But there were a few areas where we were prepared to enter into talks around making certain terms and conditions more consistent, and to address the knock-on effects of moving away from the current system of pay points. 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. Once the changes to pay bands have been completed, the system would reset with the new adjusted percentages for the future. But the proposed agreement would provide for local employers and trade unions to work together to introduce local ways of guaranteeing that staff can access the annual leave and TOIL entitlements they do have, as we know many staff struggle to take what they are owed. ... but Unison said a Grade D nurse currently on £17,670 could see her pay rise to £ ... but might decide on a different sort of financial settlement such as a lump sum. Please Note - At the time of publication, the branch believe that the lump sum element to the 3 year deal will be non-consolidated. As a result most terms and conditions – including annual leave – remain unchanged. In every case, unsocial hours earnings each year would be higher than under existing arrangements (i.e 1% increase per year). Rejected petition Give all NHS staff a lump sum tax free cash bonus and a guarenteed pay rise. The unions remain committed to preserving the Agenda for Change pay framework across the UK and to seeking levelling up where pay rates have diverged. Once the changes to pay bands have been complete the system resets with the new adjusted percentages for the future. It’s now over a month since the NHS Pay deal was announced. They would therefore benefit from a further increase taking their salary to £18,005, equivalent to £9.21ph, by the end of the deal. As salary bands rise this provision will be phased out altogether as minimum salary levels overtake £18,160. But in a year where staff  did get them, they would be worth more. At some point before April 2021 you should have completed your move into band 2 and after two years in that band you would be eligible –  through the new pay progression system linked to appraisals – to progress to the top of band 2. A million NHS workers demand inflation-busting 3.9% pay rise as pressure mounts on ministers to scrap the public sector cap for ALL health staff Leaders of … Staff employed on the top pay point in their pay band on 31 March 2019 shall receive a one off non-consolidated cash lump sum in their April 2019 pay. 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. And from 1 December 2018 band 1 would be closed and new staff would be recruited straight into band 2 jobs. 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. Most others will have reached it by the end of the proposed three-year agreement through the effects of the pay increases outlined above. “Delighted to confirm pay rise of between 6.5 and 29% for NHS staff who have worked so hard over a tough Winter, in a £4.2bn deal. Use the pay calculator on this website. Paul Johnson from the Institute of Fiscal Studies, a respected economist, noted that for those on the top of the band “over three years [6.5%] is likely to do little more than maintain the real value of earnings once inflation has been taken into account.”. Women win NHS pay ruling. What is certain is that the pay offer is more for everyone than existing arrangements. To understand the impact of the new deal, you first need to understand the salary structure for NHS staff affected by the new deal.Different jobs are assigned to different pay “bands”. But the other side comes to the table with a very different set of demands. Those above will not. This may include better absence management and access to more support for staff with musculo-skeletal and mental health problems. If we reject the deal then there is no guarantee that any additional money will be forthcoming and the PRB would have to base any recommendation on what it deems to be affordable to the service. “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. Each of those schemes offers a pensioner death benefit of: The lesser of: 5 x pension less pension already paid or 2 x reckonable pay less any retirement lump sum taken The proposed agreement applies to England only, at least for now. If you are on the top of pay band 9 you will get 4.6% over three years (rather than 6.5%). Re-earnable pay for pay bands 8c, d and 9: There will continue to be an element of re-earnable pay for staff in pay bands 8c, d and 9. The NHS Pay Review Body (NHSPRB) advises on the pay of NHS staff. The employers were keen to make this standard practice in order to bring consistency of approach and use pay progression as a tool to drive up the importance of high quality appraisals, staff development and good line management. The NHS trade unions have been in detailed negotiations with employers and the government to get you a better pay deal. These arrangements build on the current system whereby the top two increments (worth about 5% each) are re-earnable. There is no lump sum with the 2008 Pension, but the calculation is 1/60th rather than 1/80th which will give you a larger amount. 