To help people save more for their retirement, the Government requires employers to enrol their workers into a workplace pension scheme every 3 year, each organisation has to be Auto re-enroled at a specific time.

BTHFT Auto re-enrolment took place on 01 June 2019, a letter has been sent to individuals outlining the changes in the law and what to do next.

BDCFT Auto re-enrolment took place 01 July 2019, a letter has been sent to individuals outlining the changes in the law and what to do next.

For further information regarding Auto-enrolment please visit: https://bradfordnhspayrollservices.co.uk/pensions

P11D’s for tax year 2018-2019 will be issued between 17-20th June 2019.

Your P60 summarises your taxable pay and the tax and national insurance you have paid during the last tax year. Payroll plan to have these available by 20 May 2019, for most of us they will need to be viewed via employee self-service. However, if you are currently receiving a paper payslip you will receive a paper copy of your P60. Please note it is important to keep a copy safely if you think you may need it later.

If you a member of the NEST pension scheme the contribution rates that both you and your employer pay into your pension will have changed from April 2019. The members rate has increased from 3% to 5%, the employers rate from 2% to 3%. This provides a total contribution increase of 5% to 8%.

Please note the increase is mandatory, by law a total minimum amount of contributions must be paid into the scheme, please see below for current rates and scheduled increases:

• This deduction will only be taken from qualifying earnings i.e. £6136.00pa – £50,000.00pa.
• This will be taken directly from your qualifying pay.
• Tax relief – the government will also contribute through tax relief

If you want to stay in the pension scheme you don’t need to do anything; if you would like to opt out further information can be found on the NEST website at: www.nestpensions.org.uk

In 2018, the NHS Staff Council agreed to reform the NHS pay structure over a three-year period covering 2018/19, 2019/20, and 2020/21. 1 April 2019 marks the start of year two of this process, with further pay points being deleted as part of the move to increase starting salaries and reduce the length of time it takes to reach the top of most pay bands.

The pay journey tool will show staff how their pay will change year on year including annual pay uplifts and individual progression (if they are not at the top of their pay band). To use the tool, staff will need to know their spine point on 31 March 2018 if they were employed on or before this point. This can be found by looking at this table . Staff employed on or after 1 April 2018 will not need to know any spine point information.

Staff at the top of the pay band

• Staff at the top of their pay band will see their annual basic pay increase through the annual pay uplift effective on 1 April. For bands 2-8c this increase is 1.7 per cent.
• Staff employed on the top of their band on 31 March 2019 will receive a one-off 1.1 per cent non-consolidated lump sum cash payment. This will be paid in April.
• For staff at the top of bands 8d and 9 their basic pay increase and their one-off non-consolidated lump sum will be capped at the level of the increase for the top of band 8c.

Staff not yet at the top of their pay band

• Some staff will have their pay point deleted this year as part of the pay restructure. These staff will receive both an annual pay uplift and transitional pay progression on 1 April, effectively receiving their pay progression early.
• Other staff will receive an annual pay uplift on 1 April and then receive their transitional pay progression on their pay step date (formerly known as their incremental date).
• Individuals can use the pay tool to review their individual pay journey.

All Staff

• Changes to earnings can result in changes to tax, national insurance, pension contributions, student loan repayments and eligibility for tax credits and benefits.

One off non-consolidated cash lump sum

This will be paid with your monthly salary on 24 April 2019

Staff at the top of band 2-9

• Staff employed on the top of bands 2-8c on 31 March 2019 will receive a one-off non-consolidated lump sum cash payment worth 1.1 per cent of the value of annual basic pay. Part-time staff will receive payment on a pro-rata basis.
• The one-off non-consolidated cash lump sum will be paid in April 2019 and will appear on pay slips as “Non Consol Pay NP”. NP stands for non-pensionable.
• Staff at the top of bands 8d and 9 on 31 March 2019 have the value of the one-off non-consolidated lump sum cash payment capped at the value of the payment for staff at the top of band 8c.
• Annex 2 of the NHS terms and conditions handbook confirms the full-time equivalent value of the 1.1 per cent non-consolidated lump sum payments that a full-time staff member in bands 2-9 should receive.
• Staff in post but not at work, including staff on maternity, paternity, or sickness absence, will receive the lump sum.

