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Outline Implementation Timetable: Framework Agreement: Amendments To The 2016 Junior Doctors' Contract

The document outlines an implementation timeline for amendments to the 2016 junior doctors' contract following negotiations. Key dates include: - April 2019: Annual 2% pay uplifts backdated and software updates complete by September 2019. - August 2019: Amended contract version 5 introduced with changes to pay, leave, hours and exception reporting. - October 2019: Version 6 introduced with changes to maximum hours and weekend work. - December 2019: Versions 7 and 8 introduced with further changes to pay, hours, exception reporting and flexible training. - August 2020: Version 8 introduces changes to notification periods.

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Benjamin Ng
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81 views5 pages

Outline Implementation Timetable: Framework Agreement: Amendments To The 2016 Junior Doctors' Contract

The document outlines an implementation timeline for amendments to the 2016 junior doctors' contract following negotiations. Key dates include: - April 2019: Annual 2% pay uplifts backdated and software updates complete by September 2019. - August 2019: Amended contract version 5 introduced with changes to pay, leave, hours and exception reporting. - October 2019: Version 6 introduced with changes to maximum hours and weekend work. - December 2019: Versions 7 and 8 introduced with further changes to pay, hours, exception reporting and flexible training. - August 2020: Version 8 introduces changes to notification periods.

Uploaded by

Benjamin Ng
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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Framework agreement: amendments to the 2016 junior doctors’ contract

Outline Implementation Timetable


This implementation timeline should be read in conjunction with the published framework
agreement. The framework agreement sets out both the pay investment that will be made and
the amendments to the 2016 junior doctors' contract following negotiations between NHS
Employers, the British Medical Association (BMA) and the Department of Health and Social Care
(DHSC).

We are working with software providers to ensure the appropriate software updates are made
to give effect to the relevant provisions.

Updated terms and conditions for the 2016 contract and implementation support materials will
be published in due course.

For queries:

Employers can contact [email protected], and may find NHSE’s FAQs


useful.

Junior doctors who are BMA members can contact: [email protected] or on 0300 123 1233,
and may find the BMA’s FAQs useful.

Date Proposed implementation

1 April Annual pay uplifts


2019
(backdated) • Annual 2% uplift applied during the period 2019/20 to 2022/23. Backdated
to 1 April in 2019/20
• ESR response: system updates in place by September 2019
7 August Amended 2016 contract is introduced (version 5)
2019 (first
Pay and transitional arrangements
Wednesday
in August) • Trainees who are currently in receipt of ‘Section 2’ transitional pay
protection under Schedule 14 will have their pay protection extended until
2025
• Pay protection for changing specialty clause is updated to reflect the agreed
method of calculating pay protection for those moving into hard-to-fill
specialties
Leave
• Leave for life changing events
Safety and rest limits

• Breaks for night shifts


• Weekend frequency exemption for nodal point 2
o FY2 rotas using the weekend frequency exemption will be risk
assessed at the point of commencement in August. Where no
significant risks are identified that would render the service
unworkable, rotas will be amended to a maximum frequency of 1 in
2 weekends, using local rota change processes, in line with the
Good Rostering Guide.
o Where significant risks are identified that would render the service
unworkable, the existing rotas will remain in place until no later
than December 2019.

Employers notified of 12-month timeframe to commence the process to alter


existing rotas and will need to start consultation with trainees to reduce:
• The maximum number of consecutive shifts rostered or worked over 8
consecutive days reduced from 8 to 7
• The maximum number of consecutive long day shifts rostered or worked
reduced from 5 to 4

Arrangements to alter existing rotas to meet this provision should commence as


soon as is reasonably practicable but, in any event, must have concluded by 5
August 2020.

Locum work

• Locum clause clarification

Facilities
• Too tired to drive home provisions
• Payment for accommodation when non-resident on-call

GP Trainees
• Supernumerary status of GP trainees
• Additional mileage/expenses for GP trainee home visits
The parties have committed to clarify what additional mileage expenses can be
accessed by GP trainees who may be required to undertake home visits in their
own vehicle to enable employers to process claims. The parties will work to
resolve this as soon as possible, within a future iteration of the updated terms and
conditions. Any claims unresolved at the point of resolution will be processed
immediately and payment will be backdated. As such, trainees should continue to
submit claims, as their payment will be backdated.
Guardian fines
• Rates of guardian fines

