 37 hours, the payment is at time and half. Guidance has been published at NHS Scotland - Publications
The review of Band 5 Nursing job descriptions work continues. A questionnaire has been drafted which will help to identify those posts which have developed since they were initially banded and which may therefore be entitled to consideration as part of the process.
Northern Ireland
The pay award for 2023/24 was accepted and has been paid to Bands 1, 2 & 3 in April. It is expected in June for the rest. The non-consolidated monies will be paid in August. The budget has not been agreed and there has been no money put aside for 2024/25 pay.
NHS T&Cs Handbook Changes
Mandate to re-negotiate mileage reimbursement mechanism
The mandate from DHSC was received and formal talks are due to start. The aim is to reach a negotiated agreement on the mechanism for calculating mileage reimbursement, as outlined in Section 17 and Annex 12 of the AfC Handbook. The new mechanism must be sustainable over the longer term and be able to respond to fluctuations in market costs. Devolved nation colleagues will observe the talks and consider their positions separately.
Flexible working supporting materials need to be amended slightly. No flexible working request can be declined without the staff member having been consulted. ESR updated some of language in terms of flexible retirement and options. One outstanding guidance document with EDIG at the moment. Communications are ready to go out.
Pensions
Applications for partial retirement continue and are still rising. As of 5 April 2024, NHS Pensions received 7,745 partial retirement applications, 5,912 of which have already been processed. Work is on-going with DHSC, NHSE and Capsticks to deliver a resource to improve employer confidence and highlight legal considerations when implementing partial retirement.
The website has been updated with guidance to support employers in understanding the pension scheme changes which were effective 1 April 2024.
The Nursing and Midwifery Bands 4, 5 and 6 Profiles Consultation has gone live and will close on 30th June. Responses will be reviewed, amendments made and a report back to Staff Council in September. Work is on-going on the Band 7+ profiles.
Employers should start anticipating the increased requests for review and are encouraged to start reviewing job descriptions now. Proposal that staff council secretariat meet with JEG to consider guidance for employers. Issues could crop up around how to deal with disagreements on JDs. Some trusts have processes for this, others don’t and this is where it gets stuck in the system and risks industrial disputes.
Health, Safety & Wellbeing
The group is continuing to review and update their documents. Work in on-going with the ‘Managing the risks of sharps injuries’ and ‘Safety culture’.
The group are reviewing the AfC Handbook to identify any sections that may impact on pay gaps and potentially develop guidance. Sections 1, 2, 3, 4, 6 and Annex 2, 9 and 29 are under review.
Proposal for future work – IVF, sexual safety, internationally educated healthcare professionals, bereavement leave arrangements review.
GMB Responds to Government Consultation on a Separate Pay Spine for Nurses
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GMB has responded to the Government’s Consultation on introducing a separate pay spine for Nurses in the NHS to warn that this is not the solution to the difficulties staff in the NHS are experiencing.
GMB does not believe that the Agenda for Change (AfC) pay structure is creating issues for nurses alone. To divide the workforce at a time of low staff morale, burnout and staffing shortages would prove to be divisive and damaging.
Agenda for Change needs some structural reform – for the benefit of all professions, not just nursing. Investments of finances and resources would be best used to work with the NHS Staff Council to reform AfC for the benefit of the entire workforce. AfC powers and functions, which exist in theory, do not apply in practice. Examples include the application of national recruitment and retention premia, and reform of the antiquated High-Cost Area Supplement system. If reforms were made in these areas, then occupational shortages could be better addressed. The correct mechanism for this reform would be via the NHS Staff Council. Dividing the workforce into separate pay structures for certain professions would be damaging to the remaining workforce at a time when retaining existing staff is crucial.
GMB has engaged with the recent review of the whole suite of ambulance service profiles and is currently engaged with the on-going review into nursing and midwifery profiles. GMB has concerns that access to job evaluation reviews for staff in lower bands has resulted in many staff performing duties at levels above their pay grade. Failure to implement the job evaluation scheme appropriately not only hinders career progression for many occupation groups, but it also leaves the NHS vulnerable to potential equal pay claims.
GMB, as an Executive Union on the NHS Staff Council, is also supportive of that additional submission, which details key points which could be a barrier to career progression and personal development: time and access to training due to staffing shortages and operational demands; pay structural issues which have removed the financial incentive from progressing (base pay, unsocial hours enhancements, overtime); and lack of capacity resourcing of the job evaluation scheme.
You can read the full GMB submission in the link below -
GMB members are frustrated with the NHS Pay Review Body (PRB) process which has failed to deliver for NHS workers in successive pay rounds. As a result, GMB, alongside some other health unions, has refused to engage with the PRB until significant reform of the process has taken place, including reassurances that it is truly acting independently of Government.
After extensive consultations with GMB members working across the NHS and Ambulance Services, we have submitted a pay claim to Government, seeking immediate pay negotiations.
The Secretary of State has now responded to simply say NO.
It’s now time for you to get involved in the pay campaign and call on the Government to talk to your union about your pay claim.
We are calling on GMB members to do any of the following:
Send a video message to GMB – saying what achieving this pay claim would mean to you.
What would an extra £1.50 per hour / £50 per week mean to you?
How would free car parking at work improve your life?
What would safe staffing levels do to improve the working lives of you and your colleagues, and the impact on your patients?
Arrange a GMB workplace visit to talk to NHS staff about the pay claim?
Nominate a colleague or yourself to become an NHS Pay Campaign Activist.
Distribute GMB NHS Pay bulletins to your work colleagues and display them on noticeboards.
Attend an online workshop with GMB members across the country to start to get organised and ready to campaign to win in this campaign.
If you are able to engage with any of the above, email NHS@gmb.org.uk with details of which one, including your name, contact details, job title and workplace.
Reminder of GMBs Pay Claim:
£1.50 per hour consolidated increase for all staff on Agenda for Change contracts (or RPI, whichever is greater)
In addition:
Restorative Pay: A commitment to restore lost earnings and conditions and a plan on how this will be achieved.
Measures to ensure the NHS never falls below the Foundation Living Wage.
Unsocial Hours Enhancements: All changes made under the 2018 pay settlement are reversed, including the application of Annex 5 for all ambulance service workers.
Ambulance Retirement Age: An urgent review into the retirement age of ambulance service workers with a view to lowering the retirement age to 60, in line with other emergency service workers.
FreeNHS Car Parking: Restore funding for NHS trusts to provide parking at no cost for NHS workers.
Immediate action to rectify Job Evaluation and Equal Pay issues.
Safe Staffing Levels.
We are also asking for parity of pay and terms for all contracted out and outsourced staff.
LET’S TALK ABOUT FLEX
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Flexible working can help us all make the NHS work better. Flexible roles make it easier to attract people to work in NHS jobs, and improve wellbeing for existing staff, so they don’t need to leave. Ultimately, it all adds up to better patient care.
NHS unions are leading this campaign to help inspire staff and managers across the health service to start a conversation about flexible working, and find the flex that works for them.
A dedicated campaign resource website has been established to support staff and help you find out more about flexible working rights, different options, and how people are finding the joy of flex in the NHS right now.
Want information on becoming a GMB Rep in your workplace? Email NHS@gmb.org.uk
GMB submits NHS Pay Claim to Government
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GMB submits NHS Pay Claim to Government
England Only
6th February 2024
GMB is not engaging with the NHS Pay Review Body process until significant reform has been undertaken and GMB members in the NHS and ambulance services can be confident that process is truly independent.
Following extensive consultations with GMB members, GMB have toady (6th February 2024) submitted the following pay claim to Government and asked for pay negotiations.
£1.50 per hour consolidated increase for all staff on Agenda for Change contracts (or RPI, whichever is greater)
Restorative Pay: A commitment to restore lost earnings and conditions and a plan on how this will be achieved.
Measures to ensure the NHS never falls below the Foundation Living Wage.
Unsocial Hours Enhancements: All changes made under the 2018 pay settlement are reversed, including the application of Annex 5 for all ambulance service workers.
Ambulance Retirement Age: An urgent review into the retirement age of ambulance service workers with a view to lowering the retirement age to 60, in line with other emergency service workers.
FreeNHS Car Parking: Restore funding for NHS trusts to provide parking at no cost for NHS workers.
Immediate action to rectify Job Evaluation and Equal Pay issues.
Further member communications will be published in due course. If you have any questions about the pay claim that you want us to include in a member frequently asked questions document email them to NHS@gmb.org.uk
GMB meets Secretary of State Victoria Atkins MP
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GMB
meets Secretary of State Victoria Atkins MP
1st February 2024
GMB and other health
unions met with the Secretary of State for Health and Social Care, Victoria
Atkins MP, on Thursday 1st February 2024. This follows the meeting in December
with the Secretary of State and Executive Health Unions.
You can read
the letter GMB sent following the December here:
The recent
meeting was used by the health unions to collectively raise some of the issues
of importance to our members. This included: members working outside of their
paid job roles; additional unpaid hours; staffing levels; workforce morale;
mental health; barriers to career progression; lack of AHP representation;
agency; car parking charges; parity with terms and conditions in Scotland and
Wales; and the impacts of the cost of living crisis on NHS workers.
GMB
specifically raised concerns over access to job evaluation and pay for the jobs
members are being asked to do, access to flexible working and issues regarding
the bottom pay rates being caught up by the living wage. GMB also raised issues
specific to the ambulance service – retirement age, handovers and delays, and
unsocial hours.
In the next
few days we will send GMB members details about our pay claim for 2024/25.
Want
information on being a GMB Representative in your workplace? Email NHS@gmb.org.uk
Today, the government have issued the remit to the NHS Pay Review Body (PRB) and instructed them to start the process of making a recommendation on NHS Pay in England for 2024-25. GMB have made the following statement:
GMB RESPONDS TO PRB REMIT
Farcical to pretend the PRB is properly independent, warns GMB Union
GMB union has responded to todays PRB remit, sent by the Department for Health and Social Care (DHSC)
Rachel Harrison, GMB National Secretary, said:
“GMB has repeatedly said we won’t engage with the NHS Pay Review Body process until it’s significantly reformed.
“Today’s tardy letter from the DHSC shows exactly why.
“It's farcical to pretend the PRB is properly independent, when its hands are tied so tightly by the Department before they’ve even considered any evidence.
“Now, with Ministers attacking the right of ambulance workers and NHS staff to strike and fight for better pay, a truly independent PRB has never been more important.”
It is expected that the PRB will collect evidence throughout January and February. A report of recommendations will be made to government who will then consider that and make the announcement on what pay will be for next year. Given how late the remit has been issued and the length of time the process takes, it is extremely unlikely that the new pay rates will have been publicised and paid in time for the April pay anniversary date. The lengthiness of the process and the unnecessary delays to paying NHS workers a pay increase is one of the reasons GMB is no longer engaging with the process. It is especially concerning for the lowest paid staff, who are seeing the living wage catching them up again. GMB is engaged with the work being led by the DHSC on reforming the PRB but little progress has been made to date. It’s time that the government talked to unions about pay instead of insisting on using a process that they have admitted needs reform.
Earlier this week, GMB and executive unions of the NHS Staff Council met with the new Secretary of State for Health and Social Care, Victoria Atkins MP to discuss the NHS workforces’ priorities. GMB has written to the Department of Health and Social Care following the meeting to reconfirm the issues we raised. You can read the full letter below.
Thank you to all the members who took part in the recent GMB pay consultation survey. GMB National NHS and Ambulance Representatives will be meeting in January to consider the survey results and determine GMBs position on pay for next year. More details will follow in the New Year.
In the meantime, it’s time to get ready for the pay round.
Speak to your colleagues about this pay update. You can share the link or print a copy off. NHS | GMB Union
If you have changed your job or contact details since the last pay round and ballots, contact your region or local representative with your new details. GMB Regions | GMB Union
GMB Letter to Secretary of State for Health & Social Care
20th December 2023
Rt Hon Victoria AtkinsSecretary of State for Health and Social Care
Department of Health and Social Care
Richmond House
79 Whitehall
London
SW1A 2NS
Dear Secretary of State
Re: NHS Workforce Priorities
Thank you for scheduling the meeting earlier this week for GMB and other Staff Council Executive Unions to meet with you and discuss our members priorities.
I wanted to re-confirm some of the points that were raised and offer to provide more information later if that would be useful. We can also arrange for you to meet with GMB National NHS & Ambulance Representatives in person so you can hear from them direct.
Pay
The Pay Review Body (PRB) remit has still not been issued and there are concerns that this will lead to a delay in staff receiving their pay increase in time for the April anniversary date. GMB has committed to not engaging with the PRB until significant reform has happened and our concerns regarding the independence, appointments, lengthy process and timing have been addressed. We have welcomed the DHSC review of the pay setting process but are disappointed that progress hasn’t yet been made.
We continue to have concerns about the lowest paid and pay differentials. The delayed pay round will see the lowest paid once again watching as the living wage gets closer.
Retention
For several years we have been asking that retention of existing staff is a priority focus for the government. Staff are continuing to leave as their pay and working conditions deteriorate. Low staff morale, stress and burnout need to be addressed urgently, as does committing to restoring a decade of lost earnings.
Ambulance Delays and Handovers
Ambulance workers are exhausted already and it’s only the start of winter. GMB members tell us they are frustrated at the amount of wasted time sat outside A&E Departments waiting to safely handover patients. The impacts of long hours in the cold, breathing in petrol fumes from other ambulances, and feeling like they are not providing safe patient care is having serious impacts on our members’ mental health and wellbeing. It impacts their physical health and home life too, as meal breaks are missed, and shifts are late to end. Much more needs to be done to address the handover delays and consideration given to the workers’ wellbeing, including making sure they have access to better facilities whilst waiting.
Flexible Working / Retirement
GMB has been actively involved with the work of the NHS Staff Council to introduce better guidance and support for employers and employees wanting to access their day one right to flexible working. However, not all employers are acting in a reasonable way when it comes to considering requests. This has proven to be especially difficult in the ambulance services where flexible working and retirement requests are being refused for no good reason.
Retirement Age and Unsocial Hours
GMB has long campaigned for a retirement age for ambulance workers that is in line with their emergency service workers colleagues in the Police and Fire. The mental and physical demands of the job make it extremely difficult for ambulance workers to continue working until their normal retirement age, particularly so for ambulance crews. There are also very limited suitable redeployment options. This means trained health and medical professionals are leaving the ambulance service as they approach retirement. They are taking up job offers that provide stable hours and less physical demands in private ambulances, GPs, community, and teaching. This needs to be a priority for any government that wants to ensure we keep valued and experienced staff working in the NHS.
GMB has also campaigned against the two-tier contracts for ambulance workers unsocial hours enhancements. The introduction of Section 2 Agenda for Change for new ambulance staff and the forced transfer from Annex 5 for those who seek to change their jobs has had a detrimental impact on ambulance workers career progression. No worker should be penalised for taking annual leave or sick leave and yet ambulance workers who are forced onto Section 2 suffer a financial detriment, unlike their colleagues who remain on Annex 5. If the government want to demonstrate to ambulance workers that they truly are valued and respected, offering Section 2 workers the option of transferring to Annex 5 would be an easy option with little financial impact.
We also share the concerns of sister unions who spoke in more details about Minimum Service Levels Legislation, Apprenticeships, Equality, International Health and Care Workers, Bank Staff Contracts and the wider Social Care issues.
If you would like to arrange a meeting with GMB and our National Representatives we would be happy to arrange it.
Yours sincerely
Rachel Harrison
GMB National Secretary
Guidance on Department for Health and Social Care funding for non-consolidated pay awards in non-annex one organisations
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Earlier this year, the negotiated pay award to settle last year’s pay disputes across the health service, was paid to staff who were directly employed by the NHS (or organisations outlined in Annex 1 of the Handbook) on Agenda for Change contracts.
However, there are many staff that benefit from Agenda for Change terms and condition, and provide NHS services, but who are not directly employed by the NHS or one of the listed organisations. These staff were denied the non-consolidated payment.
Organisations must deliver health services commissioned for the purposes of the health service in England by integrated care boards (ICBs), NHS England, NHS trusts or foundation trusts (FTs) or receive funding through the public health grant (described from here onwards as relevant contracts).
Organisations must employ eligible staff with a direct and dynamic link to the Agenda for Change terms and conditions (described from here onwards as relevant staff).
Organisations must demonstrate a negative financial impact from the non-consolidated pay award presenting a risk to the continuity of services (described from here onwards as relevant circumstances).
Relevant Staff:
Staff directly employed on permanent or fixed term contracts with a direct link to Agenda for Change on 31st March 2023. This means the terms and conditions of those employment contracts should mirror those set out in the current NHS Terms and Conditions of Service Handbook, as amended from time to time, and continue to be updated in line with any changes.
The terms and conditions should automatically apply to existing and new staff for the roles supporting the delivery of the relevant contracts. It is also required that all staff working on relevant contracts are employed on Agenda for Change conditions, although staff across the wider organisation (working on other services) may be on different contracts.
If you believe that you may be eligible for the pay award under this new criteria, please raise this with your local GMB Representative who will be able to ensure your employer is making the application.
Want information on being a GMB Rep in your workplace? Email NHS@gmb.org.uk
GMB is elected on to the NHS Staff Council Executive. Below is a brief update from the meeting held on 17th
September 2023.
If you want to get more involved with GMB email NHS@gmb.org.uk
Additional Lump Sum Payment 22/23
Government recently announced that more funding would be made available to organisations who provide NHS services and employ staff on dynamically linked Agenda for Change contracts, so that they could pay the additional non-consolidated covid recovery bonus that was secured as a part of the negotiated pay settlement for 2022-24. NHS England are drafting guidance which will explain who is eligible for the funding and how applications can be made to access it. Once the guidance is published GMB will be able to advise potentially affected members further.
Non-Pay Work (Agenda for Change Deal)
Work is now underway on all the non-pay elements of the negotiated pay settlement for 22-24. Most of the groups have developed timescales for when the work is expected to be complete. The work has been divided into areas that different stakeholders will lead on.
Staff Council led work:
Agency spend - Agreed terms of reference. Positive discussions on work, including overtime, bank and agency pay. Considering what are the drivers for agency spend. Hope to have recommendations by March / April 2024.
Apprenticeships - Constructive first meeting. Pay preservation will be in place for existing staff who move onto apprenticeships. Considerations as to whether a new Annex or section of the handbook is needed. The existing staff council guidance from 2018 will need to be reviewed. Hope to have recommendations / draft handbook changes ready for March 2024.
Job evaluation - Terms of reference agreed, including scope of the groups work. Capacity will be an issue. Looking at how can speed up processes and increase local capacity. Hope to have recommendations ready by Summer 2024, including the scoping out of additional funding needed.
Redundancy payments - First meeting of the group will be held on 14th December 2023.
Violence and aggression - Lots of work on-going via other groups: violence reduction group and social partnership forum. The staff council health safety and wellbeing group and equality diversity and inclusion group will also link in with the work at appropriate times. A violence survey will be launched shortly for organisations and unions to complete to identify areas of good practice in reducing violence towards staff. The remit of the group will also cover issues such as awareness raising, risk costs and post incident support.
Department of Health & Social Care led work:
Nursing career progression - One meeting to date. Analysis of current systems underway. The group will link up with the work being undertaken by the job evaluation group.
Pay setting process - Two meetings so far, with four sub-groups being established to progress the work.
Pension abatement - This work has stopped due to the launch of a Government consultation which announces that the abatement will end in April 2024.
NHS England led work:
Safe staffing - NHSE are doing work in this area already with the National Quality Board who have been commissioned to update the current safe staffing guidance. Welsh colleagues advised that the introduction of safe staffing levels in Wales had improved staffing levels and patient care.
Support to newly qualified healthcare registrants - One meeting has been held and was positive.
Updates from devolved administrations on non-pay work:
Northern Ireland - Social work have now ceased using agency workers. All parties are working together to implement work on reducing agency spend in other areas. Recruitment and retention work continues with an aim to reduce the recruitment process to 8 weeks. Safe staffing work on-going. Violence and aggression work on-going. Agnew case is the big issue – holiday pay case. Looking at how the system can be fixed moving forwards and remedy the historic issue. No time limit on back pay.
Scotland - Four proposal papers due to be finalised. Recommendation on Band 5-6 Nursing profiles – still debating back pay. Protected learning – hope to clarify mandatory v optional training. Reduction in the working week – paper sets out a three year implementation plan. Pay modernisation – not an implementation plan, more about how this could be implemented and potential financial costs.
Wales - Workplan up and running with a commitment to implement the ‘wording of the deal’ by April 2024.
Agenda for Change Handbook
Annex 1: Amendments have been made to remove organisations that are no longer in existence.
Working Time Regulations for night workers - Working group set up to explore the issue. First meeting 24th November.
Flexible Working - Flexible Retirement Guidance - NHS Staff Council flexible retirement guidance | NHS Employers Still needs to be a culture shift – recent survey responses highlighted issues with management reluctance to authorise flexible working requests and discrepancies of access between clinical and non-clinical staff.
Mileage - Staff council co-chairs will meet to discuss and finalise the mandate to review the processes around mileage. Rates have been reviewed using October data and there is no change at this time.
Devolved Administrations
Northern Ireland - Still waiting for the Government to return. Consulting on possible reintroduction of car parking charges. Tidying up of handbook to align areas where differences had arisen between Northern Ireland and England.
Scotland – The majority of the work has been on the non pay elements of the pay deal, referenced above.
Wales - Set up a partnership hub – a site that people can access to see all terms and conditions of services and policies, and raise concerns.
Pension Update
Concerns regarding the capacity within the Business Services Authority to deliver on outcomes from McCloud, partial retirement and business as usual. Under major pressures to deliver changes. Increase in employer contributions next April. Expecting a DHSC paper on flexible accrual. A current consultation on employee contribution rates for next year is live – a consultation on indexation, not rates.
Unions have raised issues of members in trying to access advice on flexible retirement and partial retirement. Reports of inconsistencies, lack of knowledge from employers and confusing advice on pensions website. Employers confirmed that NHSE and Capsticks are producing some advice. There have been lots of applications. The Pension Scheme Advisory Board will produce own guidance once all advice has been published.
Job Evaluation Group Update
Capacity remains an issue. Demand for online training continues to rise. Job analysis and local evaluation training is coming online. Unions and employers are asked to encourage more people to have the training. Emergency Services Profiles ready for publication. The Nursing & Midwifery Review is underway.
Health, Safety and Wellbeing Group Update
The group will do some work on Asbestos and RAAC awareness.
Minimum service levels in event of strike action: hospital services in England, Scotland and Wales
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GMB has now submitted evidence into the Government consultation proposing to introduce minimum service levels (MSL) for healthcare workers in hospitals on lawful days of industrial action. You can read the full submission below.
GMB is strongly opposed to the introduction of MSLs for any worker and will continue to campaign against these attacks on workers fundamental rights to strike.
This follows an earlier consultation seeking to impose MSLs on ambulance services, where despite the majority of respondents being opposed to it, the Government have announced they will be introducing them before the end of the year. If you want to read details on what is being imposed on your ambulance worker colleagues, you can read it on the GMB ambulance service noticeboard at: Ambulance | GMB Union
GMB Submission
Submission Date: 13th November 2023
To what extent do you agree or disagree that current arrangements are sufficient in providing cover for essential services?
Strongly Agree
Please explain your position and provide any supporting evidence (maximum 250 words)
GMB Union represents hundreds of thousands of workers across the public and private sectors. We represent tens of thousands of NHS workers, across all professions, in England, Wales, Scotland and Northern Ireland.
GMB is strongly opposed to the introduction of minimum service levels (MSLs) to any worker within hospital services and believe them to be unnecessary and undemocratic. There is a long-standing history of constructive, joint working between NHS employers and trade unions at a local level that has patient safety at the centre, and we believe that the current arrangements for days of industrial action are sufficient.
In a recent sample survey of GMB members, 74% of respondents stated that the current arrangements are sufficient.
During the recent disputes across the NHS and ambulance services, GMB local teams consisting of workplace representatives and officers, worked to ensure patient safety was paramount during days of industrial action. Local needs were assessed and arrangements put in place. This would be lost if a central system of imposing measures were mandated. NHS workplaces run most efficiently when there is good partnership working between employers and unions. The introduction of MSLs during days of industrial action, seriously risks undermining and damaging those relationships. During a time of dispute the focus should be on the issues causing the dispute and all efforts should be centred on resolving those disputes, not on removing individual rights and placing huge pressures on local managers who will be expected to enforce these unwanted and uncalled for restrictions.
To what extent do you agree or disagree with the proposal to introduce minimum service levels during strike action to achieve this aim?
Strongly Disagree
Please explain your position and provide any supporting evidence (maximum 500 words)
GMB strongly opposes the introduction of MSLs to hospital services and believe the Strikes Bill to be unfair, unnecessary and undemocratic.
In a recent sample survey of GMB members, 52% of respondents stated that there should not be any MSLs introduced, in any services, on days of industrial action.
GMB members report to us that they are increasingly being physically prevented from delivering safe standards of patient care due to the demands and chronic staffing shortages. GMB has been raising concerns about the unmanageable work pressures facing the NHS workforce and that efforts must be focussed on the retention of the workforce. But rather than look at the reasons as to why workers are leaving, or voting for industrial action, the Government is threatening to impose MSLs on these workers, removing their fundamental right to strike if all other means of resolving their grievances fail. This is doing nothing to improve staff morale or make the workforce feel valued.
GMB also questions what the definition of ‘minimum service levels’ would be. NHS workers are working under extreme pressures currently and regularly believe they are doing so without a safe level of staffing.
Trade unions in the UK are already bound by some of the strictest legislation in Europe when it comes to industrial action. Very specific requirements are followed in terms of providing details of the dispute, affected members and timelines for lawful industrial action to occur. This proposed new legislation would potentially put NHS workers at risk of dismissal for taking action, despite their union following all the rules. This is deeply unfair and a targeted attack on a much loved and respected part of the working population.
The government's own analysis has warned that it could lead to more strikes, protracted disputes and a worsening of pay and conditions. Employers across the NHS are also concerned about the damage that this could do to relationships at a local level between employers, their staff and their unions. NHS Providers have expressed the need to address the underlying issues of the recent disputes.
Below are just a few of the quotes received in the survey.
“The government are making NHS staff out to be the villains for striking when all we want is a decent living wage and fair working conditions…The NHS is basically run on good faith of the staff.”
Retrieval Team Leader
“To prevent strikes the government should pay NHS staff what they are worth.”
Maintenance Improvement Manager
“Should not be allowed, once again the erosion of workers rights.”
