The new UK government has accepted the Pay Review Body (PRB) report's recommendations for NHS pay in England.
The PRB report, outlining their recommendations for NHS pay across England, Wales and Northern Ireland for 2024/25 has now been published.
The government has accepted those recommendations in full for NHS staff in England.
The recommendation is for 5.5 per cent for all staff, representing a small step in the right direction with inflation currently running at 2 per cent.
We expect the pay award - which will be backdated to 1 April 2024 - to be made in October payslips.
The government has also committed itself to the PRB's recommendation of introducing a midpoint for bands 8a and above, reached after two years. This is now subject to ratification from the NHS Staff Council. Further information on the implementation of this will be provided as it becomes available.
In addition, the PRB made a welcome recommendation about the need to address issues with the pay structure within the NHS Agenda for Change contract. The government has confirmed it will take this forward - working with health unions and employers through the NHS Staff Council - to address longer term issues with the structure.
Pay across the UK
The governments in Wales and Northern Ireland will now consider the report.
They are currently awaiting confirmation of funding arrangements from the UK government. However, with the parliamentary summer recess underway, it is unclear when decisions in Wales and Northern Ireland are likely to be taken, but the CSP will be pushing for early discussions and decisions alongside other health unions.
In parallel, negotiations with the Scottish government have started - with the CSP and other health unions continuing direct negotiations through August.
Our initial view
Pay rises for NHS staff are already four months late, due to the previous government's delays. Therefore, an early announcement to accept and implement the PRB award in full is welcome, along with a new commitment to address delays in the future.
However, it is absolutely critical that the award is fully funded in order to protect already overstretched services to patients, and we will be seeking further clarification on the funding position.
Elaine Sparkes, assistant director of Employment Relations and Union Services at the CSP, said:
It is welcome that the PRB has recognised the strong case put forward by the CSP and other health unions for an above inflation award
'However, this can only be the start of a process to restore and improve the value of NHS pay which has been significantly reduced over the last decade and a half.
'If recruitment and retention is to be addressed, then this government must deliver a future pay strategy that supports the whole NHS workforce and rewards it properly.'
Next steps
Through the PRB process, government reviews the recommendations and then makes a pay award. It is not an offer, so there is no formal process for unions to consider and respond.
However, the CSP will now begin the process of gathering members views on the award. We will update members of any next steps, following an initial meeting of our member-led pay sub group.
To ensure we can contact members through workplace stewards and directly if necessary, we are asking all members to update their member profile information, in particular their employer and workplace information and contact details, including the full postal address.
FAQs
What about 2025/26 onwards
- This award is for 2024/25 only.
- The UK government has indicated it will issue a remit letter for a PRB process in September this year, to provide recommendations for 2025/26.
Why does this award include an additional intermediate pay point for bands 8a and above?
- The current pay structure gives only two pay points for these bands – with five years to reach this second point. This will bring these bands in line with other similar bands by adding an additional point after two years.
- It is something the CSP and other unions have been pushing for to promote career progression. This is particularly important between bands 7 and 8a where the increase in responsibility if often significant but the increase in pay is small and it then takes five years before reaching the next and final point. This is a positive step to help address this.
Will this apply to non-NHS staff delivering NHS services, or staff outside of Agenda for Change?
- The pay award applies for NHS staff in England under Agenda for Change terms and conditions.
- Non-NHS staff will only be guaranteed the award where their employers' terms and conditions are 'dynamically' linked to NHS Agenda for Change (AfC) with a clear contractual right to AfC pay rises.
- This applies to some - but not all - community interest companies and social enterprise companies that deliver NHS services. Likewise, First Contact Physiotherapist staff's eligibility will be dependent on the employment model of their service.
- All members employed outside the Agenda for Change contract should check their own contracts to see how their pay is determined.
What about non NHS services and self-employed members?
NHS pay increases benefit members working in other sectors by providing a market benchmark. Non-NHS employers must keep track with NHS pay, terms and conditions if they are to remain competitive in the staff recruitment market.
We recommend that self-employed members factor in the NHS Agenda for Change rates in determining your own charges.
Does this cover the Isle of Man?
- The Manx NHS is not covered by the PRB process but the UK award is likely to influence pay in the Isle of Man.
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