Wales NHS pay offer 2022-23 and 2023-24 consultation FAQs

RCN members on NHS Agenda for Change contracts in Wales were consulted on whether they accept or reject the revised pay offer from 24 April to 10 May 2023. Members in Wales rejected the offer from Welsh government, and therefore the RCN has announced strike action to take place in Wales in June and July.

Please click on the questions below to reveal further information.

The below information is provided by Welsh Government and is replicated in full here.

The NHS Wales’s salary scales with February’s offer included can be used alongside the offer to understand how the offer relates to your own circumstances.

Pay 

The offer relates to two financial years: 2022-23 and 2023-24. The new offer is in addition to the 2022-23 Pay Review Body (PRB) award of £1,400 (or 4% band 6 and top band7), and the additional 3% pay award you are already receiving of which 1.5% is consolidated (paid on an ongoing basis).

For 2022-23

In addition to the 2022-23 PRB consolidated pay award, the Welsh government has offered:

1) An additional 3%;

- 1.5% consolidated increase (backdated to April 2022) to be paid in May 2023 pay packets,

- 1.5% non-consolidated payment received in the March 2023 pay packet.

2) Now a further additional non-consolidated NHS recovery payment paid as a sliding scale across the bands.

For 2023-24

1) A consolidated pay increase of 5% for all staff.

2) Welsh Government commits to the principle of pay restoration to 2008 levels.

3) Work in social partnership to make practical plans to meet this aim (including influence UK Government and Pay Review Body).

4) NHS Pay Review Body (PRB) process: Work in social partnership to influence changes to the PRB process for future years.

 

Non-pay

1. Unsocial hours allowance

a) Reinstated after three weeks sickness absence with immediate effect. (Remains the permanent position if this offer rejected).

b) With effect from 1st March 2023, for a twelve month period, USH will be reinstated after one weeks sickness absence.

c) Monitoring of this additional change will be undertaken in the context of relevant wider partnership discussions for example around flexible working.

d) Work in social partnership to review how the policy is implemented to ensure fairness, industrial injuries are properly recognised, and that staff are not discriminated against in line with the Equalities Act 2010.

e) After twelve months there will be a formal review in partnership with the expectation that the USH reinstatement after one weeks sickness absence will be made the permanent position.

 

2. Career progression

a) Review career progression arrangements starting with nurse and other health care professional’s progression from band 5-6.

b) Shared aim of improving ability for individual progression in their professional field/staff group.

c) Development of a framework (including an implementation plan for career progression) by Summer 2023.

d) Implement recommendations of the nurse preceptorship scheme report.

e) Utilise this work to consider developing similar schemes across other Staff groups.

f) Job evaluation - review job descriptions which are over three years old.

 

3. Flexible Working

a) Implement the principle that acceptance of flexible working becomes the default across the workforce unless there are clear reasons to decline.

b) Deliver an all-Wales policy on flexible working by September 2023.

 

4. Working Hours

a) Explore reducing hours in the working week for Agenda for Change staff with the aim of moving to a 36-hour working week without loss of earnings.

b) Working group to report by Autumn 2023 on feasibility and implications (service provisions, safe staffing levels, staff wellbeing, and costs).

c) Working group will develop a plan including timeline for the move to a 36-hour working week without loss of earnings.

 

5. Reduction in use of agency

a) Work in social partnership to reduce reliance on agency workers through all means possible including adherence to the NHS Agenda for Change Terms & Conditions.

b) Incentivise NHS employment e.g. weekly pay, annualised hours, additional hours.

c) Review the use of overtime and bank rates to incentivise.

d) Any extra hours added onto the end of the shift due to work pressures will be paid at overtime rates across all roles.

 

6. Retention Strategy

a) Implement and monitor recommendations contained in;

- National Workforce Implementation plan,

- Nursing Retention Plan due in April 2023,

- other professional group retention strategies (including the review of Birth-rate Plus Report).

b) Identify recommendations which may be transferrable across all Agenda for Change groups.

 

7. Retire and Return

a) Deliver an all-Wales policy on retire and return by September 2023.

b) Reissue and reaffirm retire and return principles and make these mandatory minimum standards from May 2023

c) Make joint representations in social partnership to UK Government to explore options for future pension flexibility regulation changes to aid retention and facilitate early retirement.

 

8. Health and well-being

a) Work in social partnership to deliver a programme of changes that improve individuals experience of work including;

b) Support for individuals to enable people to remain in work or return from absence as quickly as possible.

c) Ensure that support for the mental wellbeing of staff has parity with physical wellbeing support.

d) A focus on redeployment (including cross boundary working) rather than sickness absence when this is appropriate.

e) Full implementation of the Fatigue and Facilities and Midwives Caring for You Charters.

 

9. Continuing Professional Development (CPD)

a) CPD is included as a priority in the National Workforce Implementation Plan is led by HEIW. This will include;

- incorporate the output of the staff welfare project

- identify key benefits in staff retention, working at top of licence, utilising whole workforce and delivering prudent health care

- have the long term goal for all staff protected time as parity with medics but set specific steps to achieving that which are realistic and achievable.

b) Alongside this, the WPF Business Committee will jointly;

- immediately reaffirm the current expectations of employers to enable regular CPD time to support the maintenance of professional registration

- develop an all Wales approach which guarantees protected time for staff CPD (with the aim, over time, of extending this guarantee to all NHS staff learning and development).

 

10.Partnership Agreement Hub

a) Create a Partnership Agreement Hub by July 2023 which will;

b) disseminate agreements,

c) track progress, and

d) hold the relevant organisations to account for delivery and compliance with terms & conditions and all-Wales policies

 

The RCN has been clear that members will be consulted on any pay offer made by the Welsh government. The RCN is clear in its commitment to continue to do so.

This pay offer relates to all staff employed in the NHS in Wales on Agenda for Change terms and conditions.

At a meeting involving all health unions on Tuesday 23 May that make up the Welsh Partnership Forum, RCN Wales voted to reject the pay offer for NHS staff in Wales. The offer was accepted by the majority of other unions.

As a result of this vote, the Welsh government will now implement the pay offer and RCN Wales members will receive the additional payments for both 2022/23 and 2023/24.

However, the RCN in Wales remains in dispute with the Welsh government.Therefore, strike action planned for 6 and 7 June and 12 and 13 July will go ahead unless the Minister for Health and Social Services re-opens meaningful pay negotiations immediately.

The RCN consulted members in Wales who work in the NHS on Agenda for Change contracts to ask if you accept or reject this offer from Welsh government. A majority of members that voted in the consultation rejected the offer, therefore the RCN announced strike action for 6 and 7 June and 12 and 13 July 2023. 

Strike action will take place on 6 and 7 June and 12 and 13 July 2023 and will take place at all NHS employers in Wales where there is a mandate for strike action.

If strike action is taking place at your employer, you can strike by withdrawing your labour. You can join a picket line at your usual workplace or at your employer’s headquarters if you don’t have a usual workplace. If you are not on duty or have the day off, you are encouraged to support the strike by visiting the picket line to stand nearby.

If you are employed where strike action is taking place, do not go to work on the day of the strike to take part. You can also participate in a picket line, or support colleagues doing so at your employer.

Strike action will run for the duration of the day shift on each day and derogations will be tighter than those in place during strike action in December 2022. All members employed where there is a mandate to strike will be called on to take strike action on these days.