A&E Receptionist
“This action takes what little voice we have left with regard to terms and conditions of employment and the opportunity to fight for and publicise what is happening in the health service with regard to staff volume and their treatment and its impact on patient care.”
Nurse Practitioner
To what extent do you agree or disagree with the proposal to introduce minimum service levels during strike action for inpatients already receiving hospital care:
Strongly Disagree
Please explain your position and provide any supporting evidence (maximum 250 words)
Further to our principled and practical objections to the introduction of minimum service levels in hospital services as set out above, we do not agree this proposal should be introduced during strike action for in-patients already receiving hospital care or any other areas of hospital services.
To what extent do you agree or disagree with the proposal to introduce minimum service levels during strike action for existing patients requiring urgent elective treatment?
For example priority 1 or priority 2 elective surgery lists, dialysis, elective caesarean, or induction of labour?
Strongly Disagree
Please explain your position and provide any supporting evidence (maximum 250 words)
Further to our principled and practical objections to the introduction of minimum service levels in hospital services as set out above, we do not agree this proposal should be introduced for existing patients requiring urgent elective treatment or any other areas of hospital services.
To what extent do you agree or disagree with the proposal to introduce minimum service levels during strike action for existing patients needing emergency, critical or urgent assessments, diagnostics or treatment?
This does not include routine procedures like knee or hip replacements.
Strongly Disagree
Please explain your position and provide any supporting evidence (maximum 250 words)
Further to our principled and practical objections to the introduction of minimum service levels in hospital services as set out above, we do not agree this proposal should be introduced for existing patients needing emergency, critical or urgent assessments, diagnostics or treatment, or any other areas of hospital services.
To what extent do you agree or disagree with the proposal to introduce minimum service levels during strike action for new patients presenting to the hospital requiring unplanned assessment, diagnostics and / or treatment?
Strongly Disagree
Please explain your position and provide any supporting evidence (maximum 250 words)
Further to our principled and practical objections to the introduction of minimum service levels in hospital services as set out above, we do not agree this proposal should be introduced for new patients presenting to hospital requiring unplanned assessments, diagnostics or treatment, or any other areas of hospital services.
To what extent do you agree or disagree with allowing local clinicians to determine whether their patients fall under categories for MSL outlined in the principles listed above during strike action?
Strongly Disagree
Please explain your position and provide any supporting evidence (maximum 250 words)
Further to our principled and practical objections to the introduction of minimum service levels in hospital services as set out above, we do not agree with the proposal.
If MSL regulations are introduced for hospital services, which types of employers should be specified to follow these regulations during strike action?
No employers should be specified by MSL regulations
Please explain your position and provide any supporting evidence (maximum 250 words)
Further to our principled and practical objections to the introduction of minimum service levels in hospital services as set out above, we do not agree any employers should be subject to or specified by MSL regulations.
To what extent do you agree or disagree that MSLs should not include community based health services?
StronglyDisagree
Please explain your position and provide any supporting evidence (maximum 250 words)
Further to our principled and practical objections to the introduction of minimum service levels in hospital services as set out above, we do not agree that any community based health services should be subject to or specified by MSL regulations.
Do you think there is an alternative option to introducing MSLs in hospitals, to ensure continuity of access to essential services and protect patients from risks to life and life-changing harm during strike action?
Yes
Please explain your position and provide any supporting evidence (maximum 250 words)
As stated earlier, there is a long history of constructive working at local level between NHS employers and unions, with patient safety at the centre.
The ability to consider the needs of the local population and work effectively and cooperatively to make arrangements for days of industrial action has been demonstrated in recent disputes.
Below are some quotes given by GMB members in the recent survey.
“Current strike rules are already in place so that sufficient cover is put in place prior to strike action being taken. This is an attack on worker's rights and democracy.”
Driver
“On the recent strike days, staffing levels were much better than on non-strike days, and that was with agreement from some health Unions! There shouldn't be MSLs imposed by employers - we saw on the last strike days that if given enough leeway managers will keep units/services going that are usually closed on Bank Holidays etc and so can safely be closed during a strike. Unions should continue to negotiate strike staffing levels during a strike without MSLs imposed, but it should be genuine life or limb cover, no more.”
Staff Nurse
“We have always maintained safe staffing levels if we go on strike in the NHS so what is the governments agenda. They can’t maintain safe staffing levels at present due to lack of staff, staff moving to other organisations with better pay terms and conditions. Why would anyone want to work for NHS with those conditions.”
Community Mental Health Nurse
Trade Union experience
Has your trade union called industrial action in any NHS hospital since December 2022?
Yes
Provide an estimate for the total number of hours spent by your trade union officials to work with local hospital managers and national authorities such as NHS England, to ensure essential health services remained available during the most recent strike action your union was involved in.
This includes but is not limited to discussions on special arrangements like derogations. Select the closest range.
Don’tknow
Considering the proposal for a hospital MSL and the draft code of practice on reasonable steps trade unions should undertake, how do you anticipate the time commitment for your union officials to take these reasonable steps will compare to the time currently spent working with NHS trusts or health boards in preparation for industrial action?
About the same as the time currently spent preparing for industrial action
Please explain your position and provide any supporting evidence (maximum 250 words)
We strongly oppose the introduction of MSLs and believe they will damage partnership working arrangements across NHS trusts. Local Managers and local Union Reps work together on all issues and imposing conditions on managers to force onto their union reps and wider workforce will do nothing to improve staff morale.
Efforts should be focussed on addressing the serious workforce crisis in morale and retention, not on removing individual rights to strike. Without the existing workforce, there can be no safe levels for delivering patient care.
Do you anticipate that your trade union will incur new costs, either one-time or recurring, in implementing the reasonable steps as outlined in the draft code of practice?
Don’tknow
Public sector equality duty (PSED)
Are there groups of people, such as (but not limited to) those with protected characteristics, who would benefit from the proposed introduction of minimum service levels in some or all hospital services?
No
Which groups do you think will benefit and why?
As stated in an earlier question, there is a long history of constructive working at a local level between NHS employers and unions, with patient safety at the centre.
The ability to consider the needs of the local population and work effectively and cooperatively to make arrangements for days of industrial action has been demonstrated in the recent disputes.
Are there groups of people, such as (but not limited to) those with protected characteristics, who would be negatively affected by the proposed introduction of minimum service levels in some or all hospitals services?
Yes
Which particular groups might be negatively affected and why?
The introduction of MSLs in hospital services will have a disproportionate and negative impact on the predominantly female, black and ethnic minority workers and disabled workers in the health service.
Individual workers could face dismissal for exercising their fundamental right to strike. All workers will be impacted financially by this undermining of their ability to collectively bargain for better terms and conditions.
Government agree to additional funding for non-NHS organisations to award Covid Bonus to some healthcare workers - England Only
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Government agree to additional funding for non-NHS organisations to award Covid Bonus to some healthcare workers
England Only
9th November 2023
On Monday 6th November, Government announced that additional money would be made available for some healthcare workers to access a one-off payment, previously made to NHS workers on Agenda for Change contracts.
It is understood that eligible employing non-NHS organisations will need to apply to access the funding. These are organisations that deliver NHS services and employ their staff on dynamically linked Agenda for Change contracts. The organisations themselves will be responsible for applying for the funding and making the payments to their eligible healthcare workers.
Details on who is eligible and how applications can be made will be published in NHS England guidance in the coming weeks.
Concerns remain as to there still being parts of the healthcare workforce who will be denied this payment due to the nature of the contracts they are employed on.
Want information on being a GMB Representative in your workplace? Email NHS@gmb.org.uk
NHS Committee Meeting 18/10/23 Summary
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NHS Update
23rd October 2023
GMBs National NHS Committee met on 18th October 2023 to discuss current campaigns. Below is a summary of discussions, including links to key information.
Pay 2024/25
It’s not too late to have your say on your pay and complete GMBs survey on NHS pay for 2024/25. What do you think GMB should be including in this year’s pay claim? Complete the survey at: https://forms.office.com/e/KjrBSbp8L1
Non-Pay Parts of the 2022/24 Pay Award
As a part of the negotiated and agreed pay award – which included an additional payment for 2022/23 and a pay award for 2023/24 – there was a commitment to address other terms and conditions issues of importance to NHS workers. These areas of work are: agency spend; apprenticeships; redundancy payments; job evaluation: career progression: pay setting process; pension abatement; safe staffing; support for newly qualified registrants and violence. Working groups have now been established including unions, NHS employers and Department of Health & Social Care Representatives where appropriate and work has begun.
Job Evaluation
The NHS Staff Council Job Evaluation Group (JEG) continues to review national job profiles across the ambulance service, and nursing and midwifery. GMB continues to support individuals in requesting reviews of job descriptions in roles that have seen increased duties. A number of local campaigns are already underway at a local level to review job roles for Bands 2-3 staff. If you have queries regarding your job role and the rate of pay you are being paid, or you have requested a review and your employer has refused, please speak to your local GMB Representative or Officer for support.
JEG are also looking for more people to be trained on job evaluation and support this crucial area of work. New guidance has been published which highlights the importance of people being trained and can be accessed at The importance of partnership working on job evaluation | NHS Employers If you would be interested in training on Job Evaluation, please speak with your local GMB Representative or Officer.
A reminder that there is now a day one right for all NHS employees to make flexible working requests. The guidance documents are available online at Flexible working | NHS Employers
GMBs Political Fund Ballot: 11th October – 1st November 2023
The Political Fund is GMBs campaign fund that is used to fight for the issues that matter most to our members. It allows us to fight for GMB members not just in the workplace, but wherever power lies – from Council Chambers to our Parliaments.
GMB is required by law to renew the members’ mandate for our Political Fund every ten years and you should by now have received your ballot paper in the post.
Vote YES to keep our Political Fund and ensure GMB has a strong industrial voice, and a strong political one too. Losing GMB’s Political Fund would mean fighting employers wit hone hand tied behind our back.
Vote YES – Keep Our Political Fund
HCPC Consultation: English Language Proficiency
HCPC has launched its formal consultation on English language proficiency for applicants using the international route onto the Register. The proposals in the consultation centre on how proficiency is evidenced, to ensure their processes are robust and fair.
The consultation will run until Friday 19 January 2024.
If you want information about being a GMB Representative in your NHS workplace, please email your details to NHS@gmb.org.uk
Minimum Service Levels in Hospitals during Industrial Action England, Wales & Scotland
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The Government are now consulting on introducing Minimum Service Levels (MSLs) during industrial action in hospital services in England, Scotland and Wales.
They have already done this for the Ambulance Services.
If MSLs are introduced, it potentially removes your right to strike and potentially gives your employer the power to force you into work on a strike day that your union has organised lawfully, and also the power to take formal actions against you if you refuse.
GMB is opposed to all attacks on workers’ rights to strike and we will be submitting evidence into the consultation.
What do you think? Please take a few minutes to complete this short survey and tell us your thoughts.
GMB has been re-elected on to the NHS Staff Council Executive for another year and we look forward to representing our members on the non-pay elements of the 2022-24 pay deal, as well as looking ahead to the pay round for 2024-25.
If you want information on becoming a GMB activist in your workplace, email NHS@gmb.org.uk
Please see below a brief update from this month’s NHS Staff Council.
Non-Pay Work (Agenda for Change Deal)
A Programme Board has now been established and will be responsible for overseeing the implementation of this part of the deal. The Board will oversee the work of the 10 groups, which are:
Lead by Staff Council: Agency spend; apprenticeships; job evaluation consistency; redundancy payments; reducing violence and aggression.
Lead by DHSC: Nursing career progression; review of the pay setting process; suspension of pension abatement.
Lead by NHSE: Development of safe staffing framework; support to newly qualified health registrants.
Wales – Work is due to start on the non-pay elements of the deal once finances available are understood.
Scotland – Work has started on the non-pay elements of the deal. Staff side expectation on the reduced working week is that movement will have been made by April 2023, but employers advised it may need to be phased in over a few years.
A survey is also live for employers to complete. Culture change still needed. Working with NHSE to collate data on implementation and examples of good practice.
Working Time Regulations for Night Workers
Details given on the potential discrepancy between the Working Time Regulations and the Agenda for Change Handbook. Staff council employers are considering potential actions and next steps.
McCloud Choice: Eligible members will be offered a choice to receive either 1995/2008 section benefits or 2015 scheme benefits for their service over the remedy period (from 1st April 2015 to 31st March 2022).
Member retiring on or after 1st October 2023: The McCloud choice will form a part of their retirement process, and will be considered business as usual for retirement applications moving forwards.
Member who retired before 1st October 2023: Will be contacted directly by NHS Pensions and offered a retrospective choice, alongside personalised information to help them make this choice. This includes those who took ill health retirement and beneficiaries of those who dies during the remedy period.
Partial Retirement: Members with pension benefits in the 1995 section can take 20-100% of their pension whilst continuing to work. To access this flexibility, staff must reduce their pensionable pay by 10% for 12 months from taking partial retirement.
Ambulance Service Profiles expected to be brought to November’s meeting due to late submission of evidence that needs consideration.
Nursing and Midwifery profile review on-going. The purpose of the review is to bring profiles upto date with terminology and duties. Will no doubt lead to staff asking for JD reviews which will add to pressures on JEG capacity.
Work on-going to identify and develop new JE leads, with training provided, which will assist in JEG capacity issues.
Health, Safety & Wellbeing Group (HSWG)
MSK guidance is being uploaded to the website and work underway on promoting with managers. Two-year workplan being drafted – any suggested areas of focus to be given to the group.
Entonox and Nitrous Oxide – work to be done, especially in midwifery rooms. RAAC is a major issue, but there has been work done in the NHS already on this. The risk comes attached to the risk of asbestos exposure which is present in many buildings. The group will look into raising awareness of this. These could all be done under the heading of Buildings and Estates work.
Revised disability guidance has been drafted and hope for this to be published in November. Ethnicity pay gap reporting work underway.
Devolved Administrations
Wales
RCN and SOR rejected the pay award, but have now accepted the offer following further discussions. NHS Wales have agreed not to recoup overpayments made due to work related sickness when ESR was changed. NHS Staff Survey expected to run throughout October. A new NHS Wales Speaking Up Safely Framework was agreed at the Welsh Partnership Forum and will hopefully be launch in Autumn 2023.
Scotland
Work has been predominately undertaken on the reform of Agenda for Change which was a part of the 2023-24 pay settlement. A reduced working week of 36 hours is being planned for implementation over a three year period. The band 5 Nursing Profile Review continues.
Northern Ireland
The Secretary of State is still engaging with the Treasury, but no developments in progressing the pay award or pay parity. Unions are taking industrial action again and other unions have started balloting. Staff morale is low. They want a reasonable pay rise like their colleagues in England, Wales and Scotland. Employers frustrated also that they can’t resolve this. The non-pay elements are also impacted. Staff council to consider how we can support colleagues more in Northern Ireland.
Dates of Next Meetings
Plenary: 13 March 2024, Unison HQ
Exec: 17 November 2023, NHS Employers, Leeds
GMB NHS NATIONAL ADVISORY GROUP MEETING
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GMB’s NHS National Advisory Group (NAG) met on 8th August to discuss the main campaigns and issues across the NHS. Below is a copy of the draft minutes.
If you want to become a GMB activist, or get more involved with GMB campaigns and activities in your region, email NHS@gmb.org.uk
(Draft minutes to be confirmed at next meeting)
Tuesday 8th August 2023: 11am – 3pm
PRESENT
Delegate
Region
Officier (Ex-Officio)
Region
Martin Jackson (Chair)
NEYH
Mike Buoey
NW
Tez Calvert
NEYH
Tristan Chard
NEYH
Colin Cheesbrough
MI
Deanne Ferguson
NEYH
Sharon Cook
MI
Nathan Holman
Wales
Nigel Cooke
NEYH
Micky Hunt
NEYH
Mary Finn
SC
Kerry Nash
NW
Stephen Harrod
MI
Lib Whitfield
SO
Dawn Lovatt
MI
Ray Stewart
SW
Mark Tilley
(SO/NAC)
In Attendance
George Georgiou GMB Pensions Officer
Rachel Harrison GMB National Secretary
Apologies
Lib Whitfield
1. Welcome & Introductions
MJ welcomed everyone to the meeting
2. Minutes of Last Meeting & Matters Arising – 13/06/23 to be agreed
Agreed as a true record. No matters arising.
3. Performance
RH informed NAG of the latest membership levels across the NHS and Ambulance Service and confirmed we are continuing to see growth.
4. Pay
a. NHS Pay Dispute 22-24 Reflections
RH thanked everyone that had engaged with the process of understand what lessons can be learned from the recent dispute. A presentation will be available for the next meeting.
b. Non Pay Elements of the Pay Awards: England, Wales & Scotland
Document circulated which compares the non-pay elements of each pay award. Work is underway in Scotland. In Wales work has started on looking at how to move to a 36 hour working week. The PRB review is underway in England and all other work is due to start in September.
c. Pay 2024/25
Discussion held with regards how to approach next year’s pay round. Agreed to launch a survey to start consulting members on their aspirations for pay and conditions in the next pay round.
d. CEC Special Report to Congress on Public Sector Pay
Document shared which now forms GMBs policy on public sector pay. This includes restorative pay rises and fully funded settlements and fundamental reforms to the pay review body process.
5. Job Evaluation
MJ updated NAG on the current work of JEG and discussed our concerns regarding capacity and the outsourcing of JE. Training is available for reps to become JE trained in the NHS.
A Toolkit of resources has been created to assist reps and regions in running local job evaluation campaigns. RH to circulate.
Reminder that MJ is available to deliver GMB NHS JE training in regions, online or in person.
6. Congress 2023 Motions
We are still waiting for the final document listing what motions were carried at Congress 2023. As soon as this available, a list of NHS specific ones will be shared.
7. Staff Council
a. NHS TU Leads Away Day
RH updated NAG on discussions at this year’s event. It included discussions on next years pay round and our approach and ways to improve access to flexible working.
b. Working Group Updates
Further flexible working guidance is being drafted specifically to address the process for applying for flexible retirement.
c. POA Request to Join Staff Council Permanently
Considered the POA letter to GMB asking for our support in their request to be admitted to the NHS Staff Council on a permanent basis. Agreed to support.
8. Pensions – George Georgiou (National Pensions Officer)
GG updated NAG on current pensions issues, including work of the Pension Scheme Advisory Board on reforms and also our proposal to consider ways of NHS workers being able to retire early. Valuations of all pension schemes are underway.
GMB is one of the unions involved in Judicial Review Appeal following on from McCloud. We need to be ensuring that members are aware of the appeal and the campaign surrounding it. GG has offered to attend branch meetings, workplaces, regions to brief members accordingly. To arrange a visit from George, or to opt into the monthly pensions bulletin email: George.Georgiou@gmb.org.uk
GMBs monthly pensions bulletin is available online. Pensions | GMB
9. Sexual Assaults in the NHS
Discussion held with regards the seriousness of the issue and ideas for how we can support reps and members in the workplace. Reps should be involved in Reducing Violence at Work Forums in the workplace and holding employers to account. After care is seriously lacking in many areas
A GMB survey was recently launched in NEAS capturing data on violence and sexual assault. Pressure applied to the employer afterwards has resulted in improvements to procedures for when someone has been assaulted. Need to look at how to be more proactive on this issue and not reactive.
10. Appeal: Medical Workers Union, Ukraine
RH gave details of an appeal we have received from Ukraine Solidarity Group to support and promote their new campaign fundraising for a hospital in Ukraine who are rehabilitating soldiers. Agreed that RH would organise an online meeting for them to address NAG & NAC.
11. Local Campaigns
MH will start to collate details of local campaigns and wins to share with members in a Quarterly Bulletin.
Scotland: - The car parking campaign has now been changed to a travel campaign to benefit more members. Expected launch to be at Royal Alexandra Hospital.
Wales: - Contractual campaigns and issues due to people not getting what they are entitled to in many areas. E.g. mileage on overtime.
Barnsley: - Campaign on-going in Pathology.
North: - Possible merger of hospitals in the north.
12. Any Other Business
None.
13. Date of Next Meeting
Tuesday 10th October 2023, 11am – 3pm. GMB Mary Turner House, London. A Teams hybrid option will be available.
Close
NHS PAY REVIEW BODY PUBLISHES OBSERVATIONS ON THE NHS PAY DEAL
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The NHS Pay Review Body (PRB) play a central role in the setting of NHS Pay. Each year the Government give them a remit to make a recommendation on pay. Unions, employers and government departments submit evidence as to what pay should be. The PRB consider that evidence and make a recommendation on what the pay award for NHS Agenda for Change staff should be that year. The government consider that recommendation and decide whether to pay that amount or pay more, or less.
GMB has been critical of this process for several years, calling into question whether it is in fact independent from Government and making recommendations that truly reflected the value of NHS staff.
Last year, GMBs National NHS & Ambulance Committees decided to withdraw from the PRB process until reform happened that gave us the confidence the process was truly independent and making recommendations in the best interests of our members across the NHS. GMB members voted for industrial action, and we applied pressure on government to talk to us about pay instead.
As a result of the negotiated and accepted pay award for 2023/24, the PRB remit was changed for this year. Instead of making a recommendation on pay, they were asked to make observations on the pay award. This report was published yesterday and below you will find a brief summary of some of the key points. The full document can be read online at NHS Pay Review Body Thirty-Sixth Report 2023 (publishing.service.gov.uk)
GMB welcomes and supports some of these observations.
Increased demand, staff shortages, high vacancy rates, increased attrition, higher sickness absence rates – all are impacting the health and wellbeing of staff and patient care. Staff engagement, motivation and morale have declined as evidenced in the 2022 Staff Survey in England and by widespread industrial action.
The Agenda for Change workforce has grown, but not kept pace with demand. Government targets are being met, mainly due to international recruits. The outflow of Agenda for Change staff remains at historic high levels.
NHS staff have alternative options in sectors across the job market.
Economic inactivity across the whole population is linked to increased sickness rates, which is linked to longer waiting times for NHS diagnosis and treatment. This is a compelling case for investment in competitive Agenda for Change pay to recruit and retain more staff.
UK Government Fiscal Policy is to reduce the debt. Investment in NHS pay, by reducing attrition and staff shortages and supporting service reform, should lead to improved public health outcomes, labour market participation and higher national income, supporting the achievement of the fiscal mandate.
Barnet Consequentials from the pay award have still not been confirmed, thus impacting on the ability of Northern Ireland to pay it.
Non consolidated pay awards will assist with addressing cost of living pressures in the immediate term. However, in the context of continued staffing shortages, high levels of attrition and sickness, low levels of morale and an increased reliance on overseas recruitment, consolidated pay awards will remain crucial.
Consolidated pay awards enable the NHS to remain competitive in the jobs market, across all Agenda for Change rates.
Failure to keep pace with regular pay growth more widely risks exacerbating NHS delivery problems and recruitment and retention difficulties.
The past couple of years have seen a pattern of temporary adjustments to pay at Band 1 and Band 2 to remain legally compliant with the National Living Wage. Going forwards this would be unsustainable and exacerbate recruitment and retention challenges. Welcome the adjustments made in the pay award for Bands 1-2 and note that pay is now at a level sufficiently above the National Living Wage.
Further issues related to recruitment and retention need to be addressed: creating attractive apprenticeships and addressing pay; and improving the satisfaction with flexible working opportunities.
The Nursing and Midwifery Banding review is underway and should be completed promptly, with funding for outcomes budgeted for in the financial year 2024/25.
Retaining experienced staff is crucial. The Agenda for Change pay system needs to value expertise developed over time. The current Agenda for Change pay scale can act as a disincentive to promotion, and modifications should be considered to overcome this, e.g. more flexible pay on promotion or reducing the gap between pay bands.
The NHS Pension Scheme is valuable to staff, but some staff are leaving due to cost of living pressures. Better pensions communications and flexible options for contributions could help address this issue.
GMBs current position remains that we will not engage with the PRB process until reform has been undertaken and we are satisfied it is acting in the best interests of our members.
A part of the agreed pay award, which was of great importance to GMB, was a commitment by Government to review the PRB. This process is already underway. GMBs submission into the latest call for evidence can be accessed at – Evidence submissions | GMB
We will continue to update you as this develops.
If you would like to comment on this PRB report to ensure that we continue to reflect our members vies, please email them to NHS@gmb.org.uk
Want information about becoming a GMB Activist in your Workplace and be a part of the pay campaign for next year? Email NHS@gmb.org.uk
GMB Submission into the Department of Health & Social Care Review of the NHS Pay Review Body Process
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Last year, GMB withdrew from the NHS Pay Review Body and advised we would continue to do so until there was genuine reform of the process.
GMB has long held concerns about the true independence of the process due to the ‘affordability’ restrictions issued by Government with the remit. We also hold concerns about the make up of the panel and the unnecessary delays to NHS workers receiving annual pay awards.
A part of the recent pay award secured as a result of GMB members taking industrial action, was a commitment from Government to review the current pay setting process.
This work has now started the first step in this review was to seek submissions from stakeholders.
GMB CONGRESS 2023 VOTES TO CONTIUE FIGHTING FOR OUR NHS
Posted on:
16th June 2023
Last week, GMBs Annual Congress was held in Brighton and there were lots of delegates from all regions and nations there to represent the NHS. Many motions were debated and carried and these will now form the basis of GMBs priority campaigning across the NHS in the coming months with the involvement of the GMB National NHS Committee.
These motions cover issues of great importance to GMB members working across the NHS. Issues such as the NHS crisis, staffing levels and the waste of money across the NHS. Full details of all the NHS motions carried will be published in the coming weeks.
Sarah Young, NHS worker spoke about the NHS crisis and her speech brought Congress to their feet in a standing ovation to show the support for Sarah and workers across all professions in the NHS.
A special report on public sector pay was also carried which confirms GMB policy to campaign and fight for restorative pay rises and fully funded settlements and fundamental reforms to the Pay Review Body process.
Want information on how to become more active on campaigns in your workplace? Email NHS@gmb.org.uk
GMB NHS NATIONAL ADVISORY GROUP MEETING – DRAFT TBC
Posted on:
13th June 2023: 11am – 3pm
PRESENT
Delegate
Region
Officer (Ex-Officio)
Region
Martin Jackson (Chair)
NEYH
Deanne Ferguson
NEYH
Tez Calvert
NEYH
Nathan Holman
Wales
Colin Cheesbrough
MI
Micky Hunt
NEYH
Nigel Cooke
NEYH
Cameron Mitchell
MI
Mary Finn
SC
Kerry Nash
NW
Stephen Harrod
MI
Lib Whitfield
SO
Ferda Kisir
SO
Dawn Lovatt
MI
Ray Stewart
SW
Jonathan Strachan-Taylor
Wales
In Attendance
Kevin Brandstatter GMB National Ballot Officer
George Georgiou GMB Pensions Officer
Rachel Harrison GMB National Secretary
Apologies
Philip Baldwin, Sharon Cook.
