NHS Employers have proposed to medical trades unions the adoption of a set of common provisions set out in the NHS Handbook. These terms and conditions include, but are not limited to, shared parental leave and redundancy. Medical trades unions have been invited to discuss the proposed changes in partnership through the established negotiation forums for the consultant and specialty and associate specialists (SAS) doctor contracts.

This is the same protocol as has previously been followed for proposing provisions agreed under the non-pay schedules in the NHS Handbook to consultants and SAS doctors.

In 2015, the NHS Staff Council agreed new redundancy provisions for the NHS Terms and Conditions of Service. The British Medical Association (BMA), who are part of the Staff Council, did not agree to amend the national terms and conditions which their members are employed upon. This resulted in redundancy terms being different for doctors compared with other National Health Service staff. In 2016 the new contract for doctors and dentists in training introduced schedules which brought them in line with the shared provisions for other NHS staff, including redundancy. However, as it stands, other grades of doctors still have anomalous redundancy arrangements compared with the rest of the NHS workforce.

The effect of the proposal to accept a set of common provisions on consultants and SAS doctors will be that these non-pay elements of their terms and conditions will be brought into line with doctors and dentists in training and Agenda for Change staff, bringing equity across staff groups.

The BMA have responded that whilst they are keen to incorporate the new provisions on shared parental leave, they do not wish to accept the set of common provisions from the NHS Handbook as they wish to maintain distinct terms and conditions of service for the groups they represent. The Government see no basis for maintaining separate terms and conditions for these groups of doctors in relation to the shared schedules.

NHS Employers have proposed to medical trades unions the adoption of a set of common provisions set out in the NHS Handbook. These terms and conditions include, but are not limited to, shared parental leave and redundancy. Medical trades unions have been invited to discuss the proposed changes in partnership through the established negotiation forums for the consultant and specialty and associate specialists (SAS) doctor contracts.

This is the same protocol as has previously been followed for proposing provisions agreed under the non-pay schedules in the NHS Handbook to consultants and SAS doctors.

In 2015, the NHS Staff Council agreed new redundancy provisions for the NHS Terms and Conditions of Service. The British Medical Association (BMA), who are part of the Staff Council, did not agree to amend the national terms and conditions which their members are employed upon. This resulted in redundancy terms being different for doctors compared with other National Health Service staff. In 2016 the new contract for doctors and dentists in training introduced schedules which brought them in line with the shared provisions for other NHS staff, including redundancy. However, as it stands, other grades of doctors still have anomalous redundancy arrangements compared with the rest of the NHS workforce.

The effect of the proposal to accept a set of common provisions on consultants and SAS doctors will be that these non-pay elements of their terms and conditions will be brought into line with doctors and dentists in training and Agenda for Change staff, bringing equity across staff groups.

The BMA have responded that whilst they are keen to incorporate the new provisions on shared parental leave, they do not wish to accept the set of common provisions from the NHS Handbook as they wish to maintain distinct terms and conditions of service for the groups they represent. The Government see no basis for maintaining separate terms and conditions for these groups of doctors in relation to the shared schedules.

NHS Employers have proposed to medical trades unions the adoption of a set of common provisions set out in the NHS Handbook. These terms and conditions include, but are not limited to, shared parental leave and redundancy. Medical trades unions have been invited to discuss the proposed changes in partnership through the established negotiation forums for the consultant and specialty and associate specialists (SAS) doctor contracts.

This is the same protocol as has previously been followed for proposing provisions agreed under the non-pay schedules in the NHS Handbook to consultants and SAS doctors.

In 2015, the NHS Staff Council agreed new redundancy provisions for the NHS Terms and Conditions of Service. The British Medical Association (BMA), who are part of the Staff Council, did not agree to amend the national terms and conditions which their members are employed upon. This resulted in redundancy terms being different for doctors compared with other National Health Service staff. In 2016 the new contract for doctors and dentists in training introduced schedules which brought them in line with the shared provisions for other NHS staff, including redundancy. However, as it stands, other grades of doctors still have anomalous redundancy arrangements compared with the rest of the NHS workforce.

The effect of the proposal to accept a set of common provisions on consultants and SAS doctors will be that these non-pay elements of their terms and conditions will be brought into line with doctors and dentists in training and Agenda for Change staff, bringing equity across staff groups.