1.7% in 2020/21 This would amount to a total increase on basic pay of 6.5% over three years plus the extra 1.1% lump sum in year two. It is also a big step forward in ending low pay in the NHS. The same will apply to an 1995 or 2008 member whose total pensionable pay or reckonable pay was in respect of an earlier year, not the final year. This will also help secure the future of the NHS by making it a more attractive place to work. 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. Difficult to work out what is the best. 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. 2 thoughts on “ Are you due a ‘second bite lump sum’ of your NHS pension? Every union will be talking to their members about this offer to see what they think – find out more by speaking to your rep or visiting your union’s website. If you have already taken the maximum tax free lump sum you may incur a lifetime allowance tax charge on any second bite lump sum paid. 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. The £4.2billion the Treasury has said they will provide is conditional on the deal being accepted. Crucially, the government has committed new money to pay for the deal – not money taken from patient care. The UK government has been urged to implement a pay rise for NHS workers by a group of leading trade unions. Does anyone know when I "retire" (I intend carrying on working after 60 but not carry on paying in) what the time scale is to receive the lump sum and pension. All you need to do is put in your current pay band and pay point and you will be able to see exactly what would happen to your basic pay over the three years. Unions demand 3.9% pay rise for NHS plus £800 lump sum Unions representing nurses and other NHS workers are appealing directly to the government for staff to receive a 3.9% pay rise, in line with inflation, plus an £800 lump sum. This is the same as now. 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. The minimum and maximum thresholds for each tier of HCAS will be uplifted by the headline top-of-band consolidated awards for each year. 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. Find current NHS Agenda for Change Pay Rates (April 1st 2020 to March 31st 2021). 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. To see how much  better the pay proposals are for your pay point compared with current arrangements go to What does the pay deal mean for me? So we are asking for an increase in line with inflation plus an £800 consolidated lump sum for all staff. We believe that the proposed agreement is the best that we could achieve through negotiations and comes close enough to our claim overall for us to recommend it. 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. Rarely has a pay rise been more deserved.” Jeremy Hunt, 21 March 2018. The autumn of 2014 saw the first industrial action in the NHS over pay for 30 years. The pay proposals should help the employers improve recruitment of staff. Most would progress to the top of their band more quickly than is possible now. 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. More than 900,000 public sector workers across seven different workforces will get a real-terms pay rise.. I am 60 in Feb 2011 I will have 22 yrs 1995 pension - I don't want to change to the new 2008 pension, i'm looking at claiming the lump sum and pension. This is not optional. The 2008 NHS pension is very similar to the 1995 NHS pension in that it is also based on your salary. Estimate the cost of increasing your 1995 Section lump sum. In each year staff who are due to move up to a point that will be deleted would automatically go to the point above. 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. This pay offer is better than what was previously on offer, but does not make up for earnings lost over those years. Our claim asked for RPI plus £800 in 2018/19 but did not extend to subsequent years. Jaison Mathew Address supplied Instead they are likely to revert to the Pay Review Body and ask it to recommend a one-year award. The only exception is that future staff in bands 8abcd and 9 would have the same length of time to the top of the new bands (five years) – for all other bands it would be quicker. There was unfinished business including pay bands that were too long, overlaps between bands, and points which were too close together. Unsocial hours payments would be calculated in a different way for bands 1-3 to protect the current value and improve it as basic pay increases over the three years. In 2018/19, this will only be the case for those who were previously on the bottom pay point. However, most staff who do not gain much compared to existing arrangements over three years get a bigger gain in 2021/22 as they reach the top of their band earlier than they would do under existing arrangements. For staff at the top of bands 8d and 9. 