1. Welcome & Introductions
MJ welcomed everyone to the meeting. Agreed that RH would Chair the meeting on this occasion due to MJ joining on teams.
2. Minutes of Last Meeting & Matters Arising – 03/05/23 to be agreed
Agreed as a true record. No matters arising.
3. Being Ballot Ready – Kevin Brandstatter
KB advised NAG of the GMB Rule that requires all workplaces to be ballot ready for industrial action at all times and what in practice this means: membership details; employer and workplace details; thresholds for securing mandates for action – 50%+ must vote by law, two thirds by GMB policy; importance of aiming for super majorities of 75-80%; appointing ballot champions in every workplace – a role for all members; facing the challenges of the legal requirements, timelines and postal ballots. Discussion held on issues for reps which include access to the membership system and caution when using work email addresses. The conversations getting ready for a potential dispute next year need to start now.
4. Pay
England – The lump sum payment and the pay award for 2023/24 is due to be paid this month. All queries should have been addressed and can be found on the FAQs on the NHS Employers website - NHS pay deal in England - frequently asked questions | NHS Employers. Local campaigns should be launched where bank, agency or wholly owned subsidiary staff are being excluded. Discussed the need to educate members on the practicalities of bank and agency contracts and agreements.
Wales – Bank staff have been awarded part of the lump sum payment. Looking at how can bring these workers in-house. Talks are due to start on looking how to reduce the working week from 37.5 hours to 36 hours with no loss of pay – this equates to two weeks additional leave per year and an 8% increase on hourly rates of pay. The cost of this would be 4%.
Northern Ireland - Still waiting for a pay award due to no functioning government. Strike action may continue.
Scotland – Work is underway on the homeworking policy. Also looking at a reduced working week. Job evaluation reviews for Bands 4 & 5. The constitution for STAC is still being discussed.
5. Pensions – George Georgiou
Pensions contribution tier changes were implemented in April 2023 and a further change will happen in October. The judicial review regarding the costs of McCloud was lost and unions are appealing. The appeal will be heard in December or January. GMB continues to campaign for a reduced retirement age and discussion are on-going with the Pension Scheme Advisory Board and the Department of Health & Social Care. GMBs monthly pensions bulletin is available online. Pensions | GMB
6. Job Evaluation
The Nurses Profile Review is on-going and capacity continues to be an issue for JEG. Reminder that MJ can facilitate a GMB NHS JE training course for reps – understand the basics and how to organise around it. A session is being arranged for activists across The Midlands Region. Information is available on the NHS Employers website regarding Bands 2-3. CSW-employer-guidance.pdf (nhsemployers.org)
7. Congress 2023
The Special Report on Public Services Pay was carried at Congress, as were several NHS motions. Details will be issued shortly and will be discussed at future NAG meetings to ensure implementation.
8. Staff Council Update
Work is due to start on the non-pay elements of the pay award and sub groups will be set up to address the different strands. The homeworking guidance consultation has now closed. Work continues on the flexible working group who are collating examples of good practice and also where there are challenges with implementation. It is recognised that a culture change is needed to seriously address flexible working.
9. Industrial Issues
Discussion held regarding local campaigns which include tackling violence in the workplace, harmonisation of workplace policies and city weighting. Consideration to be given to pregnancy discrimination within Section 2 Agenda for Change.
10. Any Other Business
Agreed to issue a member update after future meetings with a link to the minutes so that all members can access.
11. Date of Next Meeting
Tuesday 8th August 2023, 11am – 3pm. GMB Mary Turner House, London. A Teams hybrid option will be available.
12. Close
MINIMUM SERVICE LEGISLATION – NHS WORKERS
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The Government are currently rushing legislation through Parliament that seeks to restrict the right to strike and to introduce minimum service levels for ambulance services on strike days in England, Scotland and Wales. (As a result of campaigning and lobbying, a recent amendment in the House of Lords has restricted the scope of this Bill to England only).
If the legislation passes through Parliament, it could give employers rights to name individuals or groups of workers that must attend work on strike days. This gives Managers a huge amount of power over workers. The ambulance service has a terrible bullying culture, and this legislation would give bad managers another tool to target individuals by instructing them to cross the picket lines of their colleagues and attend work, and threaten them with sanctions for failing to do so. Trade union representatives could also become targets.
The Government are also consulting regarding restricting the right to strike for other key workers such as those on the railways and in the fire service. If they successfully introduce this legislation, the potential is that it can be extended to healthcare workers right across the NHS, not just the ambulance service.
GMB is fundamentally opposed to this legislation and the restriction of the right to strike being placed on any ambulance worker – or any worker right across the NHS, public services and other industries. GMB has been working alongside the TUC and other unions to oppose this legislation and seek amendments as it passes through the parliamentary process.
Today, GMB attended two meetings with the Department of Health and Social Care Officials to discuss the consultation and legislation in more detail. Key points that were made on behalf of GMB members were:
We are extremely frustrated about the amount of money, time and resources that is being spent on this consultation and forcing this Bill through Parliament. If the Government truly want to improve the ambulance service and ensure public safety, they should talk to GMBs Ambulance Reps about the essential reforms that are needed across the service.
GMB has written on numerous occasions to this Government over the last few years, regarding ambulance service pressures and changes that the system needs. We have repeatedly asked for meetings to discuss these issues. We were ignored until ambulance service workers voted for industrial action.
GMB members working across the ambulance service feel targeted and attacked by this legislation – they worked around the clock to put life and limb cover in place and some of those agreements were breached and abused by employers at a local level on strike days.
The specified goals of this legislation are to improve targets and patient access to services – but the reality is there are issues everyday, regardless of strikes. In fact, the derogations our members agreed locally, actually improved services on strike days when compared with a normal working day.
Arguments regarding Category One and Category Two calls on strike days were a distraction. A tool used by Government to try turn the public against the striking workers, but this did not work and the public support was unwavering. Focus should have been on trying to resolve the dispute with the striking workers instead.
Different triage and dispatch systems were used by some services on strike days which should be considered and adopted as the norm.
Attempts to identify individuals and parts of the workforce to name as being essential and therefore to be denied the right to strike, is unfair and extremely damaging to the morale of the workforce. Pitching one worker against another in terms of perceived importance would do nothing to settle any future dispute.
Poor leaders and bullying managers could abuse the legislation to unfairly target individuals and trade union representatives.
Want information about getting more active with GMB and involved in campaigns like this – email NHS@gmb.org.uk
SECRETARY OF STATE RESPONDS TO GMB REGARDING NHS MEMBER ISSUES
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Following the acceptance of the recent pay offer by the majority of health unions, GMB contacted the Secretary of State, Steve Barclay, advising that there are many issues of concern to the workforce that must be addressed.
A response has been received and will now be considered by your National NHS & Ambulance Committees to determine our next steps. You can read the response below.
If you are interested in getting more active in the GMB and helping to drive forward campaigns of importance to you and your members, please email NHS@gmb.org.uk
RESPONSE FROM THE SECRETARY OF STATE
15 May 2023
Rachel Harrison GMB National Secretary Public Services
Dear Rachel,
Thank you for your letter of 2 May 2023.
I was pleased that GMB voted to accept the pay offer and that it has now been accepted by the NHS Staff Council. I have asked my team to make sure we are making every effort to ensure that NHS staff will feel the benefits in next month’s pay.
Even though we have reached a settlement on pay, I am keen to continue to engage constructively with all unions to ensure we can address concerns and improve working conditions for all staff in the NHS.
In your letter you raised concerns about the pay review body (PRB) process. I am happy to discuss this with you further, but we have, of course, already committed to review the timing and appointment process for the NHS PRB, and to take account of the views of trades unions and employers as part of this process. We will also be considering how the NHS Staff Council could have greater input into NHS PRB, and how to streamline the way that NHS workforce and labour market is provided to the NHSPRB.
I also share your concerns about violence against NHS staff. My officials are exploring this issue and we will be in touch with you through the NHS Staff Council to discuss how to ensure services are always safe for staff and patients. I am always happy to discuss what more we can do on this with you and other union leaders.
I note your points about the retirement age for ambulance staff. I recognise the demands of the work and I want to ensure that ambulance staff feel fully supported in the work that they do. From 1st October 2023, we will implement a partial retirement option to the NHS Pension Scheme, which will allow staff to claim a portion of their pension benefits and continue working at a reduced capacity whilst building further pension.
On your point on changes to unsocial hours payments, I recognise that this issue might present a barrier to promotion for some staff who do not wish to move onto new contractual arrangements. However, this position was collectively agreed to by the Staff Council in 2018, in line with the important principle to harmonise terms and conditions across all NHS staff on the Agenda for Change contact and it would not be appropriate for me to reverse that collective decision.
Finally, I appreciate your concerns around the provision of mental health and social care services. The NHS Long Term Plan committed to an additional £2.3 billion a year for mental health services in England by March 2024 so that an additional two million people can get the NHS-funded mental health support that they need. On 23 January 2023 we also set out detail on how £150 million of capital investment, will be used to build mental health urgent and emergency care infrastructure. This includes £7 million for specialised mental health ambulances across the country to provide better care and support for people experiencing a mental health crisis. Obviously, there is work still to do here, but I am optimistic that this ongoing investment will make a difference.
Likewise, the government has made up to £7.5 billion of additional funding over two years to support adult social care and discharge - with up to £2.8 billion available in 2023-24 and up to £4.7 billion in 2024-25. This historic funding boost will put the adult social care system on a stronger financial footing and help local authorities address waiting lists, low fee rates, and workforce pressures in the sector.
Thank you again for your letter and your constructive engagement in the recent pay negotiations.
I look forward to discussing these issues and more with you soon.
Yours ever,
RT HON STEVE BARCLAY MP
LETTER TO SECRETARY OF STATE
2nd May 2023
FAO Steve Barclay Department of Health and Social Care 39 Victoria Street, London SW1H 0EU
Dear Secretary of State,
The decision on the revised pay offer at today’s staff council meeting is a welcome
first step in the long journey to dealing with the fundamental issues facing GMB’s
NHS members, including in ambulance services.
However, it is abundantly clear that unless significant action is taken on key issues,
the problems facing our health service, and the people who work every day to save
lives and keep the public safe, will remain.
I am writing to you on behalf of GMB members who work in the NHS including
ambulance services about their ongoing concerns:
Pension Age
Ambulance workers are currently the only blue light profession to not have a lower
normal retirement age.
The brutal demands of the job lead to huge numbers of ambulance workers being
forced to cease work due to physical and mental health strains.
This is clearly and unreasonable situation and must be resolved.
Unsocial hours (Annex 5 and Section 2)
For ambulance workers, changes to these payments can make a big difference to
their pay packet.
But the 2018 recalculation of unsociable hours payments that has left too many
ambulance workers out of pocket. This issue is a barrier to promotion and must
change.
Pay Review Body
The Pay Review Body, as it currently stands, is clearly unfit for purpose. We are
calling for significant reform to ensure that proper pay rises, with full pay
restoration to make up for over a decade of lost earnings, can be fulfilled as soon
as possible.
We will not be participating in the PRB process until it is reformed.
Better funding for mental health and social care
The chronic underfunding of mental health care, and the 13 years of cuts to local
government funding has left our ambulance service picking up the pieces.
For our members, 65 per cent say they deal with issues that would be better
handled by mental health or social care services daily.
This needs to change so that staff and the public alike can see an NHS functioning
at its best - and we can further address ambulance pressures.
We want to be involved in these conversations on behalf of health service workers.
Violence in the workplace
Too many ambulance and NHS workers face daily abuse and violence. Our survey
revealed over three-quarters have experienced this.
We need to act.
While today’s acceptance of the improved pay offer represents progress, much
more needs to be done restore NHS workers’ decade of lost earnings and provide
the public with the health service they deserve.
I look forward to speaking to you about these issues in further detail soon.
Yours sincerely,
Rachel Harrison GMB National Secretary Public Services
A structure is being put in place to start work on the non-pay elements of the pay award, which will have DHSC oversight. Groups will be set up to work on the different strands.
Home-Working
The Task & Finish Group set up to scope out options for a Homework Framework Agreement presented an update on work to date, including proposed guidance for implementation.
A consultation on this work will be carried out over four weeks – commencing shortly.
This will be England only and devolved administrations will determine whether they want to accept or amend it.
Temporary changes to mileage allowances are generally still in place.
The DHSC is still considering unions request for a review of mileage allowances and criteria permanently.
Work-related Sickness Calculation
A system error has resulted in ESR not calculating work-related sick pay correctly in line with the Agenda for Change Handbook – England & Wales.
“We understand that on confirmation of a period of work related sickness absence, ESR calculates entitlement to pay by disregarding all previous sickness episodes within the last 12 months - work related and non-work related.
This means that for any work related absences, the payroll system is essentially providing staff with more generous terms than afforded by the NHS TCS as outlined at paragraph 14.7 (Section 14, England).
The mechanism for payment is more favourable on the basis that staff are benefiting from a maximum full pay period first (in line with their entitlement, subject to continuous and reckonable service), regardless of any previous sickness episodes.”
ESR system changes will be made with a forward facing solution – there will be no recouping of any overpayments.
Changes are expected to be made with effect from 1st July 2023 (subject to DHSC sign off).
Further communications will be issued in due course.
Job Evaluation Group
Ambulance profile work is on-going and a full update will be provided to the next meeting. There have been capacity issues with this work. Current focus is on PTS, then moving onto Band 4 Ambulance Technicians.
A summary was given of the Nursing & Midwifery Profile Review where the first stage of evidence gathering has been done.
Sufficient evidence to proceed with the review. Draft revised profiles will come to staff council after more information has been provided by employers.
Scotland – part of this year’s pay award was to review Band 5 Nurse Profiles.
HSE have written to trusts regarding their audits on violence and aggression and MSK.
Equality, Diversity & Inclusion Group
EDIG have been working with the NHS Confederation on development of their Trans Allyship Guide.
Previous disability equality guidance is being refreshed.
Ethnicity pay gap reporting guidance and practical tips are being drafted.
NHSE are due to publish an ethnicity pay gap plan shortly.
EDIG will be involved in the development of the non-pay elements of the pay award.
Wales
Union ballots on the pay offer are still open and run until the 23rd May.
Scotland
Pay uplift was in April’s pay and focus is now on the non-pay elements.
Northern Ireland
Unable to engage on pay now due to no funds, but engaging on non-pay issues.
Industrial action suspended whilst meetings are going ahead.
Waiting for another meeting with the Secretary of State to assess if any Barnet Consequential money will be available.
The PRB has also been stood down for Northern Ireland.
The policy on pay parity with England still exists, but struggling to find the funds.
HEALTH & CARE PROFESSIONS COUNCIL (HCPC) CONSULTATION: Revised Standards of Conduct, Performance and Ethics and Guidance on Social Media
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HCPC have launched a consultation to gather views on proposed changes to the standards of conduct, performance and ethics, and also new guidance on the use of social media.
The purpose of the review is:
To make any necessary updates to the current standards that reflect changes to practice.
To ensure that the current standards are fit for practice, particularly taking accessibility and relevance into account.
To gain insight into how HCPC can better communicate the standards and promote them to ensure they are fully understood by registrants.
To make any necessary updates to the guidance on social media to keep pace with the developments in the use of social media over the past few years.
Occupations affected are:
Arts Therapists
Bio Medical Scientists
Chiropodists / Podiatrists
Clinical Scientists
Dieticians
Hearing Aid Dispensers
Occupational Therapists
Operating Department Practitioners
Orthoptists
Paramedics
Physiotherapists
Practitioner Psychologists
Prosthetists / Orthotists
Radiographers
Speech & Language Therapists
You can read more details about the consultation and make individual submissions into the consultation (closing date 16th June 2023) at:
To support the consultation period, we are hosting six workshops. These workshops will explore each key theme of the consultation and gives you an opportunity to ask questions about the revisions we have made. For more information and to sign-up please see our workshops below:
Want more information on becoming a GMB Rep in your Workplace? Email NHS@gmb.org.uk
NHS PAY OFFER ACCEPTED
Posted on:
A vote by health unions at the NHS Staff Council on the pay offer for 2022/23 and 2023/24 has been accepted by a majority of unions.
Government and employers will now work together at speed to implement this pay offer.
GMB will now continue in the campaign to restore lost earnings and fight for improvements to terms and conditions. We have today written to the Secretary of State. Copy below.
If you are interested in getting more active in the GMB and helping to drive forward campaigns of importance to you and your members, please email NHS@gmb.org.uk
LETTER TO SECRETARY OF STATE
2nd May 2023
FAO Steve Barclay Department of Health and Social Care 39 Victoria Street, London SW1H 0EU
Dear Secretary of State,
The decision on the revised pay offer at today’s staff council meeting is a welcome first step in the long journey to dealing with the fundamental issues facing GMB’s NHS members, including in ambulance services. However, it is abundantly clear that unless significant action is taken on key issues, the problems facing our health service, and the people who work every day to save lives and keep the public safe, will remain. I am writing to you on behalf of GMB members who work in the NHS includingambulance services about their ongoing concerns:
Pension Age
Ambulance workers are currently the only blue light profession to not have a lower
normal retirement age. The brutal demands of the job lead to huge numbers of ambulance workers being forced to cease work due to physical and mental health strains. This is clearly and unreasonable situation and must be resolved.
Unsocial hours (Annex 5 and Section 2)
For ambulance workers, changes to these payments can make a big difference to their pay packet. But the 2018 recalculation of unsociable hours payments that has left too many ambulance workers out of pocket. This issue is a barrier to promotion and must change.
Pay Review Body
The Pay Review Body, as it currently stands, is clearly unfit for purpose. We are calling for significant reform to ensure that proper pay rises, with full pay restoration to make up for over a decade of lost earnings, can be fulfilled as soon
as possible. We will not be participating in the PRB process until it is reformed.
Better funding for mental health and social care
The chronic underfunding of mental health care, and the 13 years of cuts to local government funding has left our ambulance service picking up the pieces. For our members, 65 per cent say they deal with issues that would be better handled by mental health or social care services daily. This needs to change so that staff and the public alike can see an NHS functioning at its best - and we can further address ambulance pressures. We want to be involved in these conversations on behalf of health service workers.
Violence in the workplace
Too many ambulance and NHS workers face daily abuse and violence. Our survey revealed over three-quarters have experienced this. We need to act. While today’s acceptance of the improved pay offer represents progress, much more needs to be done restore NHS workers’ decade of lost earnings and provide the public with the health service they deserve.
I look forward to speaking to you about these issues in further detail soon.
Yours sincerely,
Rachel Harrison
GMB National Secretary
Public Services
GMB Members Vote to Accept NHS Pay Offer
Posted on:
Dear GMB Member,
GMB's ballot on the NHS Pay Offer in England has now closed. Thank you to all members that voted.
The result was:
56% Accept 44% Reject 51% Turnout
This means that GMB members have voted to accept the pay offer.
All health unions will declare their results formally at the NHS Staff Council on Tuesday 2nd May. If a majority have voted in favour of accepting the pay offer, Government will be notified and arrangements will start to implement the pay offer as soon as possible. We do not yet know what the response of Government will be if a majority of unions have voted to reject the offer. An update will be issued after the Staff Council next week.
GMBs fight to restore pay levels to what they should be had they kept up with inflation over the last decade continues. This pay offer is just the first step on that road and gives us the opportunity to secure real reform of the NHS Pay Review Body process for future pay rounds. We will also continue to campaign on issues of importance to GMB members working across the NHS and Ambulance Services. Issues such as:
Ensuring you are being paid the correct rate for your job using job evaluation.
Overtime at enhanced rates, not bank rates.
Free car parking.
Unsocial hours enhancements and arrangements.
Paid breaks.
Retirement age for emergency service workers.
If you would like to get more active in pursuing these campaigns as a GMB activist please email NHS@gmb.org.uk
Rachel Harrison GMB National Secretary for Public Services
HCPC Consultation: Standards of Conduct, Performance and Ethics
Posted on:
HCPC has launched a public consultation on their Standards of Conduct, Performance and Ethics (SCPEs). These standards form the ethical framework within which registrants must work.
The standards have been reviewed and proposed revisions have been made under five key themes:
Equality, Diversity & Inclusion
Communications with colleagues, service users and carers
Duty of Candour
Upskilling and training responsibilities
Managing existing health conditions and disabilities in the workplace
Guidance on the use of social media has also been reviewed and comments on this are also welcome during the consultation period.
Workshops on each of the key themes are running throughout May and details can be accessed at Events | (hcpc-uk.org)
Following the consultation, it is expected that the updated standards will be published in September 2023, with a year long implementation period bringing them into effect in September 2024.
Noticeboard Bulletin - 24-03-2023
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Dear GMB Member,
On Monday 3rd April, GMB will begin the ballot on the government’s new pay offer to you for 2022/23 and 2023/24.
This will be your chance to vote on the new offer. Please remember, this offer is in addition to money already received by NHS staff for 2022/23.
The government did not want to give you a new offer. For months, they said they would not discuss extra pay. Your amazing strength and solidarity changed this. You demanded the government Talk Pay Now. You won.
The results are significant and will add much-needed extra money into pay packets. ,
GMB are recommending acceptance of the new offer. It is a significant advance in our campaign for proper pay for NHS and ambulance staff.
The offer is not perfect. And it is definitely not the destination point for our union. Far from it. But it is a major step forward and this needs to be recognised.
You have forced the government to abandon their long-held stance and hand over significant extra money for this and next year for your pay. You have forced them to talk pay with us and stop hiding behind the Pay Review Body. And, you have forced them to recognise the justice and power of your cause.
GMB will be in touch soon with further details of the ballot.
Thank you again for your solidarity and commitment.
Rachel Harrison GMB National Secretary
A big moment - a proper pay offer from the government
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Dear GMB member,
Following days of intensive talks with the Secretary of State for Health, a pay offer has been made to GMB and other unions.
The result is a big win for GMB members.
The details of the offer are –
A non-consolidated increase on 2022/23 pay of 2% for everyone and an additional 4% of the pay bill which will be a covid recovery bonus and shared across the pay bands. See the table at the bottom of this email. This is in addition to the money already received in 2022/23 (£1,400 for all, enhanced to 4% for top of Band 6 and all of Band 7).
A 5% increase for 2023/24 pay for all, enhanced to 10.4% for Bands 1-2 to ensure they are lifted clear of the Real Living Wage.
New money to pay for both 2022/23 and 2023/24 increases and not from existing health budgets.
A range of non pay issues, including career development and support, job evaluation, tackling violence and aggression, staffing levels, plus more.
This is a very significant offer and marks a major step forward for GMB members.
As recently as the start of this month, the Government were saying 2022/23 pay was locked away, buried deep down, and would not be reopened. But, because GMB ambulance workers and NHS staff stood strong, they have been forced to change.
The same applies for 2023/24 pay, where the original budget was for a 2% increase.
And, we have consistently campaigned for an end to the situation where NHS spine points were below the Real Living Wage. In fact in recent years, they had fallen below the National Living Wage. We have secured an offer this year to lift the lowest paid above the Real Living Wage.
We have made major advances and are recommending acceptance of this offer.
All member ballots will now follow and are expected to run throughout April. You will receive more details in the coming days.
GMB members in Wales will receive further communication as separate negotiations with the Welsh Government are ongoing.
This is a big moment and would not have happened without your strength and commitment. You have done an amazing job.
Thank you for everything you do.
Rachel Harrison GMB National Secretary
2% Non-Consolidated Payment in 22/23
Covid recovery bonus - Non-Consolidated Payment in 22/23
Total Non-Consolidated Payment in 22/23
£
%
£
%
£
%
Band 1_1
£405
2.0%
~£1,250
~6.2%
~£1,655
~8.2%
Band 2_1
£405
2.0%
~£1,250
~6.2%
~£1,655
~8.2%
Band 2_2
£426
2.0%
~£1,250
~5.9%
~£1,676
~7.9%
Band 3_1
£435
2.0%
~£1,250
~5.8%
~£1,685
~7.8%
Band 3_2
£464
2.0%
~£1,250
~5.4%
~£1,714
~7.4%
Band 4_1
£479
2.0%
~£1,250
~5.2%
~£1,729
~7.2%
Band 4_2
£526
2.0%
~£1,250
~4.8%
~£1,776
~6.8%
Band 5_1
£541
2.0%
~£1,350
~5.0%
~£1,891
~7.0%
Band 5_2
£584
2.0%
~£1,350
~4.6%
~£1,934
~6.6%
Band 5_3
£659
2.0%
~£1,350
~4.1%
~£2,009
~6.1%
Band 6_1
£674
2.0%
~£1,350
~4.0%
~£2,024
~6.0%
Band 6_2
£711
2.0%
~£1,350
~3.8%
~£2,061
~5.8%
Band 6_3
£812
2.0%
~£1,350
~3.3%
~£2,162
~5.3%
Band 7_1
£833
2.0%
~£1,350
~3.2%
~£2,183
~5.2%
Band 7_2
£876
2.0%
~£1,350
~3.1%
~£2,226
~5.1%
Band 7_3
£953
2.0%
~£1,350
~2.8%
~£2,303
~4.8%
Band 8A_1
£971
2.0%
~£1,350
~2.8%
~£2,321
~4.8%
Band 8A_2
£1,092
2.0%
~£1,350
~2.5%
~£2,442
~4.5%
Band 8B_1
£1,123
2.0%
~£1,450
~2.6%
~£2,573
~4.6%
Band 8B_2
£1,305
2.0%
~£1,450
~2.2%
~£2,755
~4.2%
Band 8C_1
£1,341
2.0%
~£1,450
~2.2%
~£2,791
~4.2%
Band 8C_2
£1,545
2.0%
~£1,450
~1.9%
~£2,995
~3.9%
Band 8D_1
£1,592
2.0%
~£1,550
~1.9%
~£3,142
~3.9%
Band 8D_2
£1,836
2.0%
~£1,550
~1.7%
~£3,386
~3.7%
Band 9_1
£1,903
2.0%
~£1,600
~1.7%
~£3,503
~3.7%
Band 9_2
£2,189
2.0%
~£1,600
~1.5%
~£3,789
~3.5%
Meaningful & Constructive Pay Talks Continue
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“The Government, NHS employers and unions representing the Agenda for Change workforce have been holding constructive and meaningful discussions over the past few days, covering pay and non-pay matters.
