The NHS Joint Trade Union Staff Sides release details of their National position in regards to the 2022 – 2023 Pay claim for staff.
The original agreement which all 14 National Staff Council Unions signed up to, includes the collective call for an urgent NHS retention package, with an inflation busting pay rise at its heart.
Key to this package is the need to help the NHS hold on to increasingly disillusioned staff, this also informed the basis of the joint union evidence submitted to the NHS Pay Review Body.
NIPSA Representatives expressed concern that the Pay Review Body had failed previously to deliver a significant and realistic Pay rise and again reiterated their loss of Trust and Confidence in this body.
This submission set the key conditions by which unions would judge any pay outcome and crucially, the retention package was designed to generate a ‘unity position’ after the multi-claim approach taken in the previous pay round.
This approach ensures one collective voice on Pay and it was a conscious decision not to put a number against an expected Pay rise and this was partly to develop an early and significant pay rise via negotiations with Government while equally recognising the volatility of the rising cost of living and differing forecasts of rises throughout the year.
Included with the retention package, unions recognise the need to ensure staff are properly banded for the jobs they do and get fair reward for the additional hours they regularly work.
Unions reiterate the need to see staff protected from burnout and for recruitment and retention premia to be applied to the roles suffering the most shortages and is calling for this package of measures to be placed alongside a wage rise that absorbs costs and starts a programme of pay restoration.
The Deputy General Secretary outlined the position in Pay within other areas of the union as;
NIPSA acknowledges that the national approach seeks to unite Unions with the aim of keeping everyone inside the tent while providing wriggle room that would secure any potential Industrial Action as required.
NIPSA Health Representatives discussed the current situation in Northern Ireland where Sister Health Unions claimed parity with England, however they reiterate that NIPSA looks to secure the best outcome based on the best jurisdiction rather than specifically England.
While NIPSA feeds into the National Process but does not sit as a National Union NIPSA remains robust in securing the demands of its members whose priorities include a meaningful Pay rise that addresses the pay loss incurred through years of underfunding that has led to recruitment and retention issues and reliance on Agency Staff.
Reiterating NIPSA’s autonomy Representatives reiterated their commitment to Campaign for the key concerns of members around Safe Staffing and workloads and recalled the recent success of the Campaign to remove Parking charges for Health Service Staff.
Representatives also identified the need to consider a review of Agenda for Change to address issues within the job evaluation scheme that has resulted in backlogs with members waiting years to secure outcomes.
Representatives concluded that NIPSA’s position in Northern Ireland aims to ensure that Members interests are best served by a significant Pay increase and Pay package that addresses the Key objectives outlined above.
Travel Reimbursement
Health Representatives discussed the concerns expressed by members in regards to the excessive costs of fuel and the failure of Employers to recognise and pay travel reimbursement rates which would cover their costs.
NIPSA Representatives recalled feedback from members who expressed frustration and anger at the lack of urgency in Health which previously seen them lauded as Covid Heroes but now subject to a Pay cut and increased taxes to pay for the increased needs of a Health Service that has been underfunded for years.
The straw which may now break the camel’s back is the added insult to injury caused by a cost of living crisis that has seen fuel prices soar resulting in those members who are required to use their vehicles to discharge their jobs and services being subjected to extortionate costs.
These costs have now reached the unacceptable stage where reimbursement is insufficient and members are again subsidising the Health Service and having their take home Pay reduced as a result of this so called fuel crisis while the fat cats of Oil companies grow their obscene profits.
Under the AFC scheme the current mileage rate is 56p for 3,500 miles and 20p thereafter.
A recent communication from the Health Department to a member’s query advised;
“Mileage rates for all Agenda for Change staff are reimbursed at rates agreed nationally by the NHS Staff Council, a UK-wide body with responsibility for the Agenda for Change pay system. The Staff Council has representatives from both employers and trade unions from each region.
Mileage rates are designed to reimburse the individual for use of their vehicle for business use. A 56p per mile rate is payable for the first 3,500 miles each year of business use. This rate is designed to compensate for normal wear and tear on a vehicle, depreciation, and to contribute to insurance costs and the road fund licence, in addition to an amount for fuel.
After 3,500 miles have been exceeded, the rate of reimbursement of 20p per mile is towards fuel costs only. While reviewed in June and November each year, despite fluctuating fuel costs the rates have remained unchanged since July 2014, when petrol prices were £131.03 in Northern Ireland and £129.09 on average throughout the UK.
If a staff member travels 3,500 miles, they will have already received £1,260 towards the upkeep of their vehicle for that year. While the rate of 20p per mile remains marginally more than a standard vehicle, with an average efficiency of 37 mpg, would reasonably consume in fuel at current prices, Trades Unions have asked the Staff Council to re-visit the allowances, in light of increasing fuel costs. While work on this will continue nationally, HSC Trusts have also asked the Department of Health if a temporary regional solution may be found, the Department is currently exploring options.”
NIPSA representatives expressed concern at this response and view the position as unacceptable given that many members have already incurred excessive costs in the last financial year amounting to an additional tax for subsidising the Health
Service
at a time when their salaries continue to be eroded by rising costs, increased inflation and taxation.
General information available indicates the costs to drive a car continue to rise estimating it to be around 47p per mile, which was calculated by dividing average annual car running costs of £3,556 by an average car mileage of 7,600 miles per year.
(Costs can vary depending on factors like the value of the car, the insurance rate and car fuel efficiency).
Recent evidence assumed average diesel prices at the time of £1.51 per litre of diesel with petrol at £1.47 per litre, and while costs are consistently higher at present it is based on a lower annual mileage (based on information from the AA).
Comparisons with the Agenda for Change rate paid by the NHS employers would show once a user accrues in excess of 5050 miles per year, they drop below the HMRC rate (currently 45p for 10,000 miles and 25p thereafter) and start to lose money on every additional mile travelled, with the result the more the miles travelled, the greater the detriment.
Representatives expressed concern that the Department’s response stating Mileage rates are reset in April is not acceptable as some NIPSA members travel in excess of 1300 miles a month and will quickly fall into the reduced rate.
NIPSA health Representatives believe now is the time to give members a voice and send the Department of Health a clear message through a Ballot for Industrial Action.
Representatives observed that the National Scheme is founded on UK mainland principles and fails to take account of the unique operating requirements in Northern Ireland where we have an Integrated Health and Social Services and increased costs for Purchasing vehicles, Insurance, Fuel and maintenance.
The Panel believes the AFC Scheme being UK Mainland based is no longer fit for purpose in Northern Ireland with Representatives calling for a bespoke localised agreement appropriate to Northern Ireland.
Concluding discussions NIPSA HSC Central Panel Representatives stated that the situation is no longer tolerable for members and voted unanimously to move towards putting Health Employers and the Department on Notice with regards to a dispute while moving towards an Industrial Action Ballot to redress the situation.
In preparation for the Ballot, NIPSA calls on members to:
- Ensure their membership details are up to date and accurate while demonstrating their support by contacting their Local Branch Representatives initially; and
- Members should attend consultation meetings arranged in due course by their Branches.