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. Other measurements of inflation, such as RPI, are higher, which would mean the pay offer would be below inflation. This is because they mean that staff doing a job that evaluates higher can, for a period, get paid the same or less than someone in a job that evaluates lower. We are also concerned that the overlaps between pay bands are both unfair, and risky from an equal pay point of view. In exceptional cases individuals will be able to choose to stay on band 1 if, for example due to certain benefit entitlements, they would be better off doing so. You would also receive a … The 2008 uses the best salary from the last 10 years, rather than your final salary. All staff would get a meaningful pay rise – in every case more than they could expect under the current system of incremental progression and annual awards capped at 1%. This is complicated and means that the proposed pay deal would mean different things for different people, but we believe it is worth it in order to create a fairer system for the future. This would mean: • 3% in 2018/19 • 1.7% in 2019/20 plus a lump sum worth 1.1% paid in April 2019 • 1.7% in 2020/21 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. Employers in the NHS have been increasingly concerned that pay restraint was adding to the difficulties they face in recruiting new staff into the NHS and retaining the staff they already have. For example, if you receive a lump sum of £30,000 during your final year before retirement but the payment relates to arrears of pay spread over the three years leading up to retirement, then £10,000 will be apportioned to each year of pensionable pay during the referencing period. 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. The proposed agreement would fully deliver on the third element of the claim because there is new money committed to pay for the reforms that we wanted. For staff at the top of the bands the increase in the first year of the proposed agreement is less than what we asked for in the claim. Comunicación Social Pay bands for NHS staff to see the next increment or years pay of employment, plus an estimated calculation of tax, national insurance and pension contributions. Health workers in Wales get the first part of a pay rise promised under a two-year deal ... includes a lump-sum payment of £187 in January ... Union leaders agree Wales-only NHS pay deal. Home / Pay calculator / Overview of the deal / How the deal will be funded / Unsocial hour enhancement payments – Bands 1-3 / Bands 8c, 8d and 9 / After years of pay caps and freezes, campaigning by NHS trade unions finally paid off. Some people do better than others in individual years, but we have made sure that everyone would gain overall. The recent pay rise left her £4/mth better off … Guarentee all NHS workers will receive a tax free cash bonus and a Guranteed Pay Rise. 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. Unions have long heard from our members how unfair it is that some of the current pay bands contain so many pay points meaning that it can take six, seven or eight years to reach the full rate for the job. Labour's new leader Keir Starmer has made a powerful argument for giving NHS staff a pay rise. For nearly a decade the government has restricted NHS pay to below inflation. The government and the NHS Staff Council have proposed a new pay deal for some NHS … However the deal goes further so that by March 2021 all jobs in band 1 would be altered to become band 2 roles. Current progression arrangements would continue to apply, so annual incremental progression would continue as expected for staff during the transition. 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. The proposals we have negotiated would provide a mixture of annual pay awards, a top-of-band lump sum, incremental progression and improvements to the pay structure. For staff at the top of bands 2-8c. The shift in government pay policy created by union campaigning and the general election outcome meant we had a window of opportunity for another push for change. Pay in the NHS has fallen further behind comparator occupations, and the financial pressure on staff, and damage to morale, are making existing staffing shortages considerably worse. Use the Pay Raise Calculator to determine your pay raise and see a comparison before and after the salary increase. This means that if the economic situation changes significantly we will be able to go and make a case to the PRB for additional pay awards to ensure that NHS pay doesn’t start falling behind again. We also have a calculator to help you work out your pay transition and increase from the New Pay Deal restructuring. 3 | > Guidance on pay for very senior managers in NHS trusts and foundation trusts • acting-up arrangements, promotions/pay rises for individuals already in post and earning £150,000 or above, and NHS secondments and conversion of off-payroll interims into on-payroll arrangements • directors who by virtue of their qualifications and the requirements of the When Agenda for Change was first agreed over 13 years ago it was far from perfect. If your salary is reduced, you will be able to restore it the following year by achieving agreed levels of performance. You're also able to give up even more of your annual NHS pension to increase the lump sum. For information on progression arrangements for new starters and staff who are promoted, see the progression section. This is a complex three year pay deal for NHS staff that combines a cost of living pay rise with major structural reform of the NHS pay system in England. ... To show the country's appreciation they deserve a one off lump sum and an immediate and significant pay rise. This is particularly the case for the key shortage professions, and for lower paid staff where the NHS is struggling to compete because of the rising National Minimum Wage and increasing number of living wage employers in other sectors. 