First of all, thank you to you all for your on-going efforts throughout the NHS Pay 22/23 Dispute. Whether you have personally taken industrial action, provided agreed life and limb cover, attended picket lines to show your support to your striking colleagues, sent messages of support – thank you!
You may have heard the news last week that the Government had agreed to pay talks with RCN in exchange for them calling off their dispute. GMB and other health unions have not received an invite to those meetings. GMB has been clear from the start of this dispute that only a fair offer on pay for 2022/23 would suffice to settle this dispute.
GMB is extremely disappointed that the Government are attempting to divide the workforce in this way. All workers across the NHS and Ambulance Service deserve a fair pay award that truly recognises the fundamental role you play – porters, cleaners, caterers, health care assistants, admin workers, call handlers, patient transport workers, ambulance care assistants, technicians and paramedics. There are simply too many crucial jobs undertaken across the service to name them all. But you all deserve pay justice. The remaining 13 health unions on the NHS Staff Council have now written to the Secretary of State and await his response. You can read the contents of that letter at the bottom of this update.
GMB is in regularly dialogue with the other health unions regarding this dispute – particularly so with Unison and Unite across the ambulance service. We appreciate and recognise that some of our members are keen for the unions to coordinate more nationally and I can assure you that we are in regular dialogue. Each union has to work within their own structures and meet the demands of their members and take decisions through national committees which sometimes makes the process of coordinating together difficult. However, I can assure you that we are talking. We all believe that we will only win this dispute if we stand together and we will continue to do that.
GMBs next days of action are scheduled for:
Ambulance Service:
All ambulance services in England & Wales, excluding London, Yorkshire & North East – 6th & 20th March.
Yorkshire & North East – 8th & 20th March.
NHS:
Barnsley Hospital – 6th & 20th March.
Liverpool Women’s – 8th March.
Mersey Care – 6th, 13th & 17th March, and 24th April.
Further dates and types of action will be considered in the coming days. Do you want some information on becoming a GMB Representative in your Workplace? Email NHS@gmb.org.uk Not a GMB member? Join today – www.gmb.org.uk/join
HEALTH UNIONS LETTER TO THE SECRETARY OF STATE
The Rt Hon Steve Barclay MP Secretary of State for Health and Social Care Parliamentary Office House of Commons London SW1A 0AA
24th February 2023 By email
Dear Secretary of State,
We are writing on behalf of the NHS Trade Unions, as listed below, in light of the ongoing intensive talks with the RCN on pay, terms and conditions.
We understand that you are now acting under a government mandate to negotiate directly with the RCN, and wanted to set out some concerns and considerations of this unilateral approach. We hope that articulation of these issues will make it clear why this approach is unacceptable, ill-considered and perilous.
All those unions with a mandate for action have made it clear that we would pause the strikes in return for talks with an up-front agreement that pay for 2022-23 will be improved. We have also identified that the most appropriate route for formal talks is through the NHS Staff Council structures.
The reason for proposing the Staff Council route for formal talks is not just because we favour a collective approach. We believe it would help you avoid the numerous technical challenges, capacity and implementation difficulties and industrial risks that are posed by a more selective approach, as well as to approach retention, supply and workload issues that are well-documented across the whole workforce of the health service.
The NHS Staff Council remit includes responsibility for the Agenda for Change pay system as well as the full suite of terms and conditions that are embedded in all non-medical direct employees in Annex 1 Employers in England. Aside from the pay scales (which are arrived at by decisions outside the staff council), other changes need to be collectively agreed in order to be passed on through employment contracts to individual staff members. The significant industrial and technical risks to a single-union approach are numerous but three key considerations are:
The Department may make commitments that cannot be delivered without the support of other parties to the collective agreement.
The grounds on which the RCN paused their action or settle the dispute cannot be assumed as acceptable to other unions, so money could be committed without a full assessment of whether it appropriately removes or limits the Department’s industrial risk.
Changes arising from the talks may be interpreted as a deliberate move away from the collective national pay and terms arrangements and be met with a unified and robust response.
We are very keen to understand how you plan to take the agreement you are reaching with the RCN and turn that into either an offer to all NHS TUs or union-specific deals that would be negotiated with each of us in turn.
Our clear position all along has been that using NHS Staff Council structures is the best route to resolving the current disputes on NHS pay. We are keen to understand how this option could be activated in the current context.
We do understand you are acting under a mandate outside of your department to engage on a single-union basis. However, we would like to express our deep dissatisfaction that long-standing constructive relationships between employers, policy-makers and trade unions in the NHS have been jeopardised by these moves.
We would welcome an urgent discussion to explore the possibility of putting the single-union negotiations onto a formal joint-union footing.
Yours sincerely,
Sara Gorton Staff Side Chair and Head of Health, UNISON
Elaine Sparkes Staff Side Secretary and Assistant Director, CSP.
On behalf of the following Trade Unions:
British Association of Occupational Therapists
British Dietetic Association
British Orthoptic Society
Chartered Society of Physiotherapy
Royal College of Podiatry
Federation of Clinical Scientists
GMB
Managers in Partnership
Prison Officers Association
Royal College of Midwives
Society of Radiographers
UNISON
Unite
GMB striking ambulance workers take our message to Parliament
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Yesterday (31st January), GMB ambulance workers from across England and Wales travelled to the Houses of Parliament to let MPs know why we’re taking strike action.
We told them about the big issues affecting work in the ambulance service, the problems with pay and terms and conditions, and why the Government must engage on pay with NHS workers.
Throughout the day, we met with over 55 MPs including the Minister responsible for NHS pay Will Quince MP, the Shadow Health Secretary Wes Streeting, and Shadow Chancellor Rachel Reeves.
ITV news covered our visit on the main news -
We invited the Secretary of State for Health and Social Care, Steve Barclay, to meet with GMB ambulance members but, disappointingly given the importance of the current dispute, he didn’t accept.
Instead, we listened with interest as he was questioned by the Health and Social Care select committee on issues facing the NHS including the strikes.
He said that pay talks continue with health unions and that the PRB process is the route to follow - despite the government having missed the deadline to submit their own evidence into the pay review body process for 2023/24!
It is also revealing that we have not met the Secretary of State since the 9th January. It is not good enough.
GMB’s campaign for fair pay across the NHS and Ambulance Services will continue and further strike dates are planned where GMB has mandates to take action.
Want information about being a GMB Representative in your workplace? Email NHS@gmb.org.uk
NHS INDUSTRIAL ACTION (PAY) BALLOT 2022/23
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GMBs Industrial Action Ballot across the ambulance services and some NHS trusts in England and Wales has now closed. Thank to all GMB members who voted. If you were balloted, you should receive a full breakdown of the results direct from your GMB Region.
As we have been successful in securing some mandates for industrial action, GMB has contacted Government and asked them to meet with us and other health unions and negotiate a pay award that NHS workers truly deserve.
GMBs National Committees are meeting over the next few days to discuss and plan the next stages in this campaign. More details will be issued when they are available.
A brief summary of results is as follows. Those employers where we have more than 50% turnout and a majority vote for action are where we have mandates.
Exec Unions Meeting with Secretary of State, Rt Hon Steven Barclay
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Department of Health & Social Care
The Government do not intend to move on the current issue of pay.
Unions were invited to raise the main concerns of members and suggest ways that issues could be addressed. These issues included:
Pay rates
Staffing levels
Retention of existing workforce
Patient safety
Living wage uplift of lowest paid
Ambulance handover delays
Unsocial hours
Retirement age
Agency spend
Flexible working
Opting out of the pension scheme
Career progression and apprenticeships
Job evaluation capacity to ensure right pay for the job
Annual leave entitlements
Breaks
Unpaid additional hours
Enforced overtime
Stress, burnout, morale and mental health
Social care blockages
Unions also expressed concerns about the independence of the PRB and our concerns that they prioritise ‘affordability’ over the evidence presented to them.
Unions advised that all of the above issues are linked with poor pay and remain committed to wanting to negotiate now on pay and in future. Only by addressing pay now will retention of staff be achieved.
Government advised that they were committed to working with unions on all of the above. But were unwilling to discuss pay. We await the date of another meeting.
Unions are continuing to ballot our members and prepare for action.
Joint Union Statement: 15 November 2022
Act on pay and help the NHS, staff and patients, say health unions
Unions representing more than a million staff working across the NHS have today (Tuesday) met with health secretary Steve Barclay to discuss the growing workforce crisis.
At the Westminster meeting this morning, the unions made clear that without urgent government action on wages, experienced health workers would continue to quit their jobs, and the NHS struggle to attract new staff in sufficient numbers.
Unions told the secretary of state that patient waits for treatment would carry on worsening, unless something was done about the dangerously low staffing levels affecting every part of the NHS.
Decent wages are key to stopping employees leaving and to turning the NHS into an attractive employer for potential recruits, the unions urged.
The unions also warned that threats to cap wages next year would do nothing to fill the 132,000 vacancies across the NHS in England alone and would make a desperate staffing situation significantly worse.
Ministers must act now, invest in staff and services with an inflation-proofed wage rise, or be responsible for disputes across the NHS this winter that no one wants to see, urged the unions.
Health unions await a date for the next meeting with the health secretary.
Commenting on today's meeting, UNISON head of health and chair of the NHS unions Sara Gorton said: "There can be no solution to the damaging workforce crisis unless the government improves NHS pay. Without the staff to provide essential care, patients face excessive and lengthening waits to be seen.
“Ministers must give the NHS urgent help and provide the cash for another wage rise. The alternative is multiple disputes in what could be the worst winter on record for the NHS. No one wants that. The government must try harder for all our sakes.”
Chartered Society of Physiotherapy assistant director and secretary of the NHS group ofunions Elaine Sparkes said: “This is the first time that physiotherapy staff have been balloted over pay. This demonstrates how fearful they are about their ability to continue delivering high quality patient care if the government does not take urgent steps to address the workforce crisis.
"Those steps must start with improving pay and putting an urgent retention package in place because we cannot afford to lose more staff if the NHS is to meet its enormous challenges.”
Unite national officer for health Colenzo Jarrett-Thorpe said: “The government must put forward a better pay deal and one that is not funded from already mercilessly squeezed budgets.
“The truth is that NHS workers can’t carry on like this. Waiting lists are lengthening and healthcare staff are leaving in alarming numbers. Unite is determined to win a better deal for our members.”
GMB national secretary Rachel Harrison said: “If the health secretary wants to stop an unprecedented winter of NHS strikes, he knows what to do.
“It’s not rocket science. Give NHS workers a proper pay rise, that means they don’t have to use food banks or quit the service in droves.
“By not paying staff properly, ministers are leaving the NHS unable to recruit and retain enough workers, putting patient safety at risk every day. Mr Barclay must listen to the concerns of health workers.”
Royal College of Midwives director for employment relations Alice Sorby said: “Our members do not take Industrial action lightly. Without urgent action to prevent the exodus of midwives, the staffing crisis in maternity services won’t be solved. There are almost 800 fewer midwives working in England’s NHS than at the last general election.
“Decent pay is absolutely key to retaining staff. We remain ready and willing to talk to the government about ways to retain staff through an urgent retention package. A proper pay award has to be central to this.”
RCN director of employment relations and legal services Jo Galbraith-Marten said: “We will only make progress through detailed discussions that seriously consider the concerns of nursing staff.
“Until the government recognises the need to pay nursing fairly, meetings will be ineffective. No nurse ever wants to strike, but we have been forced into this situation because low pay and workforce shortages are pushing nursing staff out of the profession and making care increasingly unsafe.
“Ministers can stop strike action by nursing staff at any point. Our door is always open.”
NHS PAY 2022 – UPDATE
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England, Wales and Northern Ireland
BALLOT – COMING SOON!!
OPENS: 30th August; CLOSES: 27th September
Following the Government’s announcement on what they think NHS workers are worth - £1,400, or 4% for those at top of Band 6 and all of Band 7 – GMB will shortly be balloting all members.
The pay award fails to deliver on GMBs asks of the NHS Pay Review Body.
It DOESN’T deliver a significant increase that busts inflation.
It DOESN’T provide a down payment and plan towards restoring a decade of lost earnings.
It DOESN’T address issues specific to our ambulance service members regarding Section 2 Agenda for Change and retirement age.
It DOESN’T put measures in place to stop NHS pay falling before the National Living Wage again.
It DOESN’T provide a retention package to address job banding, fair pay for additional hours, limits to excessive working hours, encouragement of the use of recruitment and retention premiums or support career progression.
It is in fact – just another pay cut. GMB believes you’re worth more. But do you?
This is your chance to Have Your Say on Your Pay. Don’t miss it. Your vote is crucial.
All GMB members will be given a vote. Regions are conducting ballots in various ways, dependent on where we have GMB Representatives to assist in the ballot process and access to workplaces. You should shortly hear about how you will be able to vote.
This pay award will be paid to you, regardless of whether union members want to accept the offer or not. This is not a pay negotiation, it is an imposition of what the Government think you are worth. If you want to challenge this and continue the fight for pay justice, you need to vote against the pay award and for industrial action. If a majority of GMB members vote for industrial action in this consultative ballot, we will look to move to a formal postal ballot for industrial action as required by law. YOU MUST VOTE IN BOTH BALLOTS. If we secure mandates for industrial action, we will endeavour to align that action with other health unions who also secure action mandates.
What can you do to support the NHS Pay Campaign?
Share this update with colleagues.
Make sure your GMB membership details are up to date so we can ensure you receive pay updates and ballot papers. You can do this by contacting your local GMB Representative or Office.
Speak to your colleagues about this year’s pay campaign. Every NHS worker should be engaged in the fight for pay justice and against any further real terms pay cuts. But only GMB members can vote with us. If your colleagues are not in a union, ask them to join today at JOIN
Get more involved in the pay campaign in your local area. Volunteer to help get the vote out in your workplace. Or become a workplace activist or representative. Contact your local GMB representative or Office for more details. Or email NHS@gmb.org.uk
Keep up to date with campaign messages by following us on:
Facebook – GMB Union NHS Workers
Twitter - @GMBNHS
HCPC – Consultation on Fee Increases
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Deadline for Submissions: Thursday 15th December 2022
HCPC have announced their intention to increase registration fees by £19.62 per year, to £117.74 per year (from £98.12), with effect from 2023. This is subject to legislative approval.
The 50% discount for graduates for the first two years will remain.
Tax relief can also be claimed on the fees, which for the standard tax rate payer is £23 per year. Details at: Claiming back tax | (hcpc-uk.org)
Fees can be paid in four instalments over the two-year registration period.
Money has been spent on modernising systems, improving as a Regulator to meet PSA standards. Cost savings have been made by adopting hybrid working systems, sales of buildings and a pay freeze for senior staff in the organisation. HCPC costs are paid for completely by registrants – there is no government or NHS funding.
To see what the impact of the increase will be on all fees, read the document here.
To what extent do you agree or disagree that the rationale for our proposed fee increase is clear?
Given the rationale set out, to what extent do you support the fee increase proposals?
To what extent do you agree or disagree that we should retain the 50% UK graduate discount for the first two years of registration?
In the consultation we set out two areas we would like to explore to mitigate the impact of the proposed fee rise. Please let us know the extent to which you support these. Please also tell us about any other mitigations you think we should explore. The mitigations are:
a: Increasing our promotion of tax relief
b: Increasing the spread of direct debits payments
In the consultation we set out how the proposed fee rise will enable us to improve our core regulatory activities, including customer service and fitness to practise, developing our data analytics and improving our efficiency through legislative reform. We also set out additional areas that we would like to prioritise, based on stakeholder feedback. Please let us know the extent to which you agree with these.
Please also tell us about any other areas you think we should prioritise. The additional areas are:
a. Working with employers to secure better protected CPD time
b. Improving communications and engagement with registrants and stakeholders
c. Developing further a compassionate approach to regulation
In addition to those equality impacts set out in the consultation document, do you think there are any other positive or negative impacts on individuals or groups who share any of the protected characteristics?
Protected characteristics are: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation.
Do you have any suggestions about how any negative equality impacts you have identified could be mitigated?
Do you have any further comments to make about the proposals and information in the consultation?
NHS PAY 2022 – UPDATE England, Wales and Northern Ireland
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NHS Pay Award 2022/23
Government have finally made their announcement regarding what this year’s pay award will be. They have accepted the NHS Pay Review Body (PRB) recommendation on pay in full.
£1400 consolidated uplift in pay for all Agenda for Change Staff to their Full Time Equivalent Salary. This includes the National Living Wage adjustments made for Bands 1 & 2 from 1st April 2022.
This will be enhanced to 4% for staff at the top of Bands 6 & 7.
Backdated to 1st April 2022.
Reminder of GMBs & the joint union pay claim to the PRB
GMB
As well as the joint union claim detailed below, GMB also called on the PRB to make recommendations about returning all ambulance service workers to Annex 5 of Agenda for Change for unsocial hours and a review of their retirement age which is inconsistent with other emergency service workers. GMB also raised concerns about pay falling below the National Living Wage, difficulties in accessing flexible working, ambulance service pressures and high cost area supplements. GMB also notified the PRB that our members were losing faith in the PRB process and its effectiveness in delivering fair pay justice for them.
Joint Union
A significant increase in pay that busts inflation.
A down payment and plan towards restoring a decade of lost earnings.
A retention package that seeks to address: - Job banding - Fair pay for additional hours - Limits to excessive working hours to prevent burnout - The use of recruitment and retention premia’s - Supports career progression
It is therefore disappointing to see a PRB recommendation that is a real terms pay cut and does not address any of these additional issues.
What happens next?
This is a pay award by the Government. It is not a pay negotiation process whereby Union members can reject and expect an improved pay offer to be made. If NHS staff are not happy with the pay award - the only way to challenge the Government’s position on it is to consider industrial action.
Government will now go ahead and pay the award to NHS staff. It is expected that this will be paid in September / October.
However, the pay campaign is not over if GMB members want to continue the fight.
GMBs National NHS & Ambulance Committee are still considering the next stages in this campaign. There will shortly be a ballot of GMB members and more details will follow in the coming days that will include details of the pay award, GMB pay ballot, timeline and frequently asked questions & industrial action myth buster.
What can you do to support the NHS Pay Campaign?
Share this update with colleagues.
Make sure your GMB membership details are up to date so we can ensure you receive pay updates and ballot papers. You can do this by contacting your local GMB Representative or Office.
Speak to your colleagues about this year’s pay campaign. Every NHS worker should be engaged in the fight for pay justice and against any further real terms pay cuts. But only GMB members can vote with us. If your colleagues are not in a union, ask them to join today at JOIN
Get more involved in the pay campaign in your local area. Or become a workplace activist or representative. Contact your local GMB representative or Office for more details. Or email NHS@gmb.org.uk
Keep up to date with campaign messages by following us on:
Facebook – GMB Union NHS Workers
Twitter - @GMBNHS
REMOVAL OF COVID-19 TERMS & CONDITIONS – INCLUDING SICK PAY
Posted on:
ENGLAND
At the start of the Covid-19 Pandemic, unions negotiated with Department of Health Officials and NHS employers, a series of temporary terms and conditions for the duration of the pandemic.
Amongst these terms and conditions, included protected pay for periods of absence related to covid, and that those absences would not count towards sickness absence records.
With effect from the 7th July, all covid terms and conditions have been removed. This is a Department of Health decision, and not a negotiated position with unions and employers.
Unions and employers have worked together on guidance and FAQs which have now been published and can be accessed using the links below. Guidance has also been published by NHSEI regarding self-isolation for covid.
The arrangements for sickness related to Covid will now be:
New cases of Covid resulting in sickness from work from 7th July, will be treat in line with normal s14 AFC sickness arrangements.
Members already off with Covid before 7th July will remain on Covid sick arrangements, up to 31st August. From 1st September they will transition back to s14 sickness arrangements.
Same arrangements above will apply to bank staff - who will revert back to their normal sickness arrangements.
If a member is required to stay away from work for isolation - positive test, symptomatic, asymptomatic- and they are well enough to work, they should be paid as if at work, regardless of whether they are able to work from home or not. This will be classed as authorised absence, not sickness absence.
MANDATORY COVID VACCINATIONS: LEGISLATION TO BE REVOKED
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(England)
Government in England have now responded to their most recent consultation on mandatory vaccinations for health and social care workers. This consultation was specifically with regards revoking the legislation that had mandated Covid-19 vaccinations for adult residential social care workers in November 2021 and the legislation to extend the mandate to wider social care and health care services.
It has now been confirmed that ‘it is no longer proportionate to require vaccination as a condition of deployment through statute in health, care homes and other social care settings’.
However, despite the fact that legislation will be revoked, Government remain clear that ‘the vaccine is of the utmost importance and that everyone working in health and social care has a professional duty to be vaccinated against Covid-19.’
Therefore, Government have advised that:
The Secretary of State for Health and Social Care has written to the professional regulators operating across health to review current guidance to registrants on vaccinations, including COVID-19, and to emphasise their professional responsibilities in this area.
They are engaging with the NHS to review its policies on the hiring of new staff and the deployment of existing staff, taking into account their vaccination status.
Reviewing the Code of Practice on the prevention and control of infections with a view to strengthening the obligations providers must satisfy in meeting the required standard set out in the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014. The Department of Health and Social Care will seek views on this in a separate consultation.
GMB, whilst being supportive of the vaccination programme, does not support the mandating of vaccines for workers and welcomes the revoking of this legislation. However, it is clear that employers may now still be looking into incorporating vaccine policies into their employment contracts.
GMB will continue to support our members who are affected by this.
Why are NHS workers still waiting for a Pay Increase?
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As the cost of living continues to rise, NHS workers are still waiting for this year’s pay increase which was due on 1st April 2022. Why?
Government did not listen (or care) when GMB and other unions warned them that another delay to the pay increase would be extremely damaging to staff morale.
Government were late in submitting their own evidence into the Pay Review Body (PRB) - a deadline they set themselves.
The PRB have still not issued their report of recommendations on pay to the Government, despite this having been due mid-May.
So, when will NHS workers know what the pay increase will be?
The PRB need to issue their report of recommendations to Government. This is expected imminently. Unions will request to see the report, but it may not actually be published until Government make their own announcement.
Government will review that report and make their decision on what they think NHS workers deserve this year.
The last date for Government to do this before Parliament breaks for summer is 20th July 2022.
Once the announcement on pay is made, GMB will consult our members as to their opinions of that pay award. Is it good enough, or not?
Reminder of the joint union pay claim:
A significant increase in pay that busts inflation.
A down payment and plan towards restoring a decade of lost earnings.
A retention package that seeks to address:
Job banding
Fair pay for additional hours
Limits to excessive working hours to prevent burnout
The use of recruitment and retention premia’s
Supports career progression
GMB also asked the PRB to make recommendations about returning all ambulance service workers to Annex 5 of Agenda for Change for unsocial hours and a review of their retirement age which is inconsistent with other emergency service workers.
GMB also notified the PRB that our members were losing faith in the PRB process and its effectiveness in delivering fair pay justice for them.
What can you do to support the NHS Pay Campaign?
Share this update with colleagues.
Make sure your GMB membership details are up to date so we can ensure you receive pay updates and ballot papers. You can do this by contacting your local GMB Representative or Office.
Speak to your colleagues about this year’s pay campaign. Every NHS worker should be engaged in the fight for pay justice and against any further real terms pay cuts. But only GMB members can vote with us. If your colleagues are not in a union, ask them to join today at Join
Get more involved in the pay campaign in your local area. Or become a workplace activist or representative. Contact your local GMB representative or Office for more details. Or email NHS@gmb.org.uk
Keep up to date with campaign messages by following us on:
GOVERNMENT SUBMIT EVIDENCE INTO THE NHS PAY REVIEW BODY (PRB)
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ONE MONTH LATE WITH A BELOW INFLATION RECOMMENDATION
Government have finally made their submission into this year’s NHS Pay Review Body (PRB), a month later than their own set deadline of 24th January 2022.
Their evidence in to the PRB talks about balancing patient and service needs with that of staff pay and how there needs to be stark trade offs between NHS pay and other spending.
They have urged the PRB to make a recommendation on pay that considers affordability and warns that pay increases above this will impact on other commitments.
Government in their submission state that they are assuming a headline figure of 2%, with a possible additional 1% which would be paid for out of ‘contingency’ funds. Therefore, they are advising the PRB that there should be no more than a maximum of a 3% increase.
Inflation currently stands at 7.8%.
National insurance contributions are set to increase in April by 1.25%.
NHS pension contributions are set to increase in October 2022 and again in April 2023.
The PRB are due to report back to Government in May 2022 with their recommendation on pay. In April 2022, the lowest paid in the NHS will fall below the Living Wage.
GMB will be giving further evidence to the PRB in March and will be calling on them to do the right thing and make a recommendation on pay for NHS workers that truly recognises their value, busts inflation, starts to restore a decade of real terms losses and demonstrates a true commitment to retaining the current workforce as well as trying to attract new staff.
You can read GMBs press statement on this issue at:
Want more information on being a GMB rep in your workplace? Email NHS@GMB.org.uk
Noticeboard Bulletin - 01-02-2022
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England
After months of campaigning by GMB and other health unions and organisations, yesterday (31st January 2022) the Government in England announced that they would no longer be pursuing their policy mandating the health and social care workforce to have the Covid-19 vaccine.
GMBs position on mandatory vaccines has been consistent throughout – whilst we support the vaccine programme, we oppose legally enforced medical procedures as a condition of employment – it is heavy handed and will deepen the staffing crisis in health and social care.
Unfortunately, this Government U-Turn has come too late in the day for thousands of workers in our care homes who were subjected to this legislative change in November 2021. Many care workers chose to leave employment rather than face dismissal and we have already seen the same happening across the health service.
The Government have announced that they will now launch a consultation to consider whether they should revoke this legislation. More details will follow as it becomes available and we understand how this will impact on workers across health and social care.
Any worker who was set to face dismissal on 1st April 2022 as a result of not being vaccinated, should no longer be facing formal procedures at work whilst this consultation takes place. NHS Trusts have been contacted and advised not to serve any notices of termination.
The deadline for submitting evidence into this years NHS Pay Review Body (PRB) Process was yesterday, Monday 24th January 2022. GMB’s evidence for England has been submitted and so has the Joint Union evidence.
Once again however, the Government have failed to meet their own deadline and not yet made their submission. GMB has been advised that both the Department of Health and Social Care (DHSC) and NHS England & Improvement (NHSEI) will be late in submitting their evidence.
The PRB process is already delayed, with a report of recommendations on NHS Pay not expected to be with Government until May 2022. The fact that Government are risking delaying this process even further by not submitting their evidence on time is an absolute insult to NHS workers across the country. Expected increases in national insurance, costs of living and pension contributions will say NHS workers taking a further cut in their take home pay. Even more so for the lowest paid who will fall below the National Living Wage in April. It also raises serious concerns for GMB about whether the PRB is still fit for purpose and the most appropriate route for determining pay for NHS workers.
