Discussions on National Enabling Framework on pay
13/12/2010 Employers recognise the benefits of national terms and conditions that are fit for purpose but are facing tough challenges to deliver the efficiency savings over the next two years.
Following feedback from employers, NHS Employers is in discussions with the national trade unions about a National Enabling Framework which, if agreed, would allow employers to agree locally with their trade unions:
- to freeze incremental pay progression for all staff groups
- in return for a commitment to provide a guarantee of 'no compulsory redundancies' for as many staff as possible.
Employers are working hard to manage pay costs and to minimise any job losses, as part of their drive to deliver the required efficiencies. If agreed, the National Enabling Framework, would help employers do this over the next two years (2011-2013).
The proposed National Enabling Framework - key points
In return for a local freeze on all pay increments for 2011/12 and 2012/13, including an equivalent freeze for senior managers, over the same period, employers would:
- provide a guarantee of no compulsory redundancies for all staff bands 1 to 6
- seek to avoid compulsory redundancies for all other staff groups including consultants and very senior managers
- for junior doctors and dentists, commit to maintaining training opportunities for junior doctors and dentists
The key parties are also scoping the option to defer any increases in staff pension contributions for the same period (2011-2013), in those trusts that implement the Framework.
Who would be covered by the National Enabling Framework?
The framework would apply to all staff on Agenda for Change (covered by the NHS Staff Council), all medical staff and all senior staff covered by remuneration committees or the Very Senior Managers pay framework. If agreed, it will be for employers and their trade unions to decide whether to implement the framework locally.
The framework would not prevent employers from offering staff voluntary redundancy, mutually agreed resignations or alternative employment in line with existing terms and conditions.
Does this impact on the Government's proposed minimum uplift for staff earning £21,000 or less?
No, this is completely separate and is being considered by the NHS Pay Review Body, as part of the annual pay review process.
Next steps
NHS Employers is in discussions with the trade unions covering Agenda for Change staff, through the NHS Staff Council, and the British Medical Association. We will continue to provide updates when we have more information.
Follow up reading
Waving or drowning? A workforce on the brink of change
UNISON evidence to the NHS Pay Review Body November 2010
Employers' Proposal for a National Enabling Agreement (for England only)
Branch Circular. Proposal by NHS employers (England) on job security, pay progression and agenda for change
FAQs on the employers Proposal on Pay, Job security and AFC
