Over the past few months, the RCN has been speaking with members across East Cheshire NHS Trust about bank shifts, overtime, and staffing pressures.
Many members told us that overtime is rarely offered and instead, additional hours are frequently escalated to NHS Professionals (NHSP) bank shifts or external agency cover. In some cases, members have reported working beyond their shift end but being mandated to take time off in lieu rather than paid overtime.
Given that Agenda for Change contracts include provisions for paid overtime where additional hours are worked, we raised this issue directly with the Trust and asked a straightforward question:
Why is overtime not routinely offered to substantive staff before shifts are released to NHSP or agency?
Why this issue has come into focus
The RCN commissioned a survey of members across the Northwest region after the decision was made by the trust to reduce pay to the Mid-Point of Band 5’ for NHSP bank shifts, a decision we believe was enforced by the Cheshire & Merseyside ICB
While that change relates specifically to bank pay arrangements, it has also brought a wider issue into sharper focus. In most workplaces, when additional hours are required the first option would normally be overtime for existing staff, before looking to temporary or external staffing arrangements.
Uniquely within the NHS however, the model that has developed in many organisations is that additional hours are frequently routed through NHSP bank contracts rather than overtime, even where substantive staff are willing to work additional hours as overtime.
With the recent reductions to bank pay, it was clear that many members across the trust felt that the way additional hours were paid and managed needed to be reviewed.
What the Trust told us
After raising the issue of NHSP shifts and overtime pay with the trust monthly through the trusts Partnership Forum, we met with the trust again in late February.
In this meeting, the Trust advised that it cannot offer overtime as a routine staffing solution due to a combination of financial and governance factors.
Agenda for Change and overtime
Agenda for Change terms and conditions include provisions for paid overtime where staff work additional hours beyond their contracted hours, subject to operational agreement.
This raises an important question about whether current practice is fully consistent with the overtime provisions set out in Agenda for Change contract with the RCN believing that staff should have confidence that the contractual arrangements they work under are being applied fairly and consistently.
Why members are concerned
In addition to the concerns with regards to fair pay and contractual adherence, members have consistently told us that:
• Wards are frequently short staffed
• Staff are willing to work additional hours
• Overtime is rarely offered and if it is offered, it is almost exclusively offered as TOIL
• Additional shifts are only offered through NHSP or escalated to agency
For the RCN, this raises a straightforward question - Why is contractual overtime not the first option when staff are willing to work, especially as overtime can support continuity of care, maintain skill mix, and reduce reliance on temporary staffing?
A growing conversation
If this issue affects you, or if you would simply like to stay informed about developments, you can join the campaign update group by . This group allows members to:
• Stay updated on progress
• Share experiences from their wards
• Help shape the next steps of the campaign
The strength of this campaign will depend on how many members choose to take part.
Where the campaign goes next
The RCN believes this issue needs to be addressed, but meaningful change will only happen with member involvement. Over the coming weeks, we will be asking members what types of actions they would be willing to support to achieve an improved position on additional hours and pay.
The RCN’s principle on this matter is very simple, we believe that when additional hours are required, overtime should be offered to substantive staff before shifts are released to NHSP or agency.
Many members told us that overtime is rarely offered and instead, additional hours are frequently escalated to NHS Professionals (NHSP) bank shifts or external agency cover. In some cases, members have reported working beyond their shift end but being mandated to take time off in lieu rather than paid overtime.
Given that Agenda for Change contracts include provisions for paid overtime where additional hours are worked, we raised this issue directly with the Trust and asked a straightforward question:
Why is overtime not routinely offered to substantive staff before shifts are released to NHSP or agency?
Why this issue has come into focus
The RCN commissioned a survey of members across the Northwest region after the decision was made by the trust to reduce pay to the Mid-Point of Band 5’ for NHSP bank shifts, a decision we believe was enforced by the Cheshire & Merseyside ICB
While that change relates specifically to bank pay arrangements, it has also brought a wider issue into sharper focus. In most workplaces, when additional hours are required the first option would normally be overtime for existing staff, before looking to temporary or external staffing arrangements.
Uniquely within the NHS however, the model that has developed in many organisations is that additional hours are frequently routed through NHSP bank contracts rather than overtime, even where substantive staff are willing to work additional hours as overtime.
With the recent reductions to bank pay, it was clear that many members across the trust felt that the way additional hours were paid and managed needed to be reviewed.
What the Trust told us
After raising the issue of NHSP shifts and overtime pay with the trust monthly through the trusts Partnership Forum, we met with the trust again in late February.
In this meeting, the Trust advised that it cannot offer overtime as a routine staffing solution due to a combination of financial and governance factors.
Agenda for Change and overtime
Agenda for Change terms and conditions include provisions for paid overtime where staff work additional hours beyond their contracted hours, subject