Fair Pay For Nursing

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NHS pay in Scotland

The RCN consultative ballot on the Scottish government one-year pay offer for 2021-22 to NHS staff in Scotland on Agenda for Change terms and conditions, has now closed.

In the coming days the result will be considered by RCN Scotland Board, RCN Trade Union Committee and RCN Council. These bodies are made up of elected representatives of the RCN membership.

They will collectively confirm the RCN’s formal response to the pay offer, which will be reported back to the Scottish Terms and Conditions Committee (STAC) next Wednesday (12 May).

Find out more in the Frequently Asked Questions (below).

If members have questions about the pay offer or the next steps they should email PayCampaignScotland@rcn.org.uk 

Read the Scottish government NHS Scotland Agenda for Change pay offer in full.

Watch this page for further updates.

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Frequently asked questions

The questions and answers below provide more information about the pay offer and member consultative ballot in Scotland.

This list will be updated regularly - members can contact the RCN via email at PayCampaignScotland@rcn.org.uk with questions they would like to see answered here.  

 

The Scottish government has made a formal pay offer to NHS staff in Scotland - read more about the offer. The RCN has been campaigning for Fair Pay For Nursing and believe it is our members who should decide on any pay offer. The consultation runs from 16 April until 9am 5 May.

You can find more information about what this means for you in the Scottish government pay offer document. You  can also email your questions to the RCN at PayCampaignScotland@rcn.org.uk

The RCN recommended members reject the Scottish government’s pay offer.

An options appraisal of the offer, outlining the pros and cons of accepting or rejecting, was considered by RCN Scotland Board, RCN Trade Union Committee and RCN Council, which are made up of elected representatives of the RCN membership. The collective view, in light of the options appraisal, and the RCN’s Fair Pay for Nursing campaign and call for a 12.5% pay increase, was to recommend the offer be rejected by members. It is important now though, that members in Scotland working in the NHS have their say on whether to reject or accept the offer.

The ask of the RCN Fair Pay for Nursing campaign is 12. 5% for all bands on Agenda for Change in the NHS. To understand what this might mean for your individual pay if the ask of 12.5% was achieved, you can divide your current salary rate by 100 and then multiply this by 12.5. This will give you the additional pay you would receive following a 12.5% increase. For example:

  • If you work full time and are a Band 2 on point 2, the calculation would be, your current gross salary of £20,700 divided by 100 = £207 x 12.5 = £2,587. This would be added to your current salary taking your gross pay to £23,287 if the RCN campaign ask was met.
  • If you work full time and are a Band 5 on point 3 , the calculation would be, your current gross salary of £31,649 divided by 100 = £316 x 12.5 = £3956. This would be added to your current salary taking your gross pay to £35,605 if the RCN campaign ask was met.

Please note these examples are for illustrative purposes only.

The result will be considered by RCN Scotland Board, RCN Trade Union Committee and RCN Council, which are made up of elected representatives of the RCN membership. They will collectively confirm the RCN’s formal response to the pay offer, which will be reported back to the Scottish Terms and Conditions Committee (STAC). The Scottish Terms and Conditions Committee (STAC) is a partnership organisation which exists to collectively negotiate terms and conditions for NHS Scotland staff on Agenda for change (AFC) terms and conditions. STAC is made up of the 14 health trade unions, Scottish government, and representative from NHS Scotland employers. The key purpose of STAC is to negotiate all aspects of terms and conditions for agenda for change staff within NHS Scotland. The staff side voting systems means that an organisation can vote for or against an issue and it be carried with the majority. Each trade union will declare its results at STAC on the 12 May with the majority view being STAC Staff Side’s position on the offer. Once the outcome is known a formal response to the offer will be made to Scottish government on behalf of the collective Staff Side.

This pay offer relates to all staff on Agenda for Change terms and conditions employed by the NHS in Scotland.

It is important to remember that the deal is not done and we need you to respond to the consultation. The 1% payment on account was an advance on pay, so this will be absorbed into any uplift when it is applied. The payment on account was effective from 1 December 2020 and the full agreed uplift will also be effective from that date.  For example, if the pay agreement entitles you to a 4% uplift when the new rates are applied, your salary will only increase by 3% as your salary has already been increased by 1% through the payment on account provision.  Unsocial hour and enhancement allowances will also be increased in accordance with the new pay rates.

The restructuring of Bands 5, 6 and 7 was part of the previous pay deal agreed in 2018 and does not change.  Staff on those points would therefore receive the appropriate pay uplift on 1 December 2020 before the point disappears on 1 April 2021 and they move to the top of their Band, as set out in PCS(AFC)2021/1.

The offer is a gross figure and you need to take deductions into account when considering the pay offer.  

Pay is subject to tax and national insurance contributions. Members should check the current Scottish income tax and national insurance rates to assess how the pay offer will affect their take-home pay.  

Rises in pensionable pay are also subject to increases in pension deductions. Find out more about pension contributions on the Scottish Public Pensions Agency website.  

The effect on an individual’s benefit depends on individual circumstances and the type of benefit. Members who are on means-tested benefits, such as universal credit, should consider the implications of the current NHS offer before voting to reject or accept it in the RCN’s consultative ballot. To check your benefit situation, call the Citizens Advice Helpline on 0800 028 1456, Monday to Friday 9am to 5pm. Calls are free.

The Scottish Government’s budget is made up of a number of different funding sources, including devolved tax revenues, and Barnett formula-based block grant funding from the UK Government. Under the Barnett formula, the Scottish Government receives a population-based proportion of changes in planned UK Government spending on devolved services in England, or England and Wales.

For example, if funding for England’s Department of Health and Social Care (DHSC) increases, the Scottish Government receives a population-based increase in its funding, known colloquially as ‘Barnett consequentials’.  Similarly, if DHSC’s budget decreases, the Scottish Government’s budget would decrease as a population-based proportion of that decrease.  This paragraph of the offer concerns the treatment of any Barnett consequentials that may result from a funded increase for the Agenda for Change pay uplift in England in the Department for Health and Social Care’s budget beyond the UK Government’s proposals.

The pay offer on applies to staff with Agenda for Change terms and conditions. The RCN’s position remains that registered nurses and nursing support workers employed in the independent sector should be paid at least the same level as their counterparts in the NHS. We anticipate that improvements in NHS pay will have a positive effect on pay in other sectors. 

Part-time workers and bank staff are covered by the pay offer.

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Page last updated - 05/05/2021