If Government are serious about addressing the staffing crisis in the NHS, this year’s pay is crucial, not just in terms of attracting new staff into the NHS, but most importantly to retain the experienced staff that are exhausted and burnt out. A speedy resolution to pay and terms is essential and GMB remains willing to talk to Government regarding negotiating a settlement outside of the PRB process.
GMB and other unions will not be publishing our evidence until the Government have submitted theirs. As soon as they have done this, GMBs evidence will be uploaded to the GMB website for members to access. You will also be able to request a copy from your local GMB Representative or by emailing NHS@gmb.org.uk
Once all evidence has been received, the PRB will consider all submissions and GMB has been invited to give further supplementary evidence at an oral evidence session in March.
GMB NHS PAY 2022 MEMBER CONSULTATION
Thank you to all GMB members who completed the recent pay consultation survey. The data received was used to formulate GMBs PRB submission. A few key findings are:
75% of respondents regularly work additional hours above their contracted hours. An increase since the last GMB survey in December 2020.
13% of respondents work unpaid overtime.
17% of respondents work in Trusts that have started charging staff for car parking after initially not doing so during Covid-19; and 7.5% of respondents work for Trusts that charge for staff car parking.
58% of respondents feel there is not adequate support or opportunities for them to progress their career in the NHS.
30% of respondents do not receive support or pay protection if they have to take time off for dependents.
71% of respondents have considered leaving the NHS in the last six months with the most common reasons being pay, stress and mental health, workloads and Covid-19 pressures and fears. An increase on last year.
46% of respondents do not believe that the PRB is the most appropriate way to determine pay for NHS workers.
The campaign for NHS Pay 2022 has started and every day is crucial in ensuring NHS workers are engaged and getting organised for the months ahead. All GMB members have a role to play in this campaign - by speaking to colleagues and the general public, signing petitions, sharing campaign messages in workplaces and on social media platforms, asking your MP to support a significant pay increase for NHS workers.
Speak to your local GMB Representative about how you can promote NHS Pay Campaigns in your workplace
Recruit a colleague into the GMB
Make sure your GMB membership details are up to date. You can do this by contacting your local GMB Representative or online using the GMB website at MyGMB
Keep up to date with campaign messages by following us on Facebook and Twitter
Unsure about what the role of a GMB NHS Representative involves? For more information, email your contact details to NHS@gmb.org.uk
Date: 18/01/2021
As of 11th November 2021, it became a legal requirement that anyone working in an adult residential social care home has to be vaccinated with two doses of the Covid-19 vaccination, unless medically exempt, if they want to continue working in care homes. This legal requirement also extends to those entering the care home for other work-related matters (except for emergencies).
Further legislation has now passed through Parliament which extends this requirement to all those working in patient facing roles in healthcare and wider social care. This covers all those performing CQC regulated activities. GMB opposed these proposals again in the most recent consultation.
GMB Position on Mandatory Vaccinations for Workers
GMB is opposed to forced vaccinations of any worker and made this clear in both evidence submissions we made into the Government consultations on this issue. Both submissions were written following member surveys. You can access the full submissions at:
Making vaccination a condition of deployment in older adult care homes, May 2021.
GMB Union response to Department for Health & Social Care Consultation on making vaccination a condition of deployment in the health and wider social care sector. October 2021.
The requirement for health and social care workers who are patient facing to be double Covid-19 vaccinated is now law and will become effective on 1st April 2022. This does not currently include the Booster vaccine. GMB will continue to provide support to our members who are affected by this, ensuring process are followed, individuals are treat fairly and all redeployment options are considered.
Individuals who are not yet vaccinated, but intend to be, will need to be in receipt of their first dose of the vaccine no later than 3rd February 2022, to enable a second dose to be administered no later than 31st March 2022.
Employers have already started work to collate the vaccination status data of all employees and initial conversations have started with those who are yet to be vaccinated. The purpose of the conversations are to understand any reasons why individuals have not been vaccinated and offer support to access vaccines where possible.
There will however be individuals who will not agree to be vaccinated, either due to medical reasons or personal choice. These people should be supported to discuss and consider redeployment options. Trade union representatives are able to provide representation in formal meetings.
Workers employed by providers of CQC regulated activities in health and social care who have ‘direct, face-to-face contact with service users’.
These include front line workers, as well as non-clinical workers not directly involved in patient care but who nevertheless may have direct, face to face contact with patients, such as receptionists, ward clerks, porters and cleaners.
This will also apply to agency workers, volunteers or trainees and those contracted to work for other providers.
This will apply in public and privately funded settings, including hospitals, GP practices and where care is delivered in a person’s home.
This will come into effect on 1st April 2022.
This does not apply to the Covid-19 Booster.
There are some exemptions:
Under 18’s.
Those who are clinically exempt from Covid-19 vaccinations.
Those taking part in Covid-19 clinical trials.
Those who do not have direct, face-to-face contact with a service user e.g. those providing care remotely (triage, telephone consultations); managerial staff working in sites away from patient areas.
Those providing care as part of a Shared Lives Agreement.
GMB Representation
GMB will continue to represent our members concerns at a national level as further guidance develops and at a local level in providing representation and support.
GMB advice to members is:
Where possible, take up the opportunity to receive the Covid Vaccinations.
Your employer may start consulting with you to seek clarification as to whether you have been vaccinated and where not, try to understand your reasons for refusal. Consideration for re-deployment options should also be given.
You should ensure you are represented at any formal meetings by your local GMB Representative. We can only represent GMB members.
If there are no redeployment options for you, your employer may have to terminate your employment on 1st April 2022 if you are not double vaccinated or medically exempt.
If you are not vaccinated and do not intend to be vaccinated because you have a particular health or belief reason for not wanting to be vaccinated, then please do not just resign, contact your GMB officer to discuss the next steps.
This legislation does not apply to those staff that are employed in Wales, Northern Ireland & Scotland.
Interested in being a GMB contact or Rep in your workplace?
Thank you to all GMB members who voted in the recent Industrial Action Ballot. Every vote really does matter.
RESULT OUTCOME
GMB served ballot notices to 218 NHS employers and ambulance services. It is therefore going to take some time to collate all the results and determine next steps. GMB members will be notified of the results from their workplace in the next couple of days.
Your Region will now be taking time to analyse all the results with their local NHS Representatives and discuss what next steps look like. Your National NHS and Ambulance Committees will meet in the New Year to discuss taking this campaign forward.
NEXT PAY ROUND
Despite GMB still being in dispute with NHS employers and Government on pay for 2021, the 2022 Pay Review Body process has now started. Unions must submit their evidence by 24th January 2022, so GMB is having to start preparations for next year's pay.
We want to hear from all our members on what the main terms and conditions matters are to you – so that we can accurately represent your views in the next pay round.
GMB has also become increasingly concerned about the PRB (Pay Review Body) and its ability to act independently and fairly in awarding pay justice to our members. We therefore want you to tell us about your views on the PRB in the survey.
You can complete the survey at:
gmb.org.uk/nhspay22
The survey closes on Friday 14th January 2022. Please complete it and encourage your colleagues to do the same.
GMB wishes you and your families a safe and peaceful festive period.
As of 11th November 2021, it became a legal requirement that anyone working in an adult residential social care home has to be vaccinated with both doses of the Covid-19 vaccination, unless medically exempt, if they want to continue working in care homes. This legal requirement also extends to those entering the care home for other work-related matters (except for emergencies). GMB opposed the Government proposals regarding this but the Conservative Government majority in Parliament made it law.
Further legislation is now passing through Parliament which the Government have laid. If this passes, it will become law that all those working in patient facing roles in healthcare and wider social care will also have to be double Covid-19 vaccinated. This covers all those performing CQC regulated activities. GMB opposed these proposals again in the most recent consultation.
GMB Position on Mandatory Vaccinations for Workers
GMB is opposed to forced vaccinations of any worker and made this clear in both evidence submissions we made into the Government consultations on this issue. Both submissions were written following member surveys. You can access the full submissions at:
Making vaccination a condition of deployment in older adult care homes, May 2021.
GMB Union response to Department for Health & Social Care Consultation on making vaccination a condition of deployment in the health and wider social care sector. October 2021.
The proposed legislation laid down by the Conservative Government continues to work through Parliament.
The House of Lords recently criticised the lack of evidence presented by Government as to whether the benefits of vaccinating the remaining 8% of NHS workers were proportionate and how the NHS would cope with losing the 5.4% who do not want to be vaccinated. They felt unable to scrutinise the legislation sufficiently.
However, despite this, it is expected that the legislation will still pass-through Parliament and become law, effective 1st April 2022. If this timeline is adhered to it means that affected individuals will need to be in receipt of their first dose of the vaccine, no later than 3rd February 2022, to enable to second dose to be administered no later than 31st March 2022.
Employers have already started work to collate the vaccination status data of all employees and initial informal conversations will start with those who are yet to be vaccinated. The purpose of the conversations are to understand any reasons why individuals have not been vaccinated and offer support to access vaccines where possible.
There will however be individuals who will agree to be vaccinated, either due to medical reasons or personal choice. These people should be supported to discuss and consider redeployment options. Trade union representatives are able to provide representation in formal meetings.
We are still waiting for more clarity on key areas, such as the actual definition of ‘patient facing roles’. We expect more information to be published in the coming weeks and months. Below is a summary of what we know so far:
Providers of CQC regulated activities in health and social care will have to ensure certain categories of workers are in receipt of both doses of the Covid-19 Vaccination.
Affected workers will be those who have ‘direct, face-to-face contact with service users’.
These include front line workers, as well as non-clinical workers not directly involved in patient care but who nevertheless may have direct, face to face contact with patients, such as receptionists, ward clerks, porters and cleaners.
This will also apply to agency workers, volunteers or trainees and those contracted to work for other providers.
This will apply in public and privately funded settings, including hospitals, GP practices and where care is delivered in a person’s home.
Due to winter pressures and to allow legislation to pass through the parliamentary process, this will come into effect on 1st April 2022.
This does not apply to the Covid-19 Booster.
There are some exemptions:
Under 18’s.
Those who are clinically exempt from Covid-19 vaccinations.
Those taking part in Covid-19 clinical trials.
Those who do not have direct, face-to-face contact with a service user e.g. those providing care remotely (triage, telephone consultations); managerial staff working in sites away from patient areas.
Those providing care as part of a Shared Lives Agreement.
Are Other Vaccinations Included?
The Government did listen to our concerns regarding mandating the flu vaccine and have decided not to push ahead with that part of the proposal. Therefore, workers in health and social care in England will not be legally required to have the flu vaccine as a part of their employment, this is still encouraged though. This will be reviewed again after this winter and ahead of next winter.
GMB Representation
GMB will continue to represent our members concerns at a national level as further guidance develops and the legislation passes through Parliament. We will continue to seek legal advice on behalf of our members as appropriate.
In the meantime, our advice to members is:
Where possible, take up the opportunity to receive the Covid Vaccinations.
Your employer may start consulting with you to seek clarification as to whether you have been vaccinated and where not, try to understand your reasons for refusal. Consideration for re-deployment options should also be given.
You should ensure you are represented at any formal meetings by your local GMB Representative. We can only represent GMB members.
If these proposals pass through Parliament and become law and there are no redeployment options, your employer may have to terminate your employment on 1st April 2022 if you are not double vaccinated or medically exempt.
If you are not vaccinated and do not intend to be vaccinated because you have a particular health or belief reason for not wanting to be vaccinated, then please do not just resign, contact your GMB officer to discuss the next steps.
This legislation does not apply to those staff that are employed in Wales, Northern Ireland & Scotland.
Interested in being a GMB contact or Rep in your workplace?
Facebook: GMB Union NHS Workers / Twitter: @GMBNHS
MANDATORY COVID-19 VACCINATIONS NHS & AMBULANCE - ENGLAND ONLY
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As of 11th November 2021, it is a legal requirement that anyone working in an adult residential social care home has to have been vaccinated with both doses of the Covid-19 vaccination, unless medically exempt. GMB opposed the Government proposals regarding this, but it will now become law. We continue to support and represent GMB members affected by this.
The Government have also recently proposed to extend this legal requirement to healthcare settings and the wider social care sector and to also mandate the flu vaccination. GMB opposed these proposals again in the most recent consultation.
GMB is opposed to forced vaccinations of any worker and made this clear in both of the evidence submissions we made into the Government consultations on this issue. Both submissions were written following member surveys. You can access the full submissions at:
Making vaccination a condition of deployment in older adult care homes, May 2021.
GMB Union response to Department for Health & Social Care Consultation on making vaccination a condition of deployment in the health and wider social care sector. October 2021.
On the 9th November 2021, the Government published their report of the consultation responses. There were 34,900 responses, 65% were against mandatory vaccinations for health and social care workers. Despite this, they have announced their intentions to extend the legal requirement for more workers across the health and social care sectors to be in receipt of both doses of the Covid-19 vaccination.
More details will emerge in the coming weeks, but below is a summary of what we know so far:
Providers of CQC regulated activities in health and social care will have to ensure certain categories of workers are in receipt of both doses of the Covid-19 Vaccination.
Affected workers will be those who have ‘direct, face-to-face contact with service users’.
These include front line workers, as well as non-clinical workers not directly involved in patient care but who nevertheless may have direct, face to face contact with patients, such as receptionists, ward clerks, porters and cleaners.
This will also apply to agency workers, volunteers or trainees and those contracted to work for other providers.
This will apply in public and privately funded settings, including hospitals, GP practices and where care is delivered in a person’s home.
Due to winter pressures and to allow legislation to pass through the parliamentary process, this will come into effect on 1st April 2022.
There are some exemptions:
Under 18’s.
Those who are clinically exempt from Covid-19 vaccinations.
Those taking part in Covid-19 clinical trials.
Those who do not have direct, face-to-face contact with a service user e.g. those providing care remotely (triage, telephone consultations); managerial staff working in sites away from patient areas.
Those providing care as part of a Shared Lives Agreement.
The Government did listen to our concerns regarding mandating the flu vaccine and have decided not to push ahead with that part of the proposal. Therefore, workers in health and social care in England will not be legally required to have the flu vaccine as a part of their employment, this is still encouraged though. This will be reviewed again after this winter and ahead of next winter.
GMB will continue to represent our members concerns at a national level as the guidance is drafted and the legislation passes through Parliament. We will continue to seek legal advice.
In the meantime, our advice to members is:
Where possible, take up the opportunity to receive the Covid Vaccination.
Your employer may start consulting with you to seek clarification into whether you have been vaccinated and where not, try to understand your reasons for refusal. Consideration for re-deployment options should also be given.
You should ensure you represented at any formal meetings by your local GMB Representative. We can only represent GMB members.
If these proposals pass through Parliament and become law and there are no redeployment options, your employer may have to terminate your employment on 1st April 2022 if you are not double vaccinated or medically exempt.
If you are not vaccinated and do not intend to be vaccinated because you have a particular health or belief reason for not wanting to be vaccinated, then please do not just resign, contact your GMB officer to discuss the next steps.
This legislation does not apply to those staff that are employed in Wales, Northern Ireland & Scotland.
Interested in being a GMB contact or Rep in your workplace?
Facebook: GMB Union NHS Workers / Twitter: @GMBNHS
MANDATORY VACCINATION FOR FRONTLINE HEALTH & SOCIAL CARE WORKERS
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The Government in England made it law that all workers in adult residential care homes had to be Covid-19 vaccinated as a requirement of their employment. This will become law in England with effect from 11th November. GMB is opposed to mandatory vaccination of any worker and we stated this in our submission into the Government consultation on the issue.
Government in England have now launched a further consultation which seeks to:
Extend the requirement for mandatory Covid-19 vaccinations to wider social care settings, including domiciliary care.
Extend to health care settings.
Make the flu vaccine mandatory for workers in health and social care settings.
GMB will be making a submission into this consultation to ensure the voices of our health and social care members are heard. We want to understand all the views of our members on this latest consultation. In order to do this, we have created this survey.
This proposal is one being made by the Government in England only. However, GMB has chosen to include our members outside of England in this survey so that they too can have their voices heard – so members in Wales, Scotland and Northern Ireland are also encouraged to complete the survey.
Your answers will help us to understand the views of all of our members and ensure that all viewpoints are represented where possible.
This survey is totally confidential. Your manager will not know if you have completed it. We will use the results in our submission into this Government Consultation.
The more people that complete the survey, the stronger our evidence will become. So please do consider sharing this survey with other members and colleagues working in social care. It should take only a few minutes of your time to complete.
Chief Nursing Officer, Ruth May, as written to NHS Trusts with the follow advice:
The UKHSA guidance consists of three short thematic guidance documents focused on changes to the requirements for physical distancing, pre-elective procedure patient testing and enhanced cleaning.
These changes focus primarily on low-risk areas, and so it is understood that the impact of enhanced IPC will still be significant in a number of providers and pathways.
In terms of physical distancing, UKHSA has recommended that this be reduced from the current 2m to pre-pandemic levels for patients in low-risk pathways, subject to a series of conditions which should be met where possible.
UKHSA has also proposed some additional flexibility to the current NICE pre-elective patient testing protocols for specific patient groups, ie an on-the-day LFD test.
UKHSA has also recommended that enhanced cleaning procedures are no longer required in low risk areas.
The current UK IPC guidance published by Public Health England is in the process of being revised to ensure that it is appropriate for the management of COVID through the coming winter. This revised guidance is due to be published ahead of winter and will incorporate the UKHSA recommendations.
In advance of publication of the revised UK IPC Guidance we have been advised that, where it would improve capacity or efficiency, providers should implement the UKHSA recommendations, unless a local risk assessment precludes their safe implementation.
KEEPING SAFE AT WORK
GMB’s priority remains in keeping our members safe at work which is why throughout the Pandemic we have been regularly updating our Coronavirus Hub with all the information you need to keep yourself safe.
GMB members working across all occupations in the NHS and Ambulance Services have overwhelmingly rejected the Government’s 3% Pay Award.
As a Union, we are now moving towards formal industrial action ballots and GMB Regions are working at pace to identify key targets and timelines in the next phase of this campaign.
Regular updates will be available throughout this process, so it is essential that we have your correct contact details, employment details and you have given us permission to contact you by phone, text, email and post. You can update your details at gmb.org.uk/mygmb
We understand that the 3% has now been imposed and is arriving in people’s pay packets. This does not mean that our campaign for Pay Justice is over. In fact, it has only confirmed what we have said – that 3% was another real terms pay cut and the reality for the majority of NHS workers. The pay increase, plus back pay and pension arrears, has actually resulted in many workers seeing a reduction in their monthly take home pay.
A Paramedic at the top of Band 6 Paramedic facing a £60 per month reduction, or £726 per year less than before the 3% pay award.
In addition to this, inflation is at 4.8%. Also, national insurance contributions are due to increase which means the average NHS worker will pay more than £500 extra per year.
You can see how much money you have lost over the last decade in real terms using our Pay Loss Calculator.
GMB Union is still fighting for 15%, or £2 per hour (whichever is the greatest) and will continue to lobby government on this issue. We have written to the Secretary of State, urging him to meet with GMB and enter into meaningful discussions as to how he intends to truly recognise and reward NHS and Ambulance Service workers for their work.
HEALTH & SOCIAL CARE COVID-19 & FLU VACCINATION SURVEY
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The Government in England made it law that all workers in adult residential care homes had to be Covid-19 vaccinated as a requirement of their employment. This will become law in England with effect from 11th November. GMB is opposed to mandatory vaccination of any worker and we stated this in our submission into the Government consultation on the issue.
Government in England have now launched a further consultation which seeks to:
Extend the requirement for mandatory Covid-19 vaccinations to wider social care settings, including domiciliary care.
Extend to health care settings.
Make the flu vaccine mandatory for workers in health and social care settings.
GMB will be making a submission into this consultation to ensure the voices of our health and social care members are heard. We want to understand all the views of our members on this latest consultation. In order to do this, we have created this survey.
This proposal is one being made by the Government in England only. However, GMB has chosen to include our members outside of England in this survey so that they too can have their voices heard – so members in Wales, Scotland and Northern Ireland are also encouraged to complete the survey.
Your answers will help us to understand the views of all of our members and ensure that all viewpoints are represented where possible.
This survey is totally confidential. Your manager will not know if you have completed it. We will use the results in our submission into this Government Consultation.
The more people that complete the survey, the stronger our evidence will become. So please do consider sharing this survey with other members and colleagues working in social care. It should take only a few minutes of your time to complete.
Health Secretary must meet with GMB Union members after more than 9 in 10 oppose pay ‘insult’
Posted on:
More than 9 out of 10 GMB members in the NHS have rejected the Government’s pay ‘insult’. GMB will now move to a strike ballot after 93% of members opposed the settlement and urges Health Secretary Sajid Javid to meet with NHS members to avoid industrial action.
Rachel Harrison, GMB National Officer, said:
GMB members across the NHS have overwhelmingly rejected the offer. We now have no alternative as a union but to trigger industrial action ballots.
The result is no surprise – a 3% pay increase is an insult after ten years of pay cuts under the Conservatives. With inflation at 4.8%, this settlement amounts to yet another real terms pay cut. On top of that, GMB analysis shows the average NHS worker will pay more than £500 extra a year in increased National Insurance contributions.
Our members are already working above and beyond their contracts and the NHS can’t continue to survive on this goodwill any longer. We are seeking urgent talks with the Health Secretary. He must meet NHS workers and discuss how to recognise and reward the true value of what they are doing.
Our health workers deserve a restorative 15% pay increase, not yet more salt in their wounds.”
TIME IS RUNNING OUT TO HAVE YOUR SAY ON YOUR PAY!!
Posted on:
GMB’S ballot closes on Friday 17th September 2021.
Have you had your say on your pay yet?
You may have heard that the 3% pay award from Government will be in your pay packets this month. This is because the Government chose to use the NHS Pay Review Body Process rather than negotiate with recognised health unions. However, your VOTE is still Crucial! We need to send a clear message to Government that you do not agree that 3% is a fair pay offer – we can only do this by showing them that GMB members have voted in huge numbers to say you do not accept it. Once we have that mandate from you, our members, to say no to the 3%, we can approach the Government for more.
GMB still believes that only a restorative increase of 15% would be sufficient to reward NHS workers and assist in the crucial task of retaining staff after the pandemic. Your GMB National NHS Advisory Group and National Ambulance Committee are recommending you Vote to REJECT in the upcoming members ballot. 3% falls far short of what you deserve. Your voice matters. This is your chance to Have Your Say on Your Pay. This is for you to say accept or reject to the 3%.
GMB are balloting members in a variety of ways across the regions – workplace, text, email and post. If you haven’t heard anything yet regarding how you will be able to vote, you can email the ballot contact in your region to ask for a ballot paper:
The NHS Staff Council Guidance on Quarantine has been revised by a joint working group of the NHS Staff Council Executive. This includes details on the conditions for re-entering England and leave and pay considerations for those who are required to quarantine.
MANDATORY VACCINATION FOR PEOPLE WORKING IN CARE HOMES
New Government Regulations come into force on the 11th November 2021 which require care home staff to refuse entry to anybody who cannot provide evidence that they have had two doses of one of the Medicines and Healthcare Products Regulatory Authority (MHRA) approved Covid-19 vaccines (unless medically exempt, or in cases of emergency).
All providers delivering NHS funded services into a care home have been advised that they will need to:
Be aware of this new Government Regulation and associated guidance.
Have actively supported staff to have their first Covid-19 vaccine by 16th September 2021 (this is the latest date to have the first dose of the vaccine and be able to have the second dose before the legislation becomes effective on the 11th November).
Carry out proactive workforce planning to ensure:
Only staff who are vaccinated, or medically exempt, are ever deployed to enter a care home from 11th November 2021.
Service provision is not disrupted once the Regulations come into force.
Ensure that relevant staff are able to demonstrate to care home staff, via the NHS Covid Pass service (or other means), that they have either been fully vaccinated or are exempt from the requirement.
Please note, that GMB is opposed to mandatory vaccination of workers and we made this clear in our submission into the Government’s consultation on this issue affecting our social care members. Unfortunately, they pushed ahead with the legislation and this requirement for the adult social care workforce, and anyone entering care homes (excluding family and friends and those who are medically exempt) becomes law on 11th November 2021. Without a challenge to that law we will not be able to change the rules on this.
However, although this will soon be a requirement for those working in adult social care homes, this is not a requirement of being employed in the NHS. Therefore, if any healthcare worker is not covid vaccinated, alternative duties or roles will need to be considered on an individual basis with the employer. We are aware that some employers in the NHS and PTS have made threats regarding dismissal. Members should be advised not to resign and regions will consider any future dismissals as a result of this as potentially unfair and seek legal advice.
Please also note, we are expecting Government to launch a consultation imminently on extending the requirement of mandatory vaccination across the whole of the health service. GMB will of course be making a submission into the consultation.
AEROSOL GENERATING PROCEDURES ALLIANCE – CHANGE OF NAME
GMB is part of the AGP Alliance, along with many other unions and healthcare organisation. The man purpose of the group was to lobby Government and PHE to influence change and try to secure increased PPE protection for our members working across the healthcare sector.
As we have learned more about Covid-19, the remit of the group has evolved. The decision has now been made to change the name of the group to reflect this. Please see below message from the Alliance.
“Dear Alliance colleagues,
Our Alliance was born during different times last year when the exclusion of certain procedures from the Aerosol Generating Procedure list (AGP) had led so many professional organisations to come together in our Alliance. We all had to start somewhere appropriate to our special interests as defined within the then WHO/PHE AGP list which has remained extant throughout the pandemic. This initial concept has been overtaken by the realisation that aerosols are a principle route of transmission of Covid-19 irrespective of procedure. From this, the need for improved ventilation became accepted as advocated by our colleagues in FreshAir NHS. SAGE then stated that simple physics dictates that the greatest risk from aerosols is to be found closest to a source patient- within 1-2m. The evidence that simply breathing, talking, singing, shouting, sneezing or most importantly, coughing produces more aerosol than many so-called AGPs means that risk is independent of procedure and is dictated by proximity. Improved ventilation, whilst vitally important, does not adequately mitigate against close quarter transmission. It follows that any HCW providing care to an infected or suspected C-19 patient within 2m must be exposed to transmission by aerosol, and that measures to protect that HCW must take these facts into account.