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. Since then the trade unions have been pushing their agenda for improving the rate for the job at the top of pay bands – to ensure payment of at least the real living wage, improve starting salaries, remove overlaps between bands and reduce how long it takes to reach the top of bands. I have tried to do the sums and consider length of … NHS staff have seen their real income fall by around 14 per cent as a result of a pay freeze, which capped salary rises at just 1 per cent for the last five years. “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. For health workers already at the top of their band, most would get 6.5% between April 2018 and April 2020. For staff on bands 8d and 9 the non-consolidated lump sum will be the same value as that given to band 8c. These changes have the effect of preserving the cash value of unsocial hours while the pay restructuring takes place, but stop any leapfrogging effects where staff in lower bands end up earning more than those in the next band up for the same unsocial hours shift. The Treasury has committed to providing £4.2 billion of new money to pay for the deal. Then from 1 April 2021 unsocial hours entitlement would revert back to being calculated as a percentage and this percentage would be time plus 41%. This would start in year one and be finished in year two.. deleting points in the mid-range of each band in years two and three of the deal. So, the proposal is that eligibility for unsocial hours in sick pay will be pegged to the current value of pay point 8 – £18,160. Annual leave was one of the things put forward during the negotiations by employers and a leak to the press suggested that this would be in the final package. 1,140 posts. 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. This would require all employers to follow what some have been doing since 2013, in linking pay progression to appraisals so that increments no longer happen automatically. In other words, it will be a one-off "bonus" payment that will not increase the salary level beyond the year of payment. Please Note - At the time of publication, the branch believe that the lump sum element to the 3 year deal will be non-consolidated. Staff employed on the top pay point in their pay band on 31 March 2019 shall receive a one off non-consolidated cash lump sum in their April 2019 pay. Staff would get training and support to take on any necessary changes. The first is that staff in bands 1,2 and 3 who are on pay points 1-8 currently get paid unsocial hours payments if they are off sick. From 1 April 2020. Yes the agreement would be effective from 1 April 2018 and increases would be backdated to this date. Many people choose to take part of their pension benefits as a lump sum rather than as annual income. 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. 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. You would also receive a lump sum in April 2019, worth about £800. If you end the three-year deal on one of the following paypoints:£27,416 (Band 5)£33,779 (Band 6)£41,723 (Band 7). I have to decide wether to go for bigger lump sum/smaller pension, or smaller lump sum/bigger pension. Welcome to our nursing pay guide. Increments would no longer be annual, they would be further apart. In addition, the employers wanted provision in the agreement for joint partnership work at national and local to improve staff health and well-being through measures to reduce sickness levels. None of them are certain. Current ambulance staff would be given an individual choice between their existing arrangements or the system that applies in the rest of the NHS. We base the minimum lump sum you must take on the amount of membership (up to 31 March 2008) that moved to the 2008 section. If you did not move to this section as part of the NHS Pension Choice Exercise, there is no automatic lump sum. For staff not yet at the top of their pay back the exact timing of increases will depend on their anniversary/incremental date. The type of changes involved could include more interaction with patients (such as serving drinks) or more responsible for ordering and maintaining stock and supplies. NHS pay in Cymru/ Wales. It might also look to recommend awards targeting particular occupations or geographical areas, as it has previously indicated that it might do. Due to retire after 40 yrs in NHS. The most recent RPI rate (Feb figure published in March 2018) fell to 3.6%. ... Thousands of Welsh teenagers will get a lump sum payment from the Government within weeks. The unions believe that the overall balance of the package delivers real gains for NHS staff currently in the service and will make working in the NHS more attractive for the new recruits we so desperately need to attract. The changes within this proposed agreement can't be made in one hit, they need to be spread out over a full three year period. We were successful and got funding in the 2017 Budget for the reforms we have so long wanted to see. Staff who are already on a pay point at the time it is to be removed will be immediately moved to the next available point, even where this does not coincide with their existing incremental date. Lump sum payments will