The BMA have responded that whilst they are keen to incorporate the new provisions on shared parental leave, they do not wish to accept the set of common provisions from the NHS Handbook as they wish to maintain distinct terms and conditions of service for the groups they represent. The Government see no basis for maintaining separate terms and conditions for these groups of doctors in relation to the shared schedules.

NHS Employers have proposed to medical trades unions the adoption of a set of common provisions set out in the NHS Handbook. These terms and conditions include, but are not limited to, shared parental leave and redundancy. Medical trades unions have been invited to discuss the proposed changes in partnership through the established negotiation forums for the consultant and specialty and associate specialists (SAS) doctor contracts.

This is the same protocol as has previously been followed for proposing provisions agreed under the non-pay schedules in the NHS Handbook to consultants and SAS doctors.

In 2015, the NHS Staff Council agreed new redundancy provisions for the NHS Terms and Conditions of Service. The British Medical Association (BMA), who are part of the Staff Council, did not agree to amend the national terms and conditions which their members are employed upon. This resulted in redundancy terms being different for doctors compared with other National Health Service staff. In 2016 the new contract for doctors and dentists in training introduced schedules which brought them in line with the shared provisions for other NHS staff, including redundancy. However, as it stands, other grades of doctors still have anomalous redundancy arrangements compared with the rest of the NHS workforce.

The effect of the proposal to accept a set of common provisions on consultants and SAS doctors will be that these non-pay elements of their terms and conditions will be brought into line with doctors and dentists in training and Agenda for Change staff, bringing equity across staff groups.

The BMA have responded that whilst they are keen to incorporate the new provisions on shared parental leave, they do not wish to accept the set of common provisions from the NHS Handbook as they wish to maintain distinct terms and conditions of service for the groups they represent. The Government see no basis for maintaining separate terms and conditions for these groups of doctors in relation to the shared schedules.

The shared parental leave arrangements introduced in April 2019 were part of the Agenda for Change pay and contract reform agreement and enacted via changes to the National Health Service Terms and Conditions of Service Handbook.

The provisions were extended to doctors and dentists in training, by virtue of the fact that their contractual arrangements mirror certain non-pay schedules from the NHS Handbook.

The current terms and conditions for consultants and specialty and associate specialist (SAS) doctors do not share these same schedules and therefore the changes do not automatically apply to these staff.

We firmly believe that all members of NHS staff should be treated equally. Established routes for contractual changes are via NHS Employers. Medical trades unions have been invited by NHS Employers to adopt the same non-pay schedules from the NHS Handbook for consultant and SAS doctors as have already been adopted by doctors and dentists in training, including those relating to shared parental leave.

An evaluation on the potential effect on the gender pay gap in medicine of not including consultants and specialty and associate specialist doctors in the NHS shared parental leave entitlement has not been planned.

The Department has commissioned an independent review into the gender pay gap in medicine, chaired by Professor Dame Jane Dacre. The review, which commenced in April 2018, is currently examining qualitative and quantitative evidence which will help identify the impact of cultural, practical and psychological issues that contribute to the gender pay gap in medicine.

The evidence collected and examined will go on to produce a series of implementable recommendations for publication in September 2019.

The shared parental leave arrangements introduced in April 2019 were part of the Agenda for Change pay and contract reform agreement and enacted via changes to the National Health Service Terms and Conditions of Service Handbook.

The provisions were extended to doctors and dentists in training, by virtue of the fact that their contractual arrangements mirror certain non-pay schedules from the NHS Handbook.

The current terms and conditions for consultants and specialty and associate specialist (SAS) doctors do not share these same schedules and therefore the changes do not automatically apply to these staff.

We firmly believe that all members of NHS staff should be treated equally. Established routes for contractual changes are via NHS Employers. Medical trades unions have been invited by NHS Employers to adopt the same non-pay schedules from the NHS Handbook for consultant and SAS doctors as have already been adopted by doctors and dentists in training, including those relating to shared parental leave.

An evaluation on the potential effect on the gender pay gap in medicine of not including consultants and specialty and associate specialist doctors in the NHS shared parental leave entitlement has not been planned.

The Department has commissioned an independent review into the gender pay gap in medicine, chaired by Professor Dame Jane Dacre. The review, which commenced in April 2018, is currently examining qualitative and quantitative evidence which will help identify the impact of cultural, practical and psychological issues that contribute to the gender pay gap in medicine.

The evidence collected and examined will go on to produce a series of implementable recommendations for publication in September 2019.