For these reasons, the concept of an AGP list should become redundant/obsolete and replaced by risk assessment which takes due regard to the proximity of any HCW to an infected patient. We know that use of FFP3 masks or respirator hoods reduces the risk to the wearer compared to FRSMs which continue to be advised in PHE/IPC guidance despite the recent subtle change to include risk assessment leading to potential use of FFP3 masks.
We have received a number of calls to change our name from Alliance members and those working in close partnership with us. The name of our Alliance is therefore out of date and no longer indicates our objectives which remain unchanged. If we are to successfully remove the concept of NGT insertion, dysphagia assessments, paramedic care in ambulances, community nursing contacts, chest physiotherapy, CPR, respiratory or GI function tests as being NON-AGP, we must succeed in altering current guidance on close range risk. This means the removal of the AGP list in favour of a risk mitigation following proper risk assessment including that pertaining to aerosol risk at close range irrespective of procedure. The objective of making all procedures safer is still the same but the means to that end have changed.
Instead, we will operate under the new title: Covid Airborne Protection Alliance (CAPA)”
COVID AIRBORNE PROTECTION ALLIANCE (CAPA) UPDATE
The latest contribution to our campaign to improve PPE for all Health Care Workers has appeared in the prestigious Health Service Journal.
It links to a letter from Kevin Bampton, CEO of BOHS (British Occupational Hygiene Society) which has very close ties with HSE. - https://www.hsj.co.uk/download?ac=3052330
These sources can be used to influence those Trusts still following PHE IPC guidance on AGPs and ignoring aerosol transmission.
PAY UPDATE ENGLAND & WALES – GMB BALLOT OPEN
Posted on:
GMB’s NHS Pay Consultation Ballot on the Government’s 3% has been open for a week. The ballot closes on Friday 17th September 2021.Have you had your say on your pay yet?
GMB believes that only a restorative increase of 15% would be sufficient to reward NHS workers and assist in the crucial task of retaining staff after the pandemic.
Your GMB National NHS Advisory Group and National Ambulance Committee are recommending you Vote to REJECT in the upcoming members ballot. 3% falls far short of what you deserve. Your VOTE is Crucial. This is your chance to Have Your Say on Your Pay. This is for you to say accept or reject to the 3%.
GMB are balloting members in a variety of ways across the regions – workplace, text, email and post. If you haven’t heard anything yet regarding how you will be able to vote, you can email the ballot contact in your region for details:
GMB’s priority remains in keeping our members safe at work which is why throughout the Pandemic we have been regularly updating our Coronavirus Hub with all the information you need to keep yourself safe.
There are more events to be confirmed across London and Birmingham & West Midlands Regions on the same day, with one already confirmed at Northampton General Hospital.
GMB Birmingham & West Midlands will also be doing a LIVE Facebook event on Wednesday 8th September 2021. Keep an eye on the Facebook page for more details: GMB West Midlands
Want to know if there is an event happening near you? Contact your local GMB Representative for more details.
ENGLAND ONLY
SELF-ISOLATION EXEMPTION
From Monday 16 August, people who have had both doses of the Covid-19 vaccination or are aged under 18 will no longer be legally required to self-isolate if they are identified as a close contact of a positive COVID-19 case. The change was announced last month, as part of step 4 of the Government’s COVID-19 roadmap. With 75% of people having received both doses of the vaccine, the majority of adults will no longer need to self-isolate if they are contacts.
As of Monday, double jabbed individuals and under 18s who are identified as close contacts by NHS Test and Trace will be advised to take a PCR test as soon as possible to check if they have the virus and for variants of concern. People can order a PCR home test online or by calling 119, or going to a test site.
As double jabbed people identified as close contacts are still at risk of being infected, people are advised to consider other precautions such as wearing a face covering in enclosed spaces, and limit contact with other people, especially with anyone who is clinically extremely vulnerable. They will not be required to self-isolate while they wait for the results of the PCR test.
Anyone who tests positive following the PCR test will still be legally required to self-isolate, irrespective of their vaccination status or age in order to break onwards chains of transmission. Meanwhile anyone who develops COVID-19 symptoms should self-isolate and get a PCR test, and remain in isolation until the result comes back.
From Monday, most double vaccinated health and social care staff who are close contacts of cases will be able to routinely return to work, provided they have had a negative PCR test. Daily LFD tests will need to be taken for 10 days as a precaution. Staff working with clinically extremely vulnerable patients or service users will need a risk assessment to be carried out by a designated person in the workplace before they return to work.
This new guidance supersedes previous Public Health England (PHE) guidance and applies to all staff, including substantive clinical and non-clinical roles, bank staff, contractors and suppliers, and students, working in all facilities, settings and organisations delivering NHS care.
The following safeguards must be implemented for workers to safely attend work and be exempt from isolation:
A negative PCR test prior to returning to their NHS workplace. Staff should not attend work whilst waiting for the result.
Have received both doses of the vaccination at least 14 days previously.
Daily LFD tests for a minimum of 10 days. If a positive test result is received at any time, they should isolate and arrange to take a PCR test.
Must not have any Covid-19 symptoms.
Continued use of IPC measures, in line with current UK IPC Guidance.
Must be an up-to-date individual risk assessment and be working in an appropriate setting for their risk status, including redeployment to lower risk areas where appropriate.
If any of the above criteria cannot be met, or they have not had two doses of the vaccine, or they are living directly (same household) with a positive contact, they should continue to isolate in line with government guidance.
To support staff and to protect patients and services, NHS providers and primary care organisations, should ensure that:
One to one conversations continue with any member of staff or student who has not had both doses of the vaccine.
Robust local monitoring processes are in place for regular staff and student testing.
Staff are offered continuous learning regarding UK IPC guidance.
Providing all of the qualifying criteria is met, the individual may be exempt from isolation and return to work. This exemption will also apply for outside of work, unlike the previous exemption.
MANDATORY VACCINATION FOR PEOPLE WORKING IN CARE HOMES
Government in England have introduced legislation that requires all staff working in adult residential social care to have received both doses of the Covid-19 vaccination. This becomes effective on 11th November and extends to all other professionals entering care homes to deliver services, other than in an emergency.
Therefore, NHS and ambulance workers who are required to perform part of their duties in care homes, will also be required to evidence that they are in receipt of both doses of the vaccine, unless medically exempt.
Guidance is due to be issued to system leaders so that they can begin to prepare to ensure services are not disrupted as a result.
There are a number of exemptions set out in the regulations. Exemptions relevant for NHS commissioned services include:
People who have evidence of a medical exemption
Members of the health service deployed for emergency response, which for the NHS means staff deployed as part of an emergency ambulance response, including community first responders.
Under 18s Frontline health and care staff aged 16 or over are eligible for a vaccine and should make sure they get a full course of an MHRA approved COVID-19 vaccine before they turn 18. All 17 year olds will be able to book a vaccine up to 3 months before their 18th birthday. Visiting professionals who are under 18 will be able to enter the care home without showing proof of vaccination status, but may need to demonstrate proof that they are under 18.
Medical exemption eligibility will reflect the Green Book on Immunisation against infectious disease (COVID-19: the green book, chapter 14a) and clinical advice from The Joint Committee of Vaccination and Immunisation (JCVI).
Redeployment may need to be considered for affected staff choosing not to be vaccinated.
If you have any concerns regarding this, please speak to your local GMB Representative.
Government have now made their announcement on what this year’s NHS pay increase will be. Not only is it almost four months late, it is also still a real terms pay cut of 3%. GMB will now be balloting all eligible GMB members.
The GMB pay claim as agreed by the NHS National Advisory Group and National Ambulance Committee was:
15%, or £2 per hour, whichever is the greatest.
Unsocial hours enhancements to be paid to all staff when on sick leave.
Commitment that NHS pay will never fall below a Real Living Wage again.
GMB believes that only a restorative increase of 15% would be sufficient to reward NHS workers and assist in the crucial task of retaining staff after the pandemic.
Your GMB National NHS Advisory Group and National Ambulance Committee are recommending you Vote to REJECT in the upcoming members ballot. 3% falls far short of what you deserve. Your VOTE is Crucial. This is your chance to Have Your Say on Your Pay. This is for you to say accept or reject to the 3%.
Ballot Opens
Friday 6th August 2021
Ballot Closes
Friday 17th September 2021
Are your contact details correct?
To ensure you receive your ballot paper, make sure that you are opted into receiving communications from GMB. You can update your details by contacting your local GMB Representative or online @ mygmb
As Government stick to their ‘Freedom Day’ plans of easing all restrictions and mandatory mask wearing, Covid-19 cases continue to rise, and hospitals and ambulance services continue to face severe demand pressures. Chronic staffing shortages prior to the Pandemic are being made worse as absences increase due to fatigue, exhaustion, stress and anxiety and the thought of another wave of Covid-19, and the infamous ping of the Covid App.
The latest ill thought through response to this is to exempt health and social care workers for self-isolation guidance to allow them to attend work – and work only.
The latest guidance issued overnight, exempts health and social care workers from self-isolation so that they can attend work. However, they must go straight home after their shift, as the exemption doesn’t apply to their personal life such as going to the supermarket or picking children up from school.
The guidance also requires daily testing of double vaccinated staff, the continued wearing of PPE – which GMB believes still does not offer the highest level of protection we believe our members need.
The guidance also requires for these workers not to be allowed to work with clinically vulnerable people, which is possibly most residents in care homes and patients who are ill in hospital.
GMB members are furious about this latest display of complete disregard for their health and safety. GMB will be working with local reps and members to ensure that their health and safety is a priority.
If you have concerns, please speak direct to your local GMB Representative.
NHS PATIENTS, STAFF & VISITORS MUST CONTINUE TO WAER FACE COVERINGS IN HEALTHCARE SETTINGS
Government has confirmed that whilst Covid-19 restrictions will end in many settings in England today, Public Health England’s Infection, Prevention and Control Guidelines and Hospital Visiting Guidance will remain in place for staff and visitors across all health services.
Staff, patients and visitors will also be expected to continue to follow social distancing rules when visiting any care setting as well as using face coverings, masks and other Personal Protective Equipment.
These principles apply to all health settings, including those in the independent / private sector e.g. hospital, GP, dentist, pharmacy, etc.
Government have now published their annual national flu immunisation programme plan.
Health and social care workers are encouraged to be vaccinated. You can read full details about this, including information on considerations being given into how this plan will work alongside the Covid-19 vaccination programme and possible boosters.
GMB’s priority remains in keeping our members safe at work which is why throughout the Pandemic we have been regularly updating our Coronavirus Hub with all the information you need to keep yourself safe.
Would you like more information in becoming a GMB Representative in your Workplace? Click ‘Want to get more involved’ on the NHS dedicated campaign page We're campaigning for pay justice in our NHS
We are still waiting for the Government’s announcement on the pay award for NHS workers. The Pay Review Body (PRB) have made their recommendations to Government. We will not know what recommendation has been made by the PRB until it is published, usually at the same time as the Government’s announcement on what the pay award will be.
It is expected that Government will make their statement on pay ahead of Parliament breaking for Summer recess on 22nd July 2021.
Once the Government’s announcement on pay has been made, your GMB National NHS Advisory Group and National Ambulance Committee will meet to discuss the pay award and determine GMBs position and any recommendation we will make with regards the pay award. An update will then be issued to members which will outline that position and give details of the upcoming ballot.
It is important to note at this stage, that this is not a negotiation between Government, NHS Employers and recognised Unions. This pay award has been made by Government using the NHS Pay Review Body process. This mechanism does not require the assent of trade unions before implementation. However, GMB will still be balloting all members on the pay award to determine whether you think it is a reasonable and acceptable offer. This will be your chance to have your say on your pay.
What we do know for sure at this time, is that we really do not have any time to waste in ensuring we are ballot and action ready. We are facing a ballot period over the summer in England and it is essential that we have the correct contact and employment details for each and every one of our GMB members that will be impacted by the pay award. GMB is committed to giving all members a vote, so to ensure you have your say on your pay, please make sure we have the correct contact details for you.
Are your contact details correct?
Make sure that you are opted into receiving communications from GMB.
You can update your details by contacting your local GMB Representative or online using the GMB website at https://gmb.org.uk/mygmb-edit
GMB Pay Claim
As we wait to hear what the Government intend to award for this year’s pay, here is a reminder of the GMB Claim:
15%, or £2 per hour increase (whichever is the greatest)
Unsocial Hours’ Payments to be paid to all staff when on sick leave
Commitment that NHS Pay will never fall below a Real Living Wage again
GMB Union believes that pay justice in the form of a restorative increase to replace lost real time earnings over the last decade is essential to reward and retain all NHS key workers.
If you want more details you can access them via the Reps Resources section of the GMB NHS Pay Campaign Hub - Rep resources | GMB
GMB will continue to fight for pay justice for our members, but we need your help to do so.
If you are not in the GMB, join.
Become an activist.
Spread the word that this time NHS workers are fighting back.
Contact your local GMB Representative and ask for details on what you can do to spread the message of the GMB Pay Justice Campaign and help get that crucial vote out. Don’t know who your GMB Representative is? Email your details to NHS@gmb.org.uk
Visit our campaign page for more information and links to actions you can take
Become a GMB Representative or Contact in your Workplace. Register your interest via the website campaign page
Share your story with us, so that we can share it for you
Speak to your colleagues about the campaign, ask them to join GMB and get involved themselves
Keep up to date with campaign messages by following us on Facebook – GMB Union NHS Workers and on Twitter @GMBNHS
LONG COVID
Posted on:
At the start of the Pandemic, temporary workforce guidance was issued by the Department of Health & Social Care (DHSC). One part of this guidance was enhanced provisions for ‘Covid-19 Sick Pay’. This included:
The pausing of normal sickness provisions (Section 14, England) in the NHS terms and conditions of service handbook for staff covered by these provisions, for the duration of the pandemic for COVID-19 related sickness absence.
All staff who are off sick with COVID-19 to be paid full pay as if at work via the use of the temporary COVID-19 sick pay provisions.
A separate recording system for any COVID-19 related sickness absence.
The disregarding of any sickness absence related to COVID-19 for the purposes of sickness absence triggers or sickness management policies.
These provisions remain in place. However, there are a number of staff across the NHS who are still suffering with symptoms as a result of contracting covid. Long covid is impacting people differently and some staff may be off work long term, others however, may be experiencing intermittent symptoms and absences.
New guidance has now been published to encourage employers to support staff suffering from long covid is a supportive and sensitive manner.
The testing kits will enable staff to carry out regular testing for COVID-19 at home. The test kits provided via the new system may be different type, it is important that staff familiarise themselves with the tests and the instruction leaflet each time they receive a new box. This move will not only make best use of LFDs currently available to Test and Trace but will also provide a greater level of assurance by organisation that devices are routinely being ordered and used.
The statutory requirement to report all test results has not changed and staff must report all results in line with their organisation’s policy Before moving to the new system trusts are to use up their existing stock of Innova 25s and should continue to provide staff with boxes until they have run out.
Government have made announcements regarding ‘Freedom Day’ on the 19th July – a date when mask wearing will become personal choice for members of the public.
We have now been informed that healthcare setting will be excluded from this. So, members of the public will still be expected to wear masks in healthcare settings. Government have advised that they need to do more communications on this as that message isn’t clear.
GMB continues to campaign for increased levels of PPE to be made available for all health and social care workers working with confirmed or suspected Covid-19 patients. We also continue to work with other health organisations and unions as a part of the AGP Alliance to pursue this aim.
In June, representatives from the AGP Alliance met with the DHSC, PHE and NHSEI regarding the campaign. All parties have committed to continuing to meet to discuss concerns and review evidence as it emerges.
Updates will continue to be shared via this bulletin.
GMB’s priority remains in keeping our members safe at work which is why throughout the Pandemic we have been regularly updating our Coronavirus Hub with all the information you need to keep yourself safe.
Would you like more information in becoming a GMB Representative in your Workplace? Click ‘Want to get more involved’ on the NHS dedicated campaign page We're campaigning for pay justice in our NHS
The Covid-19 vaccination programme in England continues to be working well. Data received on 15th June, highlighted that over 60.5 million vaccine doses have been administered in six months and confidence remains in how effective they are.
95% of healthcare staff have received their first dose of the vaccine and over 80% have received their second dose. Take up has also increased amongst younger women and people from Black Asian and Minority Ethnic backgrounds, but work does still continue within communities to address vaccine hesitancy.
Due to concerns regarding the Delta variant, efforts are being made to try to bring forward second doses to an earlier date thank initially scheduled, as the first dose does help with transmissibility, but second doses are still crucial for protection.
Considerations are still being given as to what the Booster vaccine and programme will look like, but it is expected that JCVI will prioritise health and social care workers.
More support has been provided to Primary Care to assist them in delivering the vaccine at the scale and pace needed.
Considerations are also being given to how this year’s flu vaccination programme will align with the Covid-19 vaccination programme and potential Boosters.
COVID-19 VACCINATION SELF-REFERRAL BOOKING PORTAL
It has been confirmed to unions that the Portal is still available for health and social care workers to use to book their vaccination and there are not any suggestions that it will be removed. Most people are being picked up via the main routes but this will remain as an additional route for staff to access vaccines.
Using the National Booking Service is quick and simple. You can do it online at nhs.uk/CovidVaccination, or by calling 119 if you can’t use the internet.
MANDATORY VACCINATION FOR SOCIAL CARE WORKERS
The Government’s consultation on mandatory Covid-19 vaccinations for social care workers has now closed and disappointingly Ministers have decided to make Covid-19 vaccinations mandatory for some of the social care workforce.
GMB union supports vaccinations. However, we do not support the forcing of vaccinations on health and social care workers. We believe there is a lot more that Government could do to understand vaccine hesitancy amongst the social care workforce and put more education and measures in place to address concerns. Instead, some social care workers are facing dismissal from employment in 16 weeks if they are not vaccinated (except for those with specified medical exemptions).
Government have now also stated that they intend to launch a consultation on extending mandatory vaccinations to the healthcare workforce and to also include the flu vaccination. Once the consultation is launched, GMBs National NHS Advisory Group and National Ambulance Committee will consider before determining how we will respond.
You can read GMBs statement on vaccinations at: Vaccination
Date: 17/06/2021
OVERTIME PAYMENTS & PAY DURING ANNUAL LEAVE - ENGLAND ONLY
Negotiations to attempt to resolve the long-standing issue of overtime and additional hours not being included in annual leave payments concluded at the end of March 2021. Agreement was reached on a corrective settlement going back two financial years. However, agreement was not reached on how future calculations would be made and employers committed to resolving this as soon as possible. This bulletin is intended to give GMB members an update on all outstanding issues.
To be eligible, an individual must have worked and been paid for overtime or additional hours, in four or more months of one, or both, of financial years April 2019 – March 2020, and April 2020 – March 2021.
A corrective settlement payment will be offered by local employers to eligible individuals. This will be 16% of the overtime or additional hours payments they received in one, or both of the financial years. It is expected that this payment will be made by local employers by September 2021. An Equality Impact Assessment has been undertaken which local employers need to be mindful of when identifying and paying eligible individuals - link below.
Since agreement was reached, employers have been working to calculate payment for eligible staff. These corrective payments should be made to all eligible staff by 30th September 2021. You should be contacted by your employer if you are eligible for a corrective settlement payment. If you have not been contacted and believe you are eligible, please raise this direct with your employer and speak to your GMB representative for support if required.
Existing Claimants:
Unions Solicitors are still in negotiations with employer solicitors on outstanding legal claims. If you have a claim lodged with the union solicitors, you should continue to seek legal advice and support direct from the solicitors.
Future Payments:
Attention is now needed by local employers to fix the issue moving forwards, from 1st April 2021. They must ensure that holiday pay is inclusive of overtime and additional hours.
The solution for the forward fix however has been complicated by several different factors, including the national Electronic Staff Records (ESR) system and local payroll methods of calculating holiday pay. For this reason, a national fix may be some time coming. In the meantime, local employers should be discussing their plans for a local solution with local GMB Representatives to ensure that underpayments do not reoccur.
Equality Impacts:
Local partnerships should consider the equality analysis undertaken by the Department of Health and Social Care and discuss how to ensure local solutions are free from any discrimination. The analysis suggests potential areas that employers need to consider when implementing the framework and should also apply to any future solutions.
We are expecting the Pay Review Body to make their report and recommendations to Government in the next few days. Currently, we do not expect to know the details of their report or recommendations until the Government in England make their statement on what the NHS pay award will be. It is expected that Government will make their statement on pay ahead of Parliament breaking for Summer on 22nd July 2021.
Once the Government’s statement on pay has been made, your GMB National NHS Advisory Group and National Ambulance Committee will meet to discuss the pay award and determine GMBs position. An update will then be issued to members which will outline that position and give details of the upcoming ballot.
What we do know for sure, is that we really do not have any time to waste now in ensuring we are ballot and action ready. We are facing a ballot period over the summer in England and it is essential that we have the correct contact and employment details for each and every one of our GMB members that will be impacted by the pay award. GMB is committed to giving all members a vote, so to ensure you have your say on your pay, please make sure we have the correct contact details for you.
Are your contact details correct?
Make sure that you are opted into receiving communications from GMB.
You can update your details by contacting your local GMB Representative or online at gmb.org.uk/mygmb-edit
GMB Pay Claim
As we wait to hear what the PRB are recommending and what the Government will be awarding, here’s a reminder of the GMB Claim.
15%, or £2 per hour increase (whichever is the greatest)
Unsocial Hours’ Payments to be paid to all staff when on sick leave
Commitment that NHS Pay will never fall below a Real Living Wage again
GMB Union believes that pay justice in the form of a restorative increase to replace lost real time earnings over the last decade is essential to reward and retain all NHS key workers.
If you want to read more details you can do so via the Reps Resources section of the GMB NHS Pay Campaign Hub - Rep resources
National Day of Local Protests – Saturday 3rd July 2021
GMB is proud to be supporting the National Day of Local Protests being organised by Health Campaigns Together, Keep Our NHS Public, NHS Workers Say No and NHS Staff Voices. The theme this year is Pay Justice, Patient Safety and an End to Privatisation.
There are lots of events already organised across England, Wales and Scotland and we want all of our members to get involved. We would love to see lots of GMB members and activists organising pay campaign activities at your workplaces and also supporting local protests and events.
Do you want to organise something at your workplace? Would you like to link up with local campaign groups? Send an email to NHS@gmb.org.uk and we will support you however you need us. This is your campaign!
Contact your local GMB Representative and ask for details on what you can do to spread the message of the GMB Pay Justice Campaign. Don’t know who your GMB Representative is? Email your details to NHS@gmb.org.uk
Share your story with us, so that we can share it for you
Speak to your colleagues about the campaign, ask them to join GMB and get involved themselves
Keep up to date with campaign messages by following us on Facebook – GMB Union NHS Workers and on Twitter @GMBNHS
Date: 11/06/2021
PERSONAL PROTECTIVE EQUIPMENT (PPE)
GMB continues to work with other health organisations and unions as a part of the AGP Alliance to call for increased levels of PPE for health and social care workers.
We have now submitted evidence into the Public Accounts Committee on initial lessons from the Government’s response to the Covid-19 Pandemic.
The meeting to discuss the concerns has also now taken place with the Department of Health & Social Care, Public Health England and NHSEI. Please see below statement from the AGP Alliance.
Delta variant and surge in COVID-19 positive cases create new urgency for Government Guidance for healthcare Workers to be updated
Representatives from over 20 healthcare organisations, including the AGP alliance* met with DHSC, IPC, NHSEI and PHE on 3 June 2021 to press the Government to change its UK Infection Prevention Control Guidance to reflect short and long-range airborne transmission of COVID-19 and to recognise the need to provide frontline healthcare workers with enhanced PPE.
A presentation was made to the meeting delegates.
Whilst welcoming the Government’s proposal to have further stakeholder meetings, the alliance was both surprised and disappointed that new, compelling scientific evidence and changes to guidance in the US and Europe were not considered strong enough reasons to change their guidance at this time.
The alliance still believes that immediate changes to the guidance are essential. They should not be delayed.
The new Delta variant and recent surges in COVID-19 positive cases make the case urgent for healthcare workers to be fully protected and provided with FFP3 masks when seeing patients.
* Association for Respiratory Technology & Physiology; BAPEN; British Association of Stroke Physicians; British Dietetic Association; British Society of Gastroenterology; Chartered Society of Physiotherapy; College of Paramedics; Confederation of British Surgery; Doctors Association UK; Fresh Air NHS; GMB Union; Hospital Consultants and Specialists Association; Med Supply Drive; National Nurses Nutrition Group; Queen’s Nursing Institute Royal College of Speech and Language Therapists; Trident HS; Unite the Union.
UK INFECTION, PREVENTION & CONTROL (IPC) GUIDANCE - UPDATED
Public Health England has published an update to the IPC Guidance agreed by the UK’s four chief medical and nursing officers.
Amendments have been made to strengthen existing messaging and provide further advice where needed, including updates on the hierarchy of controls, clarity over the use of valved respirators, and highlighting the need to protect those previously shielding and who are considered clinically extremely vulnerable from COVID-19. Definitions and supporting resources have been added to support risk assessment based on the hierarchy of controls.
A full list of changes to the previous version are listed on page 8 of the guidance. Following continued extensive clinical and scientific review, no changes to the recommendations, including PPE, have been made in response to the new variant strains at this stage, however this position remains under constant review.
Whilst this guidance seeks to ensure a consistent and resilient UK wide approach, some differences in operational details and organisational responsibilities may apply in Northern Ireland, England, Wales and Scotland.
All NHS organisations should ensure reliable application of all IPC recommendations and assurance on adherence, that PPE is available and in supply, and that all staff training is up to date.
If you work in health and social care and have paid the Immigration Health Surcharge (or it was paid for you and you are now repaying it to an employer), you may be able to claim your money back from HM Government.
Reimbursements are made on a 6-monthly basis in arrears, provided you have worked for an average of at least 16 hours per week over the full period.
Applications are now being processed for the period 1 October 2020 to 31 March 2021, though it is possible to backdate a claim to 31 March 2020 if you haven’t already applied.
You must have worked for at least 16 hours per week during that period, but this can be in more than one eligible job. Reimbursement payments are processed in six-month instalments in arrears.
The NHS BSA are currently working on a piece of research around the Immigration Health Surcharge, which is paid as part of a UK Immigration visa application.
What the research is about
Eligible individuals who have been working in the health and care sector for on average 16 hours per week starting from or after the 31st March 2020 and have paid their IHS, will be able to apply for a reimbursement. We’d like to talk to people who feel they may be eligible for a reimbursement. The research will help us to design a service that meets the needs of the people using it.
What the research involves
Participants will be testing out the online service or a prototype that will help to support people to get a reimbursement. We’d like to get your feedback on what it was like to use and how we could improve it. We may also be conducting short interviews. The research session will take no longer than 1 hour and will be done remotely.
