The latest on the status of NHS pay in Wales
NHS pay in Wales for 2024/25 returned to a more typical Pay Review Body (PRB) process.
The PRB is independent from the government and reviews information and evidence from health unions, the government itself, and NHS employers.
It will then make recommendations to ministers. It is the government which decides whether to accept these recommendations.
On 10 September 2024, the Welsh government announced it would accept the PRB's recommendations in full. They are:
- Uplift all pay points for AfC staff by 5.5 per cent on a consolidated basis, backdated to 1 April 2024. We expect pay awards to be received in November 2024 pay slips.
- Add intermediate pay points at AfC Bands 8a and above. Work at staff council has been done on this and will be implemented once ratified by Welsh Partnership Forum.
- The Welsh Government will work with the UK Government on how to take forward the Pay Review Body recommendations on Agenda for Change pay structures.
Frequently asked questions about NHS pay in Wales
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 the second point. This will bring these bands in line with other bands of similar length by adding an additional point after two years.
It is something the CSP and other unions have been pushing for to address the long-standing anomaly and promote career progression. This is particularly important between bands 7 and 8a where the increase in responsibility is 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.
What is the commitment to improve the pay structure in the future?
The government accepted the recommendation from the Pay Review Body to address outstanding concerns within the AfC structure. This is something the CSP and others have been raising for some time.
This will give a meaningful opportunity to begin the discussions, and over time we will aim to address issues such as the small gaps between some pay bands, the lack of career progression in band 2 and the need to ensure the lower bands are always above the minimum wage – if not the living wage. Welsh Government has committed to working with UK Government on this, however, we would like to work in social partnership in Wales on this matter.
Can I receive my backpay in instalments?
This may be an option for a small number of members, particularly those receiving universal credit or similar benefits, who find that any changes to monthly income will directly impact the value of these payments.
In these specific situations NHS employers may have the flexibility to pay any backpay in instalments. Trade unions will work in social partnership with NHS employers to determine how or if this can be done. Any members who may be affected should speak to their steward in the first instance.
What about the non-pay commitments from the previous AFC pay deal?
As part of the agreement to resolve the pay dispute last year there was a commitment to take forward work on several non-pay areas. Many of these elements were completed by 31st March 2024, however there is ongoing work on the development of a feasibility report into a 36-hour working week and protected CPD time. We will report on the outcomes of these when they are completed. More information on these elements can be found in the review published at end of March 2024.
Will this apply to non-NHS staff delivering NHS services, or staff outside of Agenda for Change?
The pay award applies to NHS staff in Wales 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 the NHS Agenda for Change (AfC) with a clear contractual right to AfC pay rises.
Likewise, First Contact Physiotherapists - and others working in general practice - eligibility will be dependent on the employment model of their service and their own contract E.g. dependent on whether staff are employed through a local NHS MSK service; or directly by a GP practice.
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. However, pay increases will depend on the individual contract and the employer.
We recommend that self-employed members factor in the NHS Agenda for Change rates in determining your own charges.
