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SAS charters

Local and national negotiations

The SAS Charter sets out clearly what SAS doctors can expect from their employers and what employers can expect from them.

In collaboration with NHS Employers, Health Education England and the Academy of Medical Royal Colleges, the BMA published the SAS Charter in 2014, requesting that it be used as guidance to set out the optimal working conditions for SAS doctors. The themes in the Charter are based around:

 

Tailored to you

Each nation has differences that have been highlighted in the tailored versions of the charter, so it's vital to read the charter according to where you are currently working. 

Find your charter

 

SAS Charter toolkit

The BMA and NHS Employers have jointly created a toolkit to help implement the Charter and improve awareness among SAS doctors.

Use the toolkit

Further information

  • What the BMA are doing

    • In 2014, the BMA launched the SAS Charter in collaboration with NHS Employers, Health Education England and the Academy of Medical Royal Colleges.
    • Scotland, Wales and Northern Ireland launched SAS charters tailored to their health service.
    • Employers, LNCs and SAS doctors are tasked with implementing the recommendations with the Charter.
    • The BMA conducted a survey of SAS doctors in 2017 . It revealed that 53% of SAS doctors were not aware of the SAS Charter and 65% did not know whether the SAS charter has been implemented by their employer.
    • In 2018, the BMA collaborated with NHS Employers to develop the SAS Charter toolkit which will be used to monitor the implementation of the Charter across hospitals and get SAS doctors to engage with the charter.
    • It was recognised that more needed to be done to encourage SAS doctors to benefit from the charter. In 2018, the BMA collaborated with NHS Employers to develop the SAS Charter toolkit. This will be used to monitor the implementation of the Charter across hospitals and encourage SAS doctors to engage with it.
  • SAS charters for all nations

    SAS charter for England

    This document has been produced jointly with NHS Employers, Health Education England and The Academy of Medical Royal Colleges.

    Download the SAS charter for England

     

    SAS charter for Northern Ireland

    This document has been produced jointly with the Department of Health, Social Services and Public Safety.

    Download the SAS charter for Northern Ireland

     

    SAS charter for Scotland

    This document has been produced jointly with Management Steering Group (MSG), which includes both NHS Scotland employers and the Scottish Government Health and Social Care Directorate (SGHSCD).

    Download the SAS charter for Scotland

     

    SAS charter for Wales

    A SAS charter for Wales was released in August 2016, in conjunction with the Welsh Government, BMA Wales, NHS employers and the Welsh deanery.

    Download the SAS charter for Wales

     

  • Minimum conditions of employment

    The Charter sets out the basic requirements that all SAS doctors should be receiving from their employer. This includes the most fundamental requirements such as contracts that align with the national terms and conditions and mutually agreed job plans and safeguards.

  • Revalidation, appraisal and job planning

    SAS doctors should participate and engage with the revalidation, appraisal and job planning processes. Employers must provide meaningful time and support for these doctors, so they are prepared for revalidation, able to become appraisers, and effectively map out their job plans with Employers.

  • Support

    Each SAS doctor should feel effectively supported in their place of work. Effective support mechanisms are essential for SAS doctors. These doctors experience more bullying and harassment than other branches of practice and it is crucial that they are free to raise concerns and challenge inappropriate behaviour without fear of repercussions.

  • Development

    In order for SAS doctors to work to their full potential, employers must provide support and guidance to allow them to develop. This could be in the form of developing within the SAS grade through providing access to a SAS tutor or professional development funding. Alternatively, supporting doctors to acquire CESR should they wish to gain entry to the specialist register.

  • Involvement in management structures

    SAS doctors who wish to be involved in the management of their directorates should be encouraged. SAS doctors who meet the person specification requirements for management and education/academic positions with their hospitals should be considered eligible. SAS doctors must be invited to attend Directorate meetings, so their voice is included in the operations of hospitals.