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Agenda for Change review

Find out more about the changes to Agenda for Change and how they affect you.

The Scottish government has agreed to implement the recommendations from the Agenda for Change review, which cover:

  • Protected time for statutory, mandatory and profession-specific learning
  • A review of band 5 nursing roles, which is now open for submissions
  • A reduction in the working week.

We are supporting members through the implementation process – look out for emails from us and information on our website. Remember to check your details on MyRCN are up-to-date so you can continue to receive updates from us.

Review of band 5 nursing roles

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Band 5 nursing staff were contacted from 17 June 2024 by their employer and invited to apply for a review of their role. If their application was successful, they’ll receive backdated pay from the point when it is agreed that they were working beyond their job description, but not before  1 April 2023.

Visit our band 5 nursing roles review page for further information about the process and resources to assist in completing the application.

We're also running various in person and online sessions to support those band 5 members who are taking part in the nursing roles review process.

Protected time for statutory, mandatory and profession-specific learning

Protected time for learning

From 1 April 2024, you were entitled to protected time for learning, but it’s taken longer to fully implement than planned. Now the required changes have been made on the TURAS system, you’ll be able to take this time from 1 April 2026.

You need to confirm, as part of your Personal Development Planning and Review (PDPR), that you’ve been able to complete your statutory and profession-specific mandatory training within your working hours. As part of your PDPR discussion, your manager needs to agree the appropriate amount of protected learning time for you and include in your review for the year ahead.

NHS employers will need to collate and monitor protected learning time recorded on TURAS and act where there is poor compliance.

 

 

PDP/appraisal systems will be updated to make sure that line managers make learning time available for each member of staff. 

You don’t have to wait for your appraisal. You should raise protected learning time with your manager at the earliest opportunity to make sure you have time allocated.

This means that you’ll now be given time to complete all mandatory and statutory training. As agreed under the ‘Once for Scotland’ approach, the statutory and mandatory training has nine modules:
  • Fire safety
  • Cyber security
  • Information governance
  • Moving and handling
  • Equality and diversity
  • Infection, prevention and control
  • Counter fraud
  • Prevention and management of violence and aggression
  • Child protection and adult support and protection

In addition, and critically important to registered nurses, NHS boards will also be required to provide protected learning time for profession- specific mandatory training. This includes time to support NMC revalidation. 

 
The time needed to support revalidation is your right, as set out in the policy:

'In line with the 2023-24 Agenda for Change pay agreement, staff should be allocated time during working hours to complete both statutory mandatory and profession specific mandatory training.'

As part of your PDPR meeting with your manager, you should make sure that you have time to complete your revalidation. Your manager may wish to focus on core mandatory training modules, but it’s vital to protect the time to meet professional requirements too. You should consider if your protected learning time has met all of your learning needs, including revalidation.
 

Reduced working week

Reduced working week

From 1 April 2026 the standard working week for staff employed on Agenda for Change contracts will reduce to 36 hours as agreed in the 2023/24 pay settlement. For part-time staff this will mean a pro-rata reduction. This will result in an overall reduction in the working week of 1.5 hours.

Your hourly pay will increase in line with the reduction in hours, meaning that your pay will remain the same.

In line with the original agreement on the reduced working week, given the range of staff rota models,  no one solution will fit all circumstances. Your employer will be planning the additional reduction on a local basis.

To help you shape how this reduction will be introduced, use these key points below to raise and discuss with your manager and your colleagues.

Is the additional reduction in the working week being discussed in your team or workplace? If not, speak to your manager and your colleagues.

Is the reduced working week delivering a meaningful change to your work-life balance? You can make suggestions to your manager and colleagues to make sure the reduction works for you and your team. You’re best placed to know how the reduction in the working week can be achieved.

If your hours are part-time and you’d like to maintain your original hours, speak to your line manager. Some employers have indicated they may have flexibility locally to accommodate these requests.  If this is agreed, then your total pay would increase.
 

 

Further detail can be found in the NHS circular on the reduced working week, including hourly rates of pay and FAQs.

You can also find more information in our FAQs.

If by the 1 April 2026, arrangements have not been made to implement the reduced working week in your area, contact your RCN rep locally for advice via our advice team. 

 

Discover more and keep up-to-date


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FAQs

Find out more about what implementation of the Agenda for Change review recommendations will mean to you.

Read our FAQs

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Band 5 review

Read more about the band 5 review process open for submissions and download resources to help you with your application.

Band 5 review

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Update your details

Check we have up-to-date contact details for you to make sure you continue receive updates from us about the changes.

Update your details

Our campaign for better pay

Nursing is the largest safety‑critical profession in health care, but is still undervalued and understaffed.

Our fair pay campaign urges members and supporters to come together and demand the investment needed to protect patient care by protecting the profession. 

Discover our fair pay campaign
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