be credited to your account after 2pm on your first day of retirement. Pension will be just under £50K per year and lump sum around £145K. The unions are talking separately to devolved governments and employers about how they could draw on the England agreement to put together a package that might work in their own countries. But there would be adjustments affecting some staff to maintain the integrity of the system, while ensuring no-one loses out. The expectation is that all staff will meet the required standards and therefore be able to progress.For example, if you are on pay point 14 in Band 4, your journey would be as follows:Now: £21,263On/after 1 April 2018: £22,238On/after 1 April 2019/20: £22,707On/after 1 April 2020: £24,157 – you would be at the top of the band. From 1 April 2020 further restructuring of the pay … This will consist of a 3% pay increase in April 2018, a 1.7% pay rise and a 1.1% lump sum payment both delivered in April 2019 and a further 1.67% pay increase from April 2020. For current ambulance staff there will be an individual choice as to whether to continue with the unsocial hours entitlements in annex 5 of the NHS terms and Conditions handbook or to switch to the system that applies to all other staff in section 2 of the handbook. Other NHS staff would receive between 9% and 29% over the three years. The current arrangements for calculating HCAS remain unchanged. 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. In the pay negotiations we were determined to make the reforms needed to put this right. For some staff the gain over three years is quite small. When you retire, if you're part of the 1995 Section you'll get an automatic lump sum as well as your annual pension. In total, current band 1 staff would receive increases of 15% to 17% over the three years. If you are on the top of pay band 9 you will get 4.6% over three years (rather than 6.5%). Getting to this new system means variation in changes in earnings for staff, depending on which pay point they are on. In the new structure these pay points will not exist anymore. 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 I am in the 1995 section of NHS pension, i intend to retire in 18 months aged 60. The rises break decisively through the one per cent pay ceiling experienced by CSP members since 2010 and they are considerably better than any other pay deal in the public sector for many years. There would be no fundamental changes to unsocial hours payments. Those benefits include a three year pay deal and changes to the pay structure to make it better and fairer. An increase of 5.4% at the top of band 8d and 4.5% for the top of band 9 over the three years. It includes a £187 lump sum … During those negotiations we were faced with a list of demands that they put forward for discussion. However, annually earned pay will only be used in the year after you have reached the top of the band. In any negotiation a pay claim is what the unions bring to the table as the starting point for discussion. Your lump sum retiring allowance is usually equal to three times your annual pension, which is payable on your retirement. The national agreement provisions on managing sickness absence would  be reviewed as part of that work. “We got agreement there would be an end to the pay gap. Within these pay bands there are a range of “pay points”, with each assigned a different salary. 1.7% in 2019/20 plus a lump sum worth 1.1% paid in April 2019. 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. The lump sum for the NHS 1995 pension scheme is 3x annual pension. The most important figure for you to look at is your total gain at the end of the three years. Pay progression is not automatic under existing Agenda for Change arrangements. The combination of these changes would mean increases ranging between 9% and 29% over the three years as we help more people reach the rate for the job more quickly. Senior nurse said she hadnt received her pension lump sum almost six weeks after it was due . pay. This proposed agreement gives us wins on every one of our aspirations. and click on your band. There are lots of different ways of measuring inflation. I knew as a retired GP that NHS pensions had estimated my final two years of superannuable earnings and once I knew the correct figures I was told that PCSE need to complete and send AW171 forms. No.  Jude Diggins 3 May 2018 London Pay. Inflation is forecast to keep coming down over the next couple of years but we all know that these are very uncertain times for the economy, not least because the effects of EU exit are not yet known. This would amount to a total increase on basic pay of 6.5% over three years plus the extra 1.1% … The NHS has several different pension schemes in operation at the moment – the 1995, 2008 and 2015 schemes, with each one having different provisions. • 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. Over the three years to those staff at or near the bottom of the NHS trade unions have completed. Placed themselves in harm to protect our nation pay Raise Calculator to determine pay... Of 5.4 % at the top of their pension benefits as a result most terms and –! Be uplifted by the Department of health and Social care 15 % to 17 over! 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