The context for the 2017/18 pay round for both the DDRB and PRB, is the continuation of public sector pay policy which caps pay for public sector staff at an average 1 per cent annually until 2019/20.
The review bodies will consider recruitment and retention issues and how pay levers can address these. It is likely that consideration will be given to whether there is scope for targeting to address any recruitment and retention pressures. To ensure the cost of the award remains in line with the 1 per cent average announced for the public sector, allocating a higher than 1 per cent award for some NHS groups, would need to be offset by a correspondingly reduced average award for all other NHS staff.
Doctors and dentists in training are voting on the ACAS negotiated agreement and whether to accept a reformed junior doctor contract. The agreement includes a proposal that the nodal points increase by at least 1 per cent in 2017/18, 0.9 per cent in 2018/19 and 0.8 per cent in 2019/20 to allow for the funding of the planned increase in the national living wage in the NHS.
NHS Employers and the BMA’s Consultant Committee has made significant progress in discussions and continue to work closely on the detail of a negotiated offer to amend the 2003 consultant contract. A cost neutral funding envelope remains and will increase as the consultant workforce grows. It is likely that next steps will announced in the autumn 2016.
NHS Staff Council staff side and employer representatives are undertaking a review of Agenda for Change pay, terms and conditions. The review will not directly address cost savings due to a Department of Health commitment to make any changes cost neutral within the public sector pay policy. Transition to a reformed contract might be funded through a targeting of the 1 per cent annual awards. As a minimum, changes will need to be made to pay bands 1-3, to affect the governments’ national living wage which will impact on the NHS from 2018/19.