Participants will receive a gift voucher for taking part in this research.
Who can take part We’d like to talk to a wide range of people in different job roles in the health (NHS) and social care sector e.g. health assistants, care home managers, receptionists or cleaners.
You’ll be over 18 and:
a Tier 2 (General) visa holder
a Tier 4 (Student) visa holder who is working in the health and social care sector alongside their studies
a dependant of a Tier 2 (General) or Tier 4 (Student) visa holder who is working in the health and the social care sector
a dependant of a UK national or another migrant
Tier 5 Medical Training Initiative (MTI) visa holder
How to take part
If you’d like to find out more about this research or would like to take part, email nhsbsa.ihs-research@nhs.net
KEEPING SAFE AT WORK
GMB’s priority remains in keeping our members safe at work which is why throughout the Pandemic we have been regularly updating our Coronavirus Hub with all the information you need to keep yourself safe.
If you have concerns that you may have contracted Covid-19 in the workplace, please record your details on the GMB COVID-19 Risk Register.
ARE YOUR CONTACT DETAILS CORRECT?
It is essential that your membership details are up to date so that we can ensure you are kept up to date with advice and guidance relevant to you.
You can update your details by contacting your local GMB Representative or online.
UNION VISITS TO YOUR WORKPLACE
It will be many months before we see a return to any form of ‘normality’. Covid-19 will still present a danger to health care workers and the people you care for. As a result, it means that your GMB Union Representatives may continue to have difficulties visiting you in your workplaces.
However, we want you to know that we are still here. We are considering a variety of ways that we can get information to you and engage with you on your issues in the workplace. One way to do this is to arrange a virtual online meeting for your workplace.
If you would like to book one of these meetings please contact your local GMB representative or email NHS@gmb.org.uk
Would you like more information in becoming a GMB Representative in your Workplace? Click ‘Want to get more involved’ on the NHS dedicated campaign page We're campaigning for pay justice in our NHS
51.6 million doses of the Covid-19 vaccinations have been administered in England. Currently vaccines are being offered to 32-year-olds (Cohort 11) and efforts continue on encouraging people to have their second doses.
The variant identified in India is causing concerns and those that are being admitted into hospital with it, are usually those who have not had the vaccine. The offer of a vaccine remains open. If you have been offered the vaccine and previously refused, you can still come forward now and have your vaccination.
Advice regarding second doses of the vaccine have now changed. Individuals in Cohorts 1-9, which includes health and social care workers, are now advised to have their second doses within 8-9 weeks of their first, rather than 11-12 weeks as initially stated. For people in Cohorts 10+, it is still advised that 11-12 weeks will suffice.
GMB continues to work with other health organisations and unions as a part of the AGP Alliance to call for increased levels of PPE for health and social care workers.
The meeting to discuss the concerns has been scheduled with the Department of Health & Social Care, Public Health England and NHSEI for 3rd June 2021.
We will continue to push for greater protections for frontline workers to try to reduce morbidity and mortality from Covid-19. It is now widely accepted that there are increased risks due to aerosol transmission and the implications of insufficient PPE and ventilation.
INFECTION, PREVENTION & CONTROL (IPC) GUIDANCE
Throughout the Pandemic, there have been many changes made to IPC Guidance in health and social care settings. Links to the current setting specific guidance can now all be accessed in one place.
This includes guidance on PPE and ventilation, primary and secondary care, care homes and social care, community and home care, ambulance and first responders.
QUARANTINE GUIDANCE FOR NURSES ARRIVING IN TO THE NHS FROM OVERSEAS
New guidance has been published which sets standards for NHS Trusts to provide managed quarantine accommodation for internationally recruited nurses who are taking up immediate employment in the NHS in England and who are travelling through red-list countries. These nurses will be exempt from the red-list hotel managed quarantine if compliant NHS Trust arranged accommodation can be used for the duration of the quarantine period. Trusts may choose not to provide accommodation and instead fund the payment of the stay in the red-list managed hotels.
The exemption does not cover nurses already employed by the NHS or nurses returning from abroad for any other reason (e.g. holiday or visiting family).
The list of red-list of countries is subject to regular amendment.
FREE CAR PARKING
At the start of the Pandemic, GMB and other unions called on Ministers to waive on street and in bay car parking charges for health and social care workers, to ensure they were able to travel to and from work in as safe an environment as possible.
With infection rates being on the rise once more, the Pandemic is far from over for our key workers in health and social care.
It is therefore a disgrace, that Government have seen it as being an appropriate time to amend the guidance with an end date of 21st June 2021, without any consultation with or notification to trade unions.
GMB has written to the Secretary of State Matt Hancock, calling for his urgent intervention to reveres this outrageous decision.
GMB continues to work with many other health unions and organisations as part of the AGP Alliance in the campaign for increased levels of PPE for our health and social care members. Despite emerging evidence regarding the increased risk of airborne transmission of Covid-19, government are still stating that PPE guidance does not need to change.
We are currently waiting for a meeting to be scheduled between professionals from the AGP Alliance and Public Health, the Department of Health and Social Care (DHSC) and NHS colleagues. This has been delayed due to elections in Wales and Scotland, but it is hoped a date will be agreed later this week.
Further information on this issue which may be of interest can be accessed at:
Scientific Advisory Group for Emergencies (SAGE) have published updated guidance that better recognises airborne transmission but does not recommend changes to the guidance. S1169_Facemasks_for_health_care_workers.pdf
The TUC have launched a survey looking into the experiences of people in work with Long Covid. You can complete the survey at: Long Covid at work Survey.
COVID-19 SAFETY AT WORK
As more people are vaccinated and lockdown restrictions continue to ease, it is essential that workplaces remain safe for workers. Masks, Air and Distance remain crucial in keeping you safe at work. Face masks, ventilation and social distancing rules should continue to be followed and employers should continue to work with GMB Health and Safety Representatives to review risk assessments.
If you have any concerns about this, please speak to your local GMB Representative.
KEEPING SAFE AT WORK
GMB’s priority remains in keeping our members safe at work which is why throughout the Pandemic we have been regularly updating our Coronavirus Hub with all the information you need to keep yourself safe.
If you have concerns that you may have contracted Covid-19 in the workplace, please record your details on the GMB COVID-19 Risk Register.
ARE YOUR CONTACT DETAILS CORRECT?
It is essential that your membership details are up to date so that we can ensure you are kept up to date with advice and guidance relevant to you.
You can update your details by contacting your local GMB Representative or online.
UNION VISITS TO YOUR WORKPLACE
It will be many months before we see a return to any form of ‘normality’. Covid-19 will still present a danger to health care workers and the people you care for. As a result, it means that your GMB Union Representatives may continue to have difficulties visiting you in your workplaces.
However, we want you to know that we are still here. We are considering a variety of ways that we can get information to you and engage with you on your issues in the workplace. One way to do this is to arrange a virtual online meeting for your workplace.
If you would like to book one of these meetings please contact your local GMB representative or email NHS@gmb.org.uk
Would you like more information in becoming a GMB Representative in your Workplace? Click ‘Want to get more involved’ on the NHS dedicated campaign page We're campaigning for pay justice in our NHS
The results are in and GMB members have spoken. GMB have REJECTED the Scottish Government’s Pay Offer by a majority of 82%. A fantastic campaign has been run by the GMB Reps and Officers to ensure members had their say on pay. 49% of eligible members used their vote. Government has now been notified of GMBs position on pay and further details will emerge in the next few days as to the next stages in the campaign for pay justice.
GMB NHS Pay 15 – Learn to Win
The 49% turnout in the Scotland Pay Ballot highlights to us that there are still many GMB members that are choosing not to use their vote and have their say on pay. If we are serious about winning the campaign for pay justice in England, Wales and Northern Ireland, we must do all we can now to ensure all members are engaged with the campaign and understand the importance of using their vote.
Every conversation, in every workplace is crucial. Every pay campaign activity is crucial – whether that’s handing a campaign flyer to a colleague, recruiting a friend, placing information on the noticeboard, organising a workplace meeting or a protest. It all counts. Every member can do something to ensure that GMB are not only ballot ready, but that we are also action ready.
That’s why, our next Learn to Win Event is a must for All NHS Workers. And, we don’t just want you to attend, we want you to bring your work colleagues too – GMB members and non-union members. It is essential that we come together as one collective voice, with a shared plan of action, if we are going to win NHS workers the Pay Justice you deserve.
So, register today – and now share the link with your colleagues and ask them to register too. Send it via text, what’s app, facebook, twitter, post it note!
GMB NHS Reps Taster Sessions
The second round of GMB Reps Taster Sessions for Activists in the NHS are well underway. The sessions are for people who are keen to be more active in the campaign, not just on pay, but for all future campaigns.
There are still two sessions left to go and it’s not too late to join if you’re interested. They run via Zoom between 7pm – 9pm on:
Wednesday 12th May 2021
Wednesday 19th May 2021
If you want to register your interest in attending the taster sessions please email your name, membership number (if you know it), workplace and job title to NHS@gmb.org.uk
Joint GMB & Unite Live Facebook Rally
The Rally was a huge success and has so far had almost 4,000 views online. We heard from inspiring GMB and Unite members and activists across England, Wales and Northern Ireland, as well as Rehana Azam (GMB National Secretary), Rachel Harrison (GMB National Officer) and Colenzo Jarrett-Thorpe (Unite National Officer).
If you haven’t seen it yet you can watch it back via the GMB Union NHS Workers Facebook Page.
National Day of Local Protests – Saturday 3rd July 2021
At GMB, we celebrate the NHS’s Birthday every year. This year we are proud to support the National Day of Local Protests being organised by Health Campaigns Together, Keep Our NHS Public, NHS Workers Say No and NHS Staff Voices. The theme this year is Pay Justice, Patient Safety and an End to Privatisation.
There are already events being organised from Cornwall to Glasgow and we want all of our members to get involved. We would love to see lots of GMB members and activists organising pay campaign activities at your workplaces and also supporting local protests and events.
More details will follow in the coming weeks, but in the meantime, get thinking about what you want to do on the day. Do you want to organise something at your workplace? Would you like to link up with local campaign groups? Send an email to NHS@gmb.org.uk and we will support you however you need us. This is your campaign!
Contact your local GMB Representative and ask for details on what you can do to spread the message of the GMB Pay Justice Campaign. Don’t know who your GMB Representative is? Email your details to NHS@gmb.org.uk
Visit our website campaign page for more information and links to actions you can take on the NHS Hub!
Download a poster to display in your house or car window
Download campaign resources and share them with your colleagues
Share a campaign graphic on your social media pages
Sign the petition for pay justice
Contact your MP and ask them to support the call for NHS Pay Justice
Order campaign merchandise and display it proudly
Share your story with us, so that we can share it for you
Speak to your colleagues about the campaign, ask them to join GMB and get involved themselves
Keep up to date with campaign messages by following us on Facebook – GMB Union NHS Workers and on Twitter @GMBNHS
Register your interest via the website campaign page.
Unsure about what the role of a GMB NHS Representative involves? Register your interest in our NHS Representative Taster Sessions – email your contact details to NHS@gmb.org.uk
A GMB Representative already?
Register for the GMB NHS Pay 15 – Learn to Win on 25th May 2021, 6pm
Speak to non-members and ask them to join using the Reps Resources on the Hub
Share campaign materials on member Whats App groups and social media pages and display them in your workplace
Speak to your GMB Regional Organiser for support in raising awareness of the campaign in your workplace
Are your contact details correct?
It is essential that your membership details are up to date so that we can ensure you are kept up to date with developments in the pay campaign and receive a ballot paper when they are issued.
Make sure that you are opted into receiving communications from GMB.
You can update your details by contacting your local GMB Representative or online.
Date: 28/04/2021
COVID-19 VACCINATION – NATIONAL BOOKING SERVICE
The national booking self referral service for health and social care workers has now been reinstated, after temporarily being suspended earlier this month.
Eligibility checks and ID requirements remain in place and are detailed below.
When the individual arrives for their appointment
They should verbally declare to the person at the vaccination site that is booking them in that:
they are a health or social care worker
the type of role/work they do
the name of their employer
The person should also show further proof of employment as a health or social care worker such as one of the following:
A recent letter from their employer
A staff ID badge
A recent (last 3 months) payslip which shows their employer
The individual should be informed, by the person recoding their vaccination, that it will be recorded that they are a health or social care worker.
Who are eligible frontline social care or health care workers in England?
People that have direct contact with patients, clients or service users at higher risk from coronavirus (COVID-19).
Health workers:
you work in a clinical role (such as a doctor or nurse)
you have contact in a non-clinical role (such as a receptionist or porter)
you work in a hospital laboratory, mortuary or a funeral home
The following are, however, not eligible within this priority group as defined by the JCVI:
Administrative staff who do not have any direct contact with clients.
Social care workers working with children who are not considered priority
within the context of the JCVI priority cohorts 1-9 (children under 16 who do
not have underlying health conditions leading to greater risk of disease or
mortality and children who have no underlying health conditions).
KEEPING SAFE AT WORK
GMB’s priority remains in keeping our members safe at work which is why throughout the Pandemic we have been regularly updating our Coronavirus Hub with all the information you need to keep yourself safe.
If you have concerns that you may have contracted Covid-19 in the workplace, please record your details on the GMB COVID-19 Risk Register.
ARE YOUR CONTACT DETAILS CORRECT?
It is essential that your membership details are up to date so that we can ensure you are kept up to date with advice and guidance relevant to you.
You can update your details by contacting your local GMB Representative or online.
UNION VISITS TO YOUR WORKPLACE
It will be many months before we see a return to any form of ‘normality’. Covid-19 will still present a danger to health care workers and the people you care for. As a result, it means that your GMB Union Representatives may continue to have difficulties visiting you in your workplaces.
However, we want you to know that we are still here. We are considering a variety of ways that we can get information to you and engage with you on your issues in the workplace. One way to do this is to arrange a virtual online meeting for your workplace.
If you would like to book one of these meetings please contact your local GMB representative or email NHS@gmb.org.uk
Would you like more information in becoming a GMB Representative in your Workplace? Click ‘Want to get more involved’ on the NHS dedicated campaign page We're campaigning for pay justice in our NHS
The vaccination programme continues with reports that uptake amongst NHS staff is now above 90% across England. However, uptake is lower in some areas. London has been a particular problem area but staff uptake is now increasing slowly.
Mandatory Vaccination
GMB has concerns regarding the Government’s announcement of mandatory vaccination for adult social care home workers. The proposals to enshrine this in legislation also make reference to it being extended other professionals who enter adult care homes, such as NHS staff. GMB will be making a submission into this consultation on behalf of our members.
There have already been some reports of local NHS Trusts looking to also make covid vaccination mandatory for their health staff. Union concerns on this issue have been reported to NHSEI who have confirmed that this should not be happening and to report any cases where Trusts are looking to do this. The Department of Health and Social Care have confirmed they are still keen to encourage rather than mandating healthcare staff.
Vaccination Guidance
There have recently been some changes made to guidance regarding vaccinations which may affect GMB members working in social care. These are:
Pregnant women are now being included in the vaccination programme with the preferred vaccines of Pfizer or Moderna. Pregnant women are still advised to discuss potential risks and benefits with their clinician.
Women who are trying to get pregnant or breastfeeding can also be vaccinated, with any vaccine.
The letter issued to the NHS system with regards the two above points can be accessed and read at: Letter template (england.nhs.uk)
People under the age of 30 will now receive an alternative vaccination to the Oxford Astra Zeneca if they have not had any vaccine yet. However, if you have had the first dose of this vaccine without issue, you will still be given that for your second dose as it is considered safe.
Once Booster arrangements are in place, adult social care workers will be eligible for them.
LATERAL FLOW TESTING
Lateral flow testing is now very widespread across health and social care, as well as across communities and other workplaces.
NHS staff are being reminded to report their negative test results as all data is used to monitor covid across the whole of the population.
STAFF CAR PARKING – NHS TRUSTS
At the start of the Pandemic instructions were given to NHS Trusts to ensure they provided free care parking for staff for the duration of the Pandemic. This was also confirmed in the NHS People Plan.
The Health & Safety Executive have issued guidance and ventilations and air conditioning during the Coronavirus Pandemic. It outlines the duty placed on employers as well as giving advice on how to improve ventilation.
This week, Government launched their consultation on the mandatory vaccination of adult social care home workers.
It is proposed that legislation is amended to make it compulsory for all workers in adult social care homes caring for at least one person over the age of 65 to be vaccinated against Covid-19. GMB is clear that we support and encourage our members to be vaccinated but there may be reasons why an individual chooses not to be. We will be responding to the consultation in the coming weeks.
A part of the consultation refers to whether this policy will also be extended to other professionals who enter the care home – including NHS and Local Government workers. Although Government are not yet proposing mandatory vaccination for all NHS and Local Government workers, it may be that if this proposal goes ahead in Social Care, it will also follow into other sectors afterwards.
GMB will continue to represent the views of our members and will keep you updated as this develops.
GMB continues to campaign for greater levels of protection for health and social care workers, specifically in terms of calling for access to higher levels of PPE. We also continue to raise concerns regarding airborne transmission and ventilation, specifically for those working in ambulances.
GMB continue to work with the AGP Alliance which is made up of some other health unions and organisations raising concerns over PPE, airborne transmission and ventilation. A letter was sent to the Chief Medical Officer regarding our concerns and a meeting is scheduled for 22nd April 2021 as a result with representatives from the AGP Alliance, Department of Health & Social Care, NHS and Public Health England.
MedSupplyDrive UK - Reusable Respirator Mask Survey
MedSupplyDrive UK is a UK-based charity formed to protect frontline healthcare workers during this coronavirus pandemic and is supporting the work of the AGP Alliance. It is running a survey on respirator masks,
Free one year visa extensions have now been granted to eligible overseas health and care workers whose visas were due to expire before 1st October 2021.
The extension covers all healthcare professionals working in the NHS and the independent health and care sector. Visas will be extended for a year, free of all fees and charges, including the Immigration Health Surcharge.
Eligible individuals will need to complete an online form to verify their identity and then employers will be asked to confirm their eligibility.
GMB’s priority remains in keeping our members safe at work which is why throughout the Pandemic we have been regularly updating our Coronavirus Hub with all the information you need to keep yourself safe.
If you have concerns that you may have contracted Covid-19 in the workplace, please record your details on the GMB COVID-19 Risk Register.
ARE YOUR CONTACT DETAILS CORRECT?
It is essential that your membership details are up to date so that we can ensure you are kept up to date with advice and guidance relevant to you.
You can update your details by contacting your local GMB Representative or online.
UNION VISITS TO YOUR WORKPLACE
It will be many months before we see a return to any form of ‘normality’. Covid-19 will still present a danger to health care workers and the people you care for. As a result, it means that your GMB Union Representatives may continue to have difficulties visiting you in your workplaces.
However, we want you to know that we are still here. We are considering a variety of ways that we can get information to you and engage with you on your issues in the workplace. One way to do this is to arrange a virtual online meeting for your workplace.
If you would like to book one of these meetings please contact your local GMB representative or email NHS@gmb.org.uk
Would you like more information in becoming a GMB Representative in your Workplace? Click ‘Want to get more involved’ on the NHS dedicated campaign page We're campaigning for pay justice in our NHS
As a result of pay negotiations between trade unions and Scottish Government, an offer on pay for NHS workers in Scotland has now been made. The offer if accepted will be backdated to the 1st December 2020 and includes the 1% already paid to workers. The offer is:
Bands 1-3 £1,009
Bands 4-7 4%
Bands 8a-8c 2%
Bands 8d+ £800
The GMB Scotland pay ballot opened on 12th April and closes on 5th May. GMB Scotland’s NHS/Ambulance Committee are recommending REJECTION. This is due to the offer falling way short of giving our members pay justice and the restorative increase of 15% which we have been calling for.
All unions in Scotland are balloting their members in line with their own organisational processes and no union will declare their results until all the unions ballots have closed. A meeting has been scheduled for 12th May 2021 for Scottish Unions to meet and discuss the outcomes of their ballots.
Whilst we await the result, if you use social media, please visit the pages on Facebook and Twitter and offer your support to our colleagues in Scotland. What happens in Scotland will have an impact on what happens in England, Wales and Northern Ireland also.
GMB NHS Pay 15 – Learn to Win
The GMB NHS Activists Learn to Win event on 30th March 2021 was a great success. Activists from all GMB regions and devolved countries attended the meeting to hear about how this campaign is going to be won in the workplace, YOUR Workplace! Information was given on the Pay Review Body Process and Industrial Action, as well as campaigning messages as to why this time we can win. Lots of new resources from the event have now been published and should assist you in the campaign conversations you are having with your colleagues at work.
A follow up event has now been arranged and we don’t just want you to attend, we want you to bring your work colleagues too – GMB members and non-union members. It is essential that we come together as one collective voice, with a shared plan of action, if we are going to win NHS workers the Pay Justice you deserve.
There are several weeks between now and when the Government makes their offer on pay (possibly July) and it’s crucial that not a second is wasted. Every conversation matters and it’s in your workplaces where those conversations need to be happening. The GMB NHS Pay Campaign Hub should have all the resources you need, including a list of 15 things you can do to fight for 15%.
One thing that you can do, and you can encourage your colleagues to do, is share your stories. We need to hear from you – about why you deserve pay justice and why it’s crucial that pay justice is awarded this year. We need to let everyone know your stories. Do this online via the Hub.
GMB NHS Reps Taster Sessions
The second round of GMB Reps Taster Sessions for Activists in the NHS have now been arranged. If you are keen to be more active in the campaign, not just on pay, but for all future campaigns then this is the training for you. This is your opportunity to attend with other like minded NHS workers and get a taste for what the role of a GMB Representative is and how you can help organise to win in the fight for 15%.
The taster sessions run for four consecutive weeks and you are encouraged to attend all (or as many as you can). They run via Zoom between 7pm – 9pm on:
Wednesday 28th April 2021
Wednesday 5th May 2021
Wednesday 12th May 2021
Wednesday 19th May 2021
If you want to register your interest in attending the taster sessions please email your name, membership number (if you know it), workplace and job title to NHS@gmb.org.uk
Save the Date: Joint GMB & Unite Live Facebook Rally
Tuesday 11th May 2021, 6/7pm. Details to follow shortly.
WHAT ELSE CAN YOU DO TO HELP?
Contact your local GMB Representative and ask for details on what you can do to spread the message of the GMB Pay Justice Campaign. Don’t know who your GMB Representative is? Email your details to NHS@gmb.org.uk
Visit our GMB NHS Hub for more information and links to actions you can take!
Download a poster to display in your house or car window
Speak to your colleagues about the campaign, ask them to join GMB and get involved themselves
Keep up to date with campaign messages by following us on Facebook – GMB Union NHS Workersand on Twitter @GMBNHS
Sign up with your colleagues to attend the GMB NHS Pay 15 – Learn to Win, Part 2 Event: gmb.org.uk/learn2win2
Date: 08/04/2021
COVID-19 VACCINATION
We have received confirmation that despite expected shortages in supply of the Covid-19 vaccines over the next month, all health and social care staff will be prioritised for their second doses.
Following on from this week’s announcement from the Medicines and Healthcare Products Regulatory Agency (MHRA) and the Independent Joint Committee on Vaccination and Immunisation (JCVI) regarding the use of the Astra Zeneca vaccine, guidance has now been issued to NHS trusts and primary care.
The advice states guidance in three circumstances:
People who have had their first dose of the Astra Zeneca vaccine should continue to be offered their second dose of the Astra Zeneca, irrespective of age. Unless:
‘Administration of the COVID-19 Vaccine AstraZeneca in patients with a history of cerebral venous sinus thrombosis, acquired or hereditary thrombophilia, heparin-induced thrombocytopenia or antiphospholipid syndrome should only be considered when the potential benefit outweighs any potential risks. Patients who have experienced major venous and arterial thrombosis occurring with thrombocytopenia following vaccination with any COVID-19 vaccine should not receive a second dose of COVID-19 Vaccine AstraZeneca.’
People over 30 years of age who are waiting for their first vaccine should be offered the Astra Zeneca.
People under 30 years of age who are waiting for their first vaccine should be offered an alternative vaccine if one is available.
The government has now confirmed that, from 1 April 2021, shielding advice will be paused nationally. This reflects falling infection rates and advice from the Chief Medical Officer. The Shielded Patient List will continue to be kept current in case of a future need.
In summary, the new advice from the 1 April is to continue to work from home where possible and if individuals cannot work from home, employers should undertake a comprehensive, individual, workplace risk assessment reflecting the current working context (ie improved testing, vaccination and relationship with transmission). These risk assessments are essential to determine the appropriate work arrangements from the 1 April.
All staff should continue to follow national guidance on infection prevention and control and on the use of personal protective equipment.
The NHS Covid-19 response has been reduced from level 4 to level 3.
You can readd the letter from Professor Keith Willett, NHS Strategic Incident Director, and Stephen Groves, Incident Director regarding reducing the national incident level, regarding this.
Today, on the anniversary of the first day, of the first national lockdown due to Covid-19, Rachel Harrison (GMB National Officer) and Rehana Azam (GMB National Secretary) gave oral evidence to the NHS Pay Review Body (PRB) on behalf of all GMB members working in the NHS and Ambulance Services.
This was GMBs opportunity to talk in more detail about our written submission to the PRB and also raise other key issues on behalf of our members. Issues such as Covid-19, low staff morale, mental health, disproportionate impacts on Black Asian and Minority Ethnic workers, impacts of the last pay deal for all members, and specifically for those working in the ambulance service.
You can read a summary of GMB’s oral evidence session to the PRB in the box below.
Opening Remarks.
Rachel Harrison, GMB National Officer:
GMB was the only union who said NO to the last three year pay deal and we believe we have been proven right to do so on several occasions since.
GMB members rejected the pay deal because it was overly complex and difficult for individuals to understand exactly what it meant for them. This has resulted in us still taking queries on pay issues related to the deal now, almost three years later.
It was to be a real terms pay cut for dedicated NHS staff, over half of who were at the top of their pay band. A 6.5% uplift over the three year term was forecast to be a real terms pay cut.
We believed it to be unreasonable for NHS staff to be expected to pay for their own pay rise by taking cuts to unsocial hours and sick pay.
Cuts to enhanced unsocial hours payments for new ambulance staff and those changing roles would cause a divide in the workforce and discourage people from applying for promotions.
