The latest on the 2024/25 pay process
What is happening with NHS pay in 2024/25?
The 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 29 July 2024, the new 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 seen in October 2024 pay slips.
- Add intermediate pay points at AfC Bands 8a and above. Now ratified by NHS Staff Council, which includes the CSP and other health unions We expect associated backpay for this element of the award to be made in November.
- Work with the NHS Staff Council to take forward the PRB's recommendations on AfC pay structures.
Frequently asked questions about NHS pay in England
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 to begin in September this year, to provide recommendations for 2025/26. The CSP has submitted evidence, pushing for a timely above-inflation pay award.
The CSP has also made clear that the current delays are unacceptable and this earlier start reflects the government’s willingness to try and address this.
Can I receive my backpay in installments?
It will be financially prefereable to some members - e.g. those receiving universal credit payments, where any changes to monthly income will directly impact the value of these payments - to receive their backpay in installments.
NHS employers have the flexibility to do this, and NHS Social Partnership Forum expects employers to clearly communicate how and when such requests should be made.
Talk to your CSP steward if this information is not forthcoming from your employer.
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.
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 a number of non-pay areas. The work is close to being finalised with a range of recommendations that will then be discussed with a view to taking forward further work in these areas.
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 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 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, consortium, or PCN.
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.
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.
