NHS staff got nothing for their sacrifice, not even a lump sum payment of £500 to £1,000, which care home workers in France got – it makes me so sad. • For staff at the top of bands 8d and 9 their basic pay increase and their one-off non-consolidated lump sum will be capped at the level of the increase for the top of band 8c. “When the next pay review body process begins, the government must allow it to be truly independent and able to recommend a meaningful increase that helps hardworking staff with the cost of living. This would amount to a total increase on basic pay of 6.5% over three years plus the extra 1.1% … Find current NHS Agenda for Change Pay Rates (April 1st 2020 to March 31st 2021). When Agenda for Change was first agreed over 13 years ago it was far from perfect. For health workers already at the top of their band, most would get 6.5% between April 2018 and April 2020. What is certain is that the pay offer is more for everyone than existing arrangements. Lump-sum payments are also used to describe a bulk payment to acquire a group of items, such as a company paying one sum for the inventory of another business. Most would progress to the top of their band more quickly than is possible now. But in a year where staff  did get them, they would be worth more. This same cash rate would be applied until 31 March 2021. Once the changes to pay bands have been completed, the system would reset with the new adjusted percentages for the future. A number of nurses have discovered it will take up to 60 days for their initial lump sums to be processed not the 30 days advertised. However, no-one can predict inflation for certain. Nursing staff must be given a pay rise that matches inflation, with an additional consolidated lump sum that begins to make up for the years of lost pay. During the three-year proposed agreement the band 1 rate will increase to £17,652 in April 2019 and in April 2020 it will hit £18,005, which will also be the bottom rate of band 2. From 1 April 2020 further restructuring of the pay … The pay proposals should help the employers improve recruitment of staff. For staff below the top of the bands the increases proposed over the three years are between 9% and 29%. These staff will not receive an increase on their incremental date, because they will have received their pay increase early. The length of stay for other bands has been reduced because it has been much longer, for example, seven or eight years for pay bands 5, 6 and 7. A number of media outlets have been reporting that NHS staff are not getting the pay increases they were promised under a new pay deal. This is because it delivers major increases for those not yet benefiting from the full rate for the job, and meaningful increases for those who already do. Current progression arrangements would continue to apply, so annual incremental progression would continue as expected for staff during the transition. In total, current band 1 staff would receive increases of 15% to 17% over the three years. The deal kicked in last month, with pay rises backdated to April. Follow the simple steps below and then click the 'Calculate' button to see the results. This is known as ‘commutation’ and, under current tax rules, you can take a maximum of 25% of the value of your pension fund tax-free. This has proved who the real key workers are and who keeps this a truly wonderful country. Unions demand 3.9% pay rise for NHS plus £800 lump sum; Plans to end pay cap ‘must make up for lost nurse earnings’ According to the survey, 69% of the public supported NHS staff being paid an extra £800 on top of a pay increase that is in line with RPI inflation. Someone starting a role will normally begin on the lowest pay point in their job band, before rising by one pay point per year until the… Welsh NHS staff are being given details of an improved pay offer that's led Unison to call off a half-day strike planned for Monday. For the small proportion who haven’t – and for new starters and promoted staff in the future ­– incremental progression would work quite differently in the future. One of the things we got out of the settlement was agreement to hold talks about refreshing the pay structure to make it work better for the NHS and staff in the future. NHS pay: Wales HSC pay: Northern Ireland The Chartered Society of Physiotherapy (CSP) is the professional, educational and trade union body for the UK's 60,000 chartered physiotherapists, physiotherapy students and support workers. We would either have to accept that outcome or try to force the issue through a dispute that members would need to be prepared to participate in. You may convert part of your pension to provide for a lump sum. In addition, he claimed that he and others had been labelled “deluded” by senior RCN staff for opposing the deal. For bands 1-3 unsocial hours payments would be calculated in a different way to protect the current cash values for three years while pay changes take place, and thereafter allow them to go up again alongside basic pay increases. That means they will rise by 3% from 1 April 2018, 1.7% from 1 April 2019 and 1.7% from 1 April 2020. We believe that the proposed deal is the best we could achieve by negotiation so members need to be aware that if the outcome of union consultations is for the unions to reject the deal, it is unlikely that the government will agree to re-open talks. All but the very highest paid staff would get 3% in April 2018, 1.7% and a 1.1% lump sum in April 2019, and 1.7% from April 2020. You're also able to give up even more of your annual NHS pension to increase the lump sum. In the unlikely event that a combination of special circumstances would mean this was not the case, the trade unions secured a ‘no detriment’ clause which would protect any such individuals. This would be done in consultation with you and your colleagues, and you would get training and support to take on any additional duties. 1,140 posts. AfC includes all NHS staff except for doctors and dentists, and places them on a graded pay scale made up of nine bands ranging from £15,000 to £100,000. The figure of 6.5% is a minimum and the lowest paid NHS staff can expect a maximum pay rise of up to 29% over the next three years. In other words, it will be a one-off "bonus" payment that will not increase the salary level beyond the year of payment. A total of 14 unions - including Unison and the Royal College of Nursing (RCN) - have written to chancellor Philip Hammond calling for a 3.9 per cent pay increase for NHS staff, plus an additional consolidated lump sum of 800 pounds. This is not optional. For some staff the gain over three years is quite small. 1.1% lump sum in year two • removal of band overlaps to ensure promotion comes with a proper pay rise, and to lessen the risk of equal pay challenges • ending poverty pay through an immediate move to a new above-living wage minimum rate, with further increases for the lowest paid staff by the end of the deal How long should it take for NHS pensions to award a revised pension? The Treasury has committed to providing £4.2 billion of new money to pay for the deal. When you retire, if you're part of the 1995 Section you'll get an automatic lump sum as well as your annual pension. Rejected petition Give all NHS staff a lump sum tax free cash bonus and a guarenteed pay rise. Labour's new leader Keir Starmer has made a powerful argument for giving NHS staff a pay rise. Roughly 14 per cent of the staff currently employed in the NHS would not reach the top of their band by the end of the three-year deal. The main difference is you will become subject to re-earnable pay after you have reached the top of the band and not before, as now. Please note - this document was updated on 24 April 2019 to amend one of the bulletpoints, which previously advised on which organisation should fund the payment of the one off non-consolidated lump sum payment in circumstances where employees become eligible but subsequently change employers before the payment has been made. All annual leave entitlements will stay as they are. Women win NHS pay ruling. This would amount to a total increase on basic pay of 6.5% over three years plus the extra 1.1% lump sum in April 2019. New recruits would be recruited onto the section 2 arrangements and this would also apply for existing staff who change roles where a new contract is required. The value of this lump sum for staff on bands 2 – 8c will be 1.1 per cent of the value of the top pay point in the individual’s pay band. 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