Exception reporting
• What can be exception reported
• Pre-authorisation for additional hours of work

Work scheduling
• Personalised work scheduling meetings and off-site educational supervisors
• Exception reporting for missed personalised work scheduling meetings
Due to the short notice with the implementation of this provision. For trainees
commencing on 7 August, it may not be possible to arrange a meeting with their
educational supervisor within the 4-week time frame. In this situation the trainee
must arrange a meeting with the clinical lead as soon as its practicable to do so.
Oct 2019 Amended 2016 contract is introduced (version 6)
Safety Limits
• Maximum of 72 hours work in any consecutive 168-hour period
To enable employers to implement this provision it has been necessary to wait for
software system updates to be made (DRS and Allocate systems). This existed as
an optional functionality in the Allocate system for some time, so we are aware
that many employers may have already implemented this provision. All other
employers are encouraged to implement this provision as soon as is practicable
and, in any event, concluded by December 2019.
• Rest after night shifts
• Maximum 1 in 3 weekend frequency
Recommended to be reflected in rotas from October 2019 and to be included in all
rotas no later than February 2020. In some cases, the introduction of this
provision will require recruitment to fill the gaps left on the rotas, which may not
be possible by February 2020. Please see FAQs for detail on what to do in
situations where an employer identifies that it is not feasible for a rota to function
at a frequency of 1:3 weekends or less.

Work scheduling
• Mandatory training requirements to be sent with generic work schedule
• Generic work schedules to be sent to include the local trust induction
required to be undertaken prior or at the start of the placement
Recommended to issue for October 2019, or at the trainee’s next scheduled
rotation.
Exception reporting
• Review process for exception reports locally

Agreed sections of the Good Rostering guidance

• LTFT principles
• Cover arrangements and leave
Dec 2019 Amended 2016 contract introduced in November (version 7)
Amended 2016 contract introduced in December (version 8)

Pay and transitional arrangements


• Pay protection clause for those on 2002 terms and conditions is updated to
reflect pay protection arrangements for those moving onto the updated
2016 TCS
The parties have committed to reach agreement on pay protection arrangements
to support those trainees on 2002 TCS moving onto the updated 2016 TCS. Those
trainees still employed on 2002 TCS will be expected to transition at the earliest
opportunity and no later than 5 February 2020. Full details will be published
separately.
• Weekend frequency allowance (in version 7)
• An enhanced rate of pay for shifts that finish after midnight and by 4am (in
version 7)

Guardian of safe working hours (in version 7)


• Administrative time and support

Guardian fines (in version 7)


• Breaches that attract a financial penalty

Flexible Pay Premia (in version 7)


• Academic FPP

Less Than Full Time (in version 7)

• LTFT Allowance
Exception reporting (in version 7)

• Response time for educational supervisors


Software systems to be updated for Dec 2019 and payment for validated reports
made in the next available payroll. The submissions of reports in Dec 2019 after
go-live may not be resolved in time for Jan 2020 payroll and may be carried into
Feb. It is recommended that these are processed earlier, where possible.
• Payment for exception reports
• Conversion of untaken time off in lieu (TOIL) into pay
• Automatic acceptance of exception reporting outcomes

Agreed sections of the Good Rostering guidance (in version 7)

• NROC

Leave (in version 7)


• Prospective cover for study leave

Work scheduling
• Host and lead employer responsibilities (guidance)

Flexible training (in version 8)


• Champion of flexible training
The role will be made contractual in version 8 of the TCS, with supplementary
guidance published alongside to give clarity on appointment and implementation
in non-hospital settings and scenarios where the role could span multiple sites. In
the meantime, employers should consider the process outlined in the framework
agreement and prepare the necessary appointment panel ahead of time to allow
for smooth implementation upon the publication of version 8.
5 August Code of practice (in version 8)
2020
• 8/6-week notification provisions, with supporting caveats
Changes to be in place by June 2020, for doctors rotating from 5 August 2020,
requiring notifications at 8 and 6 weeks prior to this date, and all future rotation
dates applicable.
October Introduction of the fifth nodal point
2020
• 1 October 2020 the value will be £3,000 [£52,036]
• 1 October 2021 the value will increase to £6,000 [£56,077]
• 1 April 2022 the value will increase to £7,200 [£58,398]
Additional provisions

• Enhanced shared parental leave and child bereavement leave introduced from 1 April 2019.

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