Richard Munn, Unite’s national officer for health, discusses the recent NHS Pay Review Body submission, why 2.8% is not enough and how you can push for more.
When the UK Government submitted its evidence to the NHS Pay Review Body (PRB) last December, there was significant press coverage. It stated: ‘DHSC (Department of Health and Social Care) has set aside a total of 2.8% to invest in pay for the Agenda for Change workforce in 2025 to 2026.’ The majority of NHS community practitioners are part of the Agenda for Change workforce.
While it is the government’s recommendation and not the PRB’s final decision, it’s a clear steer from the UK Government on what it thinks the 2025 to 2026 pay increase should be and how much funding has been allocated to NHS pay. Unite opposes such a meagre pay rise and has been making its case strongly and loudly. We demand pay negotiations and the PRB’s abolition, as we feel it is a broken process that does not benefit NHS workers.
This position has clear implications for the devolved nations. There are direct negotiations in Scotland to determine NHS pay, but the UK Government’s announcement will have an impact on funding for Scotland and sets the tone. Meanwhile, in Wales and Northern Ireland, the governments have asked the PRB for a recommendation on pay. So, in addition to the funding for the devolved nations and the current direction, the UK Government’s stance will have a major impact on the final recommendation from the PRB – thus having a direct impact on pay in Wales and Northern Ireland.
WE DEMAND NEGOTIATIONS AND THE
ABOLITION OF THE PAY REVIEW BODY.
IT IS A BROKEN PROCESS THAT DOES
NOT BENEFIT NHS WORKERS
LESS THAN INFLATION
The 2.8% recommendation is likely to be less than the April 2025 rate of inflation as recognised by Unite (Retail Price Index (RPI)). It will also do nothing to address the historic real terms pay erosion in the NHS.
Since 2010, NHS workers have seen inflation rise by an average of over 30% more than the pay scales, leaving the top of scale band 5 full-time salary more than £11,000 less in real terms. For the top of scale band 6, the figure is more than £14,000. The higher the pay band, the greater the financial disparity. This is calculated by assessing the difference between what the salary would have been had it increased along with RPI rises since 2010 and the actual salary today.
CALL TO ACTION
Unite calls on health and social care secretary Wes Streeting to revisit this decision and allocate more money to NHS pay. The NHS is experiencing the worst winter pressures ever. The recruitment and retention crisis will not be addressed by a 2.8% pay increase. Community practitioners are vital to the care that is delivered, and your service needs to be remunerated in such a way that recognises your efforts and expertise. All NHS staff deserve a pay rise that starts to restore pay to the real terms’ levels seen in 2010.
You can add your voice by signing Unite’s petition.
Image | Freepik
