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Agenda for Change (AfC) is the current National Health Service (NHS) grading and pay system for NHS staff, with the exception of doctors, dentists, apprentices and some senior managers. It covers more than 1 million people and harmonises their pay scales and career progression arrangements across traditionally separate pay groups, in the most ...
The benefits and conditions vary according to the type of worker and the dates of their service. From 2008 the "Normal Retirement Age" changed from 60 years to 65 years while the cost of membership was increased. From 2015 the scheme retirement age was aligned with the State retirement age (65 - 68). The benefits are index-linked and guaranteed.
The Electronic Staff Record or ESR is an Oracle-based human resources and payroll database system currently used by 586 units of the National Health Service (NHS) in England and Wales to manage the payroll for 1.2 million NHS staff members. The Electronic Staff Record application is managed by IBM for the NHS.
This system puts registered staff on bands 5–8, unregistered staff such as Healthcare Assistants take up bands 2–4. Band 9 posts are for the most senior members of NHS management. Each band contains a number of pay points. The idea of this system is "equal pay for work of equal value".
The 2022–present National Health Service (NHS) strikes are several ongoing industrial disputes in the publicly funded health services of the United Kingdom.. The disputes relate to the several staff groups on the Agenda for Change pay scale, as well as those on the junior doctor and consultant contracts; and are further divided by the devolved national NHS staff work in.
In an effort to reform the 60-year-old legislation regarding social care in England, the Care Act 2014 received royal assent after being introduced on 9 May 2013. [11] The act details the local authorities' duties in relation to assessing the needs and eligibility of people for publicly funded care.
Long title: An Act to consolidate certain enactments relating to the health service. Citation: 2006 c. 41: Territorial extent England and Wales, [2] except sections 261 to 266, which also extend to Scotland and Northern Ireland.
IR35 ignores the risk taken on by freelance workers, e.g. no guarantee of work, no sickness or pension benefits. Each contract that the Intermediary company undertakes is viewed separately, which means that one contract with client A could be considered disguised employment and a contract with client B considered to be non-employment.