Overview of NHS Pay Award 2022/23 and Inflation Concerns
The NHS Pay Review Body recommended a flat rate rise of £1,400 for all pay bands, with slight variations for top bands. Health unions are seeking above-inflation increases to absorb pension impacts and align with the real living wage. Inflation concerns are rising due to price hikes in energy, petrol, and food. The next steps involve engaging with Health Unions and consulting with NHS employees regarding the pay award. Industrial action legality in the UK is limited by strict legal requirements.
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Presentation Transcript
NHS PAY England and Wales
The Pay Review Body Independent panel of appointed people The government gives a remit to the Pay Review Body asking them to make a recommendation. Evidence is provided by NHS Employers; Health Unions and the governments in each country. The PRB informs the governments of its recommendation The government announces its award having considered the recommendation.
Health Unions Evidence 2022/23 Pay: Deliver an above inflation increase Absorb the impact of pension increases Benchmark to the real living wage Retention Package: ensure all Agenda for Change bands reflect job content prevent burnout by limiting excess hours, reward additional hours fairly support progression and career development encourage employers to use local recruitment and retention arrangements where staff shortages are a particular risk to staff wellbeing and patient care. The position is always that it should be fully funded.
The Award 2022/23 The PRB recommendation was accepted by the government. Flat rate rise of 1,400 on all pay bands The top of band 6 and band 7 to get slightly more to bring them to 4% Bands 8 and 9 will receive less than 3% The award is expected to be implemented in September
Inflation (cost of living) Consumer Price Index (CPI) 9.1% (Annual rate) CPI monthly rate for May 9.4% Retail Price index (RPI) monthly rate for May 9.8% Predicted to rise to 11% by the end of year Key areas of Price Rises: Energy prices Petrol and diesel prices Food prices
Next Steps? Co-ordinate with other Health Unions Consult with NHS employed CSP members in England and Wales Survey starts the week of 8thAugust and closes early September CSP member pay sub-group are recommending rejection We need to hear from all members
Industrial Action Strict Legal Requirements There is no legal right to strike in the UK but there is statutory protection for the organisers (trade union) if all relevant laws are met. There is also protection for employees from unfair dismissal if they are participating in official and lawful action. Industrial action can be strike action or action short of strike (e.g. work to rule ) but both require a full postal ballot.
A lawful ballot for industrial action A confidential postal ballot managed by another organisation Notification to each employer of the number of members they employ, the types of members, and how many at each workplace both before balloting and when informing them of action. High level of accuracy required. At least 50% of those eligible take part in the vote (turnout threshold). In public services at least 40% of those eligible, vote in favour (support threshold)
Industrial Action Thresholds 20,000 NHS employed members balloted Scenario 1 9000 vote (45%) 8000 vote in favour of action (40%) Strike action would be unlawful as 50% have not voted (turn- out threshold has not been met) Scenario 2 12,000 members vote (60%) 7000 vote in favour of action (35%) Strike action would be unlawful as more than 50% have voted but only 35% of total members are in favour (support threshold has not been met)
Impact of Industrial Action Industrial action is always the last resort Joint union action is crucial in the NHS to really have an impact especially involvement of the larger TUs What are the possible outcomes: No change Improved award Future improvements
ACTIONS We need to hear from members - it is your decision Fill in consultation survey Update your profile employer and workplace as well as contact details Talk to colleagues and make sure they have done the same. For individual questions contact: pay@csp.org.uk Interested in being active at your workplace on pay? speak to your steward - if you have no steward contact: Jointheteam@csp.org.uk to see how you can get involved.