Staff in band 1

• A non-consolidated cash lump sum worth 1.1 per cent of the value of band 1 annual basic pay from 1 April 2019 will be paid to all band 1 staff in April. This will be paid regardless of whether they remain in band 1, have already transitioned to band 2, or will transition to band 2 on 1 April via the national process .
• New entrants to band 2 that have not transferred as part of the national process will not be eligible for this payment. Staff who move in to a band 2 role via a promotion, such as staff who apply for a band 2 role and have the provisions as set out in section 6, England of the NHS Terms and Conditions of Service Handbook applied are also not eligible for this payment.
• Staff working less than full-time will receive payment on a pro-rata basis. In all cases the payment will be worth 1.1 per cent of annual basic pay of band 1 from April 2019.

Pay Progression

➢ Existing staff

• Existing staff, for the purposes of pay progression, are those staff who were in post before 1 April 2019. Staff who change roles but still work in the same band will also be considered existing staff as they have not been promoted.
• For these staff, their current organisational pay progression procedures will continue to apply until 31 March 2021. From 1 April 2021 the new arrangements will apply.
• The effect of this is that during transition, staff not yet at the top of their pay band will receive a combination of pay uplifts and pay progression as per current arrangements.
➢ New staff and promotions on or after 1 April
• With effect from 1 April 2019, all staff commencing NHS employment and those staff who are promoted on or after this date will be subject to the new pay progression arrangements.
• Promotion is considered to be moving to a higher banded role.

Further detail on pay progression

• Guidance for Staff
• Guidance for Managers

Communications will be issued during April from individual organisations along with updated posts on your organisations pages on this site.

The award was applied to basic pay only in July 2018. Weekly paid staff received back pay due for April 2018 to June 2018 on 03 August 2018; Monthly paid staff will receive this in August’s salary on 29 August 2018.

Due to three months of back pay being included please remember that there will also be an additional three months of deductions for tax, national insurance and pension contributions as well as any other deductions that are percentage based for example student loans, court orders etc.…

The contribution rates for the NHS Pension scheme remain the same and depend on pensionable pay, however please remember that if your pensionable pay has increased above the threshold for what you have been paying; you will move into the next contribution band and pay a higher percentage. This is the same as in previous years. Information on contribution rates can be found here:

http://www.nhsemployers.org/your-workforce/pay-and-reward/pensions/pension-contribution-tax-relief 

The new rates for unsocial hours for staff employed on bands one to three only applies from 01 July 2018 therefore there will be no retrospective deduction for hours worked prior to this.

There has been a lot of confusion around the various communications issued pre and post ratification of the award, please note the post ratification rates published by NHS Employers are the only ones that should be used. The point on the new scales show the point you will reach after your incremental date in 2018/2019, if you have had your increment you will already be on this point, if you haven’t you will be on the one below. The only exception to this is if you have benefited from the deletion of a point and have reached the 2018/2019 amount sooner.

NHS Employers have included a number of helpful tools on their website to assist you to check what point you should be on and understand how your pay journey works, please see below:

http://www.nhsemployers.org/case-studies-and-resources/2018/07/resources-to-help-you-understand-your-pay

http://www.nhsemployers.org/-/media/Employers/Documents/Pay-and-reward/NHS-Staff-Council—Resources-to-help-you-understand-pay.pdf

To engage with the electronic age and contribute to a paperless environment the Trust has made the decision to no longer produce paper payslips, in line with most other NHS organisations. From June 2018 you will not receive a paper copy payslip and will need to view this online instead. The facility provides a secure, fast and easy way for you to view not only your current payslip but historical ones also, and, at a convenient time chosen by you. For further information please visit the BTHFT page listed to the right of this post.

Have you set up a Personal Tax Account yet?

HMRC have created a new and exciting way for you to view, manage and update your tax related information. The Personal Tax Account is an online system in a secure environment, it is up to date, user friendly and the fastest way for you to see and amend your information, if you haven’t set one up already, please visit our dedicated page for guidance.