For the past several months, NHS Employers (NHSE) and the BMA have been discussing an issue raised by junior doctors relating to the way transitional pay protection cash floors are calculated for some foundation trainees.
As a result, NHSE will be informing employers that F2 trainees who are taking up a post under the 2016 contract in April 2017, and whose cash floor would have been based on an unbanded basic salary, will now have their cash floor uplifted to 40% (1B) banding.
NHSE and the BMA agree that this is a sensible change in response to a legitimate concern raised by the BMA and responded to by NHSE, due to the impact of the new contract on the pay of some F2 trainees. This agreement will introduce an additional financial investment from employers to address the disparity in pay protection, resulting in an expected individual cash floor increase of £11,456 (pro-rata) for unbanded F2 trainees transitioning in April.
Despite ongoing talks on the foundation cash floor issue since the rejection of the contract last year, we were unable to agree a national solution with NHSE and the Department of Health in time for the December 2016 transition for F1 trainees. Throughout this dispute, members have made it clear that this disparity in cash floor pay protection is unacceptable and, in the absence of a national agreement, we have and will continue to pursue local solutions for F1 trainees.
Guidance was previously published for employers who wish to enter into local negotiations to agree amendments to transitional pay protection arrangements, and some employers have agreed such amendments locally with JLNCs. This guidance and any local agreements are not affected or superseded by the new change to be implemented nationally, which relates to one specific group of foundation trainees.
This new uplift for F2s and the additional investment secured is only one area of progress. There remain outstanding issues of concern surrounding the introduction and implementation of the new contract, which was introduced without our agreement and despite our opposition. We continue to raise these issues directly with NHSE and the Department of Health.
In the coming months, the BMA will continue to push for further improvements with NHSE, HEE, DH and other stakeholders on various streams of work including flexible training applications, LTFT work scheduling, non-resident on-call working guidance, and strengthening support for the exception reporting processes.
Update - April 2017
NHSE have confirmed that this uplift will also now apply to F2 trainees who transitioned prior to April 2017, effective from 5 April 2017.
F2s who transitioned onto the new contract on or before 5 April 2017 and who would otherwise have received a banding supplement of less than 40% (i.e. those on 1C banding) will also have the value of this band uplifted to 40% for the purposes of calculating their cash floor.
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F2 cash floor FAQs