GMB has always argued that incremental pay increases should be kept separate from annual pay increases. The right pay rate for the job is the one at the top of the band and automatic pay progression is a way for people to get smoothly to the correct rate for the job. Introducing a pay progression system that is linked to appraisals, leaves many workers vulnerable and at risk of being held back by managers for unreasonable reasons. A fear felt most by our lower paid workers and those of black Asian and minority ethnic backgrounds.
Staff morale and motivation is at an all time low with staff at absolute breaking point.
As an NHS Staff Council Executive member I have spent the last twelve months meeting with NHS employers, and representatives from the Department of Health and Social Care and NHS England & Improvement to ensure our members are protected at work. In order to fully understand the issues on the ground, I am in daily contact with reps and members from all job across the NHS and ambulance services. And I can tell you, they have had enough.
Not only is staff morale at an all time low, there is a mental health crisis looming.
GMB has just closed a mental health survey of our members, which also included questions on long covid.
Out of 3,110 responses with approximately a 60/40 split between the NHS and Ambulance Service, almost 70% of members stated that their work was causing them stress or impacting on their mental health.
Amongst the top reasons for this stress and mental health impacts was fear of taking Covid home, fear for their own safety, trying to balance work and caring responsibilities and financial pressures. 52% stated that their employer didn’t provide adequate support for workers who returned to work after a mental health issue. 76% stated that their employer has not appropriately or adequately supported or managed changes in their working environment or job role during covid.
Long covid is also a very real issue for many NHS staff. Its reasonable to expect that in the early days of the pandemic, when staff were fighting to get access to PPE, those that caught covid, did so at work. Some of these people are still having to take time off work now with long covid symptoms and are not being sufficiently supported by their employer.
Over 41% of those who completed our survey stated that they had contracted covid and they believed that they were now suffering with long covid. Over 33% of these had resulted in having to take further time off work, some on lower pay than they would receive if they were able to be in work and some unpaid. It’s a disgrace that these key workers are not being shown the care and respect that they deserve.
There are workers being forced into situations of overtime at lower rates of pay or unpaid.
Car parking charges have been re-introduced in some areas, despite the NHS people plan stating it should remain free for staff for the duration of the pandemic.
Some of our members are still having to fight to get adequate Personal Protective Equipment to protect themselves.
The lowest paid in the NHS are now on less than the Foundation Living Wage.
NHS staff are seeing their colleagues ill, at breaking point, suffering emotionally, physically, and financially and they are angry. They are rightly calling for the recognition they deserve. They want pay justice and that is a restorative pay increase of 15% or £2 per hour, whichever is the greatest.
Rehana Azam, GMB National Secretary:
We are concerned about a statement made in the NHS England PRB submission:
‘A significant number of Agenda for Change staff earn below £24,000, and for them the Spending Review committed to provide a £250 pay rise.’
This statement is inaccurate as only staff who earn below £24,000 Full Time Equivalent are covered by the policy. It excludes part-time NHS staff who are below the threshold.
If staff who earn below the threshold on a part-time basis are excluded, then it will create perverse outcomes and a sense of unfairness, and also 1.1% to 1.4% would not be an adequate settlement for staff who do earn below that amount FTE.
We are also concerned that the evidence submitted by the Department of Health and Social Care does not rule out a pay freeze for some workers. While vacancies are particularly acute in some occupations, this is a relative measure – recruitment and retention problems are pronounced across the NHS.
The Treasury’s own Equality Impact Assessment from November, which GMB got under the Freedom of Information Act, said that:
‘In order to ensure the NHS is robustly resourced and equipped, it is not appropriate to impose a pay freeze on NHS workers at this point in time.’
We agree with the Treasury on that point – and we think that any attempt to freeze NHS workers’ pay or otherwise cut it in real terms would be misguided.
Another regrettable issue is the Department’s failure to seize the nettle on High Cost Area Supplements (HCAS). We were grateful for the PRB’s supportive comments in its last report and it is disappointing that the Department did not provide a remit for a review. The problems with HCAS are structural and long-term, and if the PRB would consider reiterating that there is a strong case for a review in this year’s report then that would be appreciated.
I don’t need to tell you that there were over 100,000 vacancies in our NHS before the pandemic.
Although, NHS and ambulance service workers have been recognised as the key workers we always knew they were, years of underfunding and undervaluing these workers before the pandemic had led to chronic staffing shortages and a workforce and system already at breaking point. Government was wholly unprepared to protect our NHS and its workers.
People from Black Asian and Minority Ethnic backgrounds have been impacted the most during this pandemic. GMB has just submitted evidence into the European Court of Human Rights (ECHR) which is specific to racism and racial inequality across the NHS and social care. We can provide you with a copy.
PPE has been one of the most shocking failures of this government's handling of the pandemic and continues to be. Out of date PPE was sent to workers on the frontline – masks out of date by years, goggles that were that old the elastic band straps disintegrated when workers tried to put them on. PPE of inferior quality and insufficient to protect workers – paramedics attending to covid patients with flimsy aprons you find people wearing who work in your local sandwich shop.
PPE guidance changed at least 40 times in the first six months of the pandemic, leaving employers and workers completely confused and scared. This led into a huge distrust amongst workers and a belief they were being lied to about how safe they were. Guidance was changed to meet supply with advice issued over one weekend when supplies ran out, advising workers to wash and reuse items that should be disposed.
It is only now being reported of the money wasted on PPE – warehouses full of supplies that were bought without proper checks and of inferior quality and therefore can’t be used. Contracts given to Ministers friends without checks and transparency.
GMB is campaigning for Covid to be classified as an industrial disease. Needless lives have been lost and government has to take responsibility.
GMB is calling for a fully independent public inquiry into covid and the governments handling of it. The government have lost their way. We need a coherent strategy with all key stakeholders at the table.
All devolved countries have recognised the efforts of their health and social care workers with financial bonus payments. Wales went one step further and topped up the payment to account for tax and national insurance deductions. These are payments in addition to any pay award yet to be offered. England is the anomaly.
GMB is clear that the pay award must be one that is consolidated and fully funded. One off lump sum payments are not the answer. However, the fact that the Government in England has failed completely in providing a bonus of this type for recognition of Covid efforts, speaks volumes.
They have failed to do anything other than clap. Instead, they have recommended 1% which is a complete insult.
This is why GMB is calling for a restorative pay award of 15%, or £2 per hour, whichever is the greatest.
Our members know their value, even if government don’t and they are prepared to fight for it if they have to. If we need to go down the route of industrial action in the coming months if there isn’t a satisfactory offer, we will do.
Everyone is watching and waiting to see what the PRB will do. GMB is calling on you to do the right thing and recommend a real terms pay increase.”
The PRB panel focussed their questions on four key areas. Details of these are listed below with brief comments highlighting GMBs response.
1. Affordability of the pay award, & simplicity of the offer
Affordability of the pay award is one of choice for the Government. They have wasted £36 Billion on Test and Trace alone. The question is whether Government can afford not to give a decent pay award.
We are asking for a restorative pay award, to make up for a decade of real terms pay cuts.
GMB represents workers in all job roles, across all pay bands. The 15%, £2 per hour hybrid claim, is the fairest way to give pay justice by addressing real terms pay losses, as well as increasing pay for the lowest earners. The lowest paid are now earning below the Foundation Living Wage.
Can we afford not to give pay justice if we want to retain staff.
2. Impact of the three year deal – specifically on ambulance workers
Ambulance workers were further disadvantaged by the last deal due to changes to unsocial hours payments under section 2. This is created a divide in the workforce who are now on different terms and has negatively impacted numbers of people pursuing promotions. Career development amongst the ambulance workforce is crucial to the future of the service.
This has caused anger and further distrust by ambulance workers, who previoulsy fought to protect their unsocial hours enhancements and won. To have had them removed a few years later anyway sends the message that they are not a valued part of the workforce.
We dispute the Department’s evidence that states unsocial hours payment have remained constant at around 15% of salary for qualified staff. We believe this figure to be much higher.
There are also many outstanding issues regarding the application of Section 2 which remain unresolved. GMB will outline these in supplementary evidence to be sent to the PRB.
3. Equalities
GMB has done extensive work on the disproportionate impact of Covid-19 on workers from a Black, Asian and Minority Ethnic background. We have submitted evidence into the European Court of Human Rights on the impact on the health and social care workforce and will submit a copy of this to the PRB as part of our supplementary evidence.
NHS staff have suffered from instituional racism.
Insufficient protective measures were put in place for these workers.
Workers outsourced to private contractors were denied sick pay and PPE. Workers who are predominantly from a Black, Asian and Minority Ethnic background.
There continues to be disproportionate representation amongst senior people.
GMB is calling for Covid-19 to be an industrial disease.
We have also done some research into representation of women in the ambulance service and the gender pay back. Details of this will be provided to the PRB in our supplementary evidence.
We need Race Pay Gap monitoring to be mandatory.
4. Retention
In response to the question: ‘What is the risk of rentention for AfC staff this year compared to last year? Low, Medium or High?’ – GMB response: very high.
Staff are sticking out the next few months due to feelings of supporting patients and their colleagues through the pandemic, but will leave afterwards if not rewarded with pay justice.
Staff burnout and exhaustion is a real issue that needs addressing.
Flexible working options are not yet a reality for the majority of NHS workers.
The effects of pension contribution increases could mean that many NHS staff are set to actually receive another pay cut. The pension remedy arrangements as a result of the McCloud judgment, may result in more people retiring early – this is of particular concerns in the ambulance service due to the long standing grievance of their retirment age not being equal to that of other emergency services.
What’s Next?
GMB will now provide further written evidence into the PRB on areas that were discussed today. These include:
European Court of Human Rights Evidence: Impact of Covid-19 on the Health & Social Care Workforce.
On-going Section 2 issues for ambulance service workers.
Gender pay gap reporting in the ambulance services.
It is expected that the PRB will review all evidence received and issue their report to Government, who will then respond with their pay offer.
This is when GMB members will be consulted on that offer. Therefore, it is essential that all GMB members details are up to date and permissions given to allow us to communicate with them by email, mobile phone and post.
Members can check their details and make any amendments by contacting local branch’s, representatives or GMB offices, or online at: https://gmb.org.uk/mygmb-edit
The deadline for frontline health and social care workers to book directly to receive a COVID-19 vaccine at a Vaccination Centre or pharmacy-led site has been extended until further notice.
Self-referral extension for eligible staff
Millions of people have had the first dose of their COVID-19 vaccine, including the majority of frontline health and social care workers.
To ensure no frontline workers who want one are left behind, the NHS has opened the National Booking Service to allow eligible staff to book directly at a Vaccination Centre or pharmacy-led site.
Using the National Booking Service is quick and simple. You can do it online at nhs.uk/CovidVaccination, or by calling 119 if you can’t use the internet.
This service is open to any eligible health and social care worker – whether you work directly for the NHS or a contractor, an independent provider or are in private practice.
You will be asked to self-certify that you are eligible when booking, and provide proof of your eligibility when you attend your appointment.
The ability to book directly is only expected to remain open for a limited period of time, so if you haven’t had your first dose yet, make your appointment as soon as possible.
It’s important to remember, in the meantime and even if you have had the vaccine, we all still need to follow all the guidelines to control the virus and save lives. That means following the IPC and testing measures in your workplace, and the general advice at work, at home and when you are out and about.
VENTILATION
New guidance has been published regarding ventilation to stop the spread of Covid-19. This includes guidance for workplace settings and vehicles. You can access it at:
GMB has also launched a new mental health survey for our members working in the NHS and ambulance services. This is a follow up to the one we did in October and includes additional questions on your experiences of Long Covid. The evidence will be used in GMBs evidence session to the PRB so please do take a couple of minutes to complete it. Then share the survey with your colleagues and ask them to complete it too.
GMB’s priority remains in keeping our members safe at work which is why throughout the Pandemic we have been regularly updating our Coronavirus Hub with all the information you need to keep yourself safe. You can check it out at: Get It Right | The Coronavirus Hub
If you have concerns that you may have contracted Covid-19 in the workplace, please record your details on the GMB Risk Register at: COVID-19 Risk Register
ARE YOUR CONTACT DETAILS CORRECT?
It is essential that your membership details are up to date so that we can ensure you are kept up to date with advice and guidance relevant to you.
You can update your details by contacting your local GMB Representative or online using the GMB website at gmb.org.uk/mygmb-edit
UNION VISITS TO YOUR WORKPLACE
It will be many months before we see a return to any form of ‘normality’. Covid-19 will still present a danger to health care workers and the people you care for. As a result, it means that your GMB Union Representatives may continue to have difficulties visiting you in your workplaces.
However, we want you to know that we are still here. We are considering a variety of ways that we can get information to you and engage with you on your issues in the workplace. One way to do this is to arrange a virtual online meeting for your workplace.
If you would like to book one of these meetings please contact your local GMB representative or email NHS@gmb.org.uk
Date: 05/03/2021
GOVERNMENT 1%, GMB 15% - YOU DECIDE!
Government finally submitted their evidence into the NHS Pay Review Body (PRB) yesterday Thursday 4th March 2021,
GMB Evidence Submission: Revoking Mandatory COVID Vaccination in Health & Social Care
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support the mandating of vaccines for workers. This was made clear to Government in two consultations on this issue previously and also in numerous meetings with Department of Health Representatives, NHS Employers and Social Care Providers.
We therefore welcomed the Government U-Turn on this policy which has exacerbated the staffing crisis across health and social care and caused a great deal of distress to many key workers. However, it is coming too late for thousands of workers who have already lost their jobs as a result, specifically in social care where this has been mandatory since November 2021.
GMB is urging employers to be proactive and contact all workers who left due to this policy and offer them their jobs back with appropriate compensatory payments.
Due to the delay in this year's pay round and the increase in the National Living Wage, the lowest paid staff in the NHS were due to fall below the legal minimum of pay with effect from 1st April 2022.
The Current pay rate for Band 1 / Bottom of Band 2 = £9.49
The National Living Wage is to increase on 1st April = £9.50
Unions have been raising this as a concern for several months and the Department of Health and Social Care have now decided they will implement an increase in pay for these workers.
Last week, Staff Council produced guidance on this issue that has now been published and can be accessed at NHS Employers
These workers will see an increase in their pay from 1st April 2022 to £9.65 - a 16p increase.
However, this is a down-payment on any pay award yet to be determined and is not an additional increase in pay.
GMB will be giving evidence to the NHS Pay Review Body on the 22nd March 2022 and a further update on pay will follow after this.
Want more information about being a GMB Rep in your Workplace? Email NHS@gmb.org.uk
JOINT UNIONS CONDEMN RCN WITHDRAWL ON PAY
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GMB have released a statement with our colleagues on the NHS Staff-side condemning RCN's decision to withdraw from the collective bargaining position on NHS pay. Read the joint union statement here.
GMB and other health unions have been raising concerns regarding increasing fuel prices and the impact this is having on our members who are required to use their cars for work. Mileage rates have not been reviewed and revised since 2014 and staff are now suffering a huge financial detriment. In November 2021, unions requested a review of rates via the NHS Staff Council Executive. We are still waiting.
The issue was raised again this week at Staff Council as an urgent matter that needs an immediate resolution and we were advised that the Department of Health & Social Care (DHSC) and NHS England & Improvement (NHSEI) are currently considering the issue of a review.
Unions have advised employers and representatives from the DHSC and NHSEI that our members cannot afford to wait for a review to be conducted. We are happy to support a long term review – but we need an immediate resolution. Whether that is an increase to the 56p per hour rate, and / or a lift of the cap of 3,500 miles for the higher rate of pay. We have requested an urgent meeting of Staff Council to outline all the possible solutions and reach agreement that can be immediately applied to Agenda for Change rates.
Discussions on this issue are also being held with unions in Scotland and Wales.
Current guidance on mileage allowances can be accessed via NHS Employers: Mileage allowances FAQs
Queens Jubilee – Public Holiday
An additional public holiday has been granted to celebrate the Queen’s Jubilee – Thursday 2nd and Friday 3rd June 2022.
Earlier this year we were informed that a national recommendation would not be made on what to pay NHS workers who worked on the additional day. It would be left to local determination.
GMB and other health unions expressed concerns regarding this and advised that all work conducting on a public holiday should be paid in line with the Agenda for Change Handbook. A joint union letter was submitted to highlight our concerns that some employers would not do this and the detrimental impact that would have on staff and workforce morale.
We have now been advised that the DHSC are not willing to change from their position of letting local employers decide. NHS employers on the Staff Council have advised us that they expect that the majority of employers will pay in line with Agenda for Change. However, there will be some that don’t.
To date, GMB is not aware of any Trust that has said they will not be paying enhanced rates for the public holiday. If your employer advises you that they won’t be contact your local GMB Representative so that we can make the appropriate representations on this issue.
Pay Award 2022 Update
In England, the Pay Review Body (PRB) process is underway, albeit delayed. Written submissions have been made and oral evidence sessions will take place in the next few weeks. A National Living Wage uplift of 16 pence per hour will be implemented for Band 1 and bottom of Band 2 staff with effect from 1st April which is an advance of this year’s pay award.
Unions have informed NHS employers and the DHSC of the damaging impact on staff morale that the delay in the pay process is having again this year. Pay is only one issue that needs to be addressed. There are five pillars to the joint union submission and if we don’t succeed in positive change centrally, then we will pursue changes with local employers instead.
The PRB are expected to make their recommendation to Government in the middle of May.
More details will follow in the coming weeks regarding GMBs NHS Pay Campaign, but if you want more information on how you can get involved email NHS@gmb.org.uk
In Northern Ireland, the PRB oral evidence sessions have already happened and in Wales they will be held next week.
In Scotland, the Government have agreed to negotiate on pay this year with unions. A joint union claim has now been submitted and negotiations will start in the coming weeks.
Home Working
NHS Staff Council work continues on the issue of home working.
Want more information on how you can become a GMB Representative or Activist in your Workplace? Email NHS@gmb.org.uk
Mileage Rates Update
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At the request of Unions at last week’s NHS Staff Council Meeting an urgent summit has now taken place to consider options for a speedy solution to the impact of rising fuel rates on our members that use their cars for work – particularly those that deliver care in the community.
It was clearly stated by Government representatives that there wasn’t any additional funding available at this time to address this issue. Therefore, any additional costs would have to be absorbed within existing budgets. It was also stated that there was no additional funding to be made available in Scotland, Wales or Northern Ireland also.
Employers do recognise the issue facing our members as fuel prices have been increasing and are open to considering the options for an urgent remedy until a longer-term review of rates can be undertaken.
Employers are currently collating the data from all trusts as to what arrangements they currently have in place and how many staff are impacted, so that the full picture can be understood and calculations of costings made. This data is expected to be available on the 1st April 2022.
Whilst we wait for the data, unions and employers are collating a list of preferred options for a remedy. If you are impacted by this issue and want to feed in potential solutions that would ease the current financial burden you are facing, please email your comments to NHS@gmb.org.uk
Whilst we are working at pace to try and reach agreement on an immediate solution, this is still not quick enough for GMB members that are struggling to put fuel in their cars for work now. Some potential options that could be raised with your employer locally could be:
Providing fuel cards for the low paid
Employers to plan work differently to reduce miles expected to travel
Providing hire cars for the low paid
Pool cars for teams
Paying expenses weekly instead of monthly
If you are experiencing problems due to this issue, please speak with your GMB Representative who will be able to support your discussions with your employer.
A further meeting is scheduled for week commencing 4th April 2022 and a further update will be issued then.
Want to be a GMB Representative in your Workplace? Email NHS@gmb.org.uk
NHS Pay
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Following on from the written submissions that GMB and the joint health unions made into the Pay Review Body, oral evidence sessions have now taken place.
Representations have been made to the PRB on behalf of NHS staff calling for a significant increase in pay that busts inflation, a down payment and plan towards restoring a decade of lost earnings and a retention package that seeks to address job banding, fair pay for additional hours, limits to excessive hours to prevent burnout, the use of recruitment and retention premias and supports career progression.
The PRB were interested to hear from us about: how the living wage should operate within the NHS; the use of recruitment and retention premias and high cost area supplements; mental health support initiatives; the impacts of Covid-19; staffing levels; career development; flexible working and job evaluation.
We now await their report of recommendations to Government which is expected in May 2022 and hope that this year – they have listened to the voices of NHS workers and will recommend a pay award that truly recognises and values NHS staff.
GMB is looking for members to get active in this year’s pay campaign. Are you interested? If so, email NHS@gmb.org.uk with your details.
Access to free Covid-19 tests for the population comes to an end on the 1st April 2022.
Government have now announced that NHS staff working in patient facing roles will however continue to have access to free tests via the government portal.
GMB has long campaigned for free car parking for NHS staff working at hospitals. We were successful in March 2020 at the start of the pandemic in securing this. However, Government have now announced that this is coming to an end and as of 1st April 2022, Trusts will be able to start charging staff to park at work again.
GMB has criticised this move by Government as another insult to NHS key workers. The pandemic is far from over, with Covid-19 cases still high and many NHS staff still having to take time off as a result.
What makes the decision even worse for NHS staff is the timing. April will see NHS staff facing increases to National Insurance contributions at the same time as not receiving the annual cost of living pay award that should be received. The Governments delay in issuing a remit to the PRB means that it will be months yet before NHS staff see an increase in their pay – and the lowest paid in the NHS having to be paid a supplement on their pay rate so that NHS employers do not breach minimum wage legislation.
Car parking charges at hospitals are notoriously high. This is in part due to the chronic underfunding of the NHS by the Government which means that Trusts have had to rely on car parking charges to keep NHS services running. Therefore, the Governments underfunding results in NHS workers paying to prop up the NHS. GMB will continue to call on Government to once and for all make car parking free for all NHS staff.
You can read the news coverage on this via BBC News.
NHS Staff Survey
The results are in and it’s no surprise to see that NHS workers are not satisfied with pay. Only 32.7% of NHS staff say that they are satisfied with pay – a decrease of 4% when compared to last years results.
With specific regards to staffing levels – only 27.2% of staff say that they feel there are enough staff at their organisation to enable them to do their job properly – a decline of 11% across the NHS when compared to last year, and a decline of 16% in the ambulance services.
A summary of some of the other results from this year’s staff survey:
59.4% of workers would recommend their organisation as a place to work – down 7% compared to last year.
67.8% are happy with the standard of care offered by their organisation – down 6% compared to last year.
55.5% believe their employer acts fairly in terms of career progression – down 3% on last year.
68.6% of workers say that they feel valued – but this decreases to just 56.7% in the ambulance services.
All NHS Pay Review Body (PRB) evidence sessions have now taken place and we await their report of recommendations to be made to Government before the end of May 2022. Once Government have received the report, Ministers will consider it before making their announcement on pay. Once received, unions will ballot members on the pay award.
Unions have called on the Government not to unnecessarily delay this process any further, as NHS staff wait for their pay increase which was due 1st April 2022. We have also called on employers to do more to push for a suitable pay award for NHS staff. Guidance is being issued on how staff can manage their finances (In-work poverty and good employment | NHS Employers), but we believe the responsibility shouldn’t be on staff to manage their money - it should be on employers to ensure they are receiving adequate pay.
Updates on pay will follow as and when they are available. However, members should be getting involved with the pay campaign now. If you want to get involved with the pay campaign in your local area email your details to NHS@gmb.org.uk for more information.
Wales & Northern Ireland – Are also waiting for the reports from the PRB.
Scotland – Are waiting for the first meeting of this year’s pay negotiations to be arranged shortly.
Mileage Rates & Allowances - England
Unions have long been raising the need for a review of mileage rates across the NHS as this hasn’t been done since 2014. A commitment has been given that these will be reviewed at some point in the future. However, the current cost of living crisis and increases in fuel prices has impacted on GMB members who rely on their cars for work – especially those delivering care in the community.
Unions on the NHS Staff Council have called for an urgent temporary resolution and had hoped that additional central funding would be allocated to local NHS employers to assist them in implementing temporary increases. Unfortunately, we have now been advised that there won’t be. This is extremely disappointing and has resulted in local employers delaying implementing temporary measures.
NHS employers in Wales and Scotland have already implemented a 5 pence increase on all rates, despite there being no additional funding. Some local NHS employers in England have also implemented temporary arrangements – which GMB welcomes. We now call on other employers to do the same, working in partnership with local staff side unions.
GMB Reps have already been issued with guidance and advice on what to ask for locally where our members are struggling. There will also shortly be advice and guidance issued from joint union on the Staff Council.
Queen’s Jubilee Public Holiday
The additional public holiday in June is fast approaching. GMB is calling on all employers to do the right thing and pay in line with Agenda for Change Section 13. Guidance has been issued to the system from NHS employers and we hope that all employers will honour this.
If your employer is not paying the Queen’s Jubilee in line with Agenda for Change – let GMB know today at NHS@gmb.org.uk
Flexible Working
The NHS Staff Council Task & Finish Group continue working to produce and provide guidance and support to assist in embedding flexible working into the NHS.
The ambulance profile review is progressing. PTS and Clinical Advisor profiles will be out to staff council for consultation in the next six weeks.
System leaders and chiefs, local organisations and unions will all be involved in the Nursing and Midwifery Profiles review. The Job Evaluation Group are Starting to collate evidence of roles and a survey is being created so that everyone can get involved – this will probably be launched during the summer.
Reminder to members that the work in reviewing the national job profiles, will not automatically lead to issues being resolved locally. If you are a GMB member who has concerns about your job description and whether it accurately reflects your current role, please speak with GMB Representative.
Want more information about being a GMB Representative in your workplace? Email NHS@gmb.org.uk
Government push ahead with NHS Pension Contribution Increases
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GMB along with the other NHS Trade Unions, recently submitted evidence into the Government’s Consultation on increasing pension contributions for members of the NHS Pension Scheme. The government have now published their response.
Despite representations from GMB and others, Government have announced that they will be increasing pension contributions for NHS staff and the new rates will come into effect later this year. The increase will be introduced in phases – half in October 2022 and half in April 2023. You can see the specific details in the table included with the governments consultation response at - NHS Pension Scheme: proposed changes to member contributions: consultation response - GOV.UK (www.gov.uk)
The government are making changes to the scheme in positive ways for members also. One is that they will be dynamising the pension tiers so that pension contributions will be linked to Agenda for Change pay bands. Also, the scheme will change to one based on actual earnings and therefore be fairer for part time workers.
However, GMB has concerns about the possible impact that increasing pension contributions could have on the scheme. We still disagree with Government that members should be paying extra into the scheme and the Judicial review (expected to be heard in May / June) on this issue will hopefully resolve this prior to the changes becoming effective on 1st October 2022.
The NHS Pension Scheme Advisory Board (of which GMB is a member) will be meeting to discuss this latest development on 15th March 2022 and more details will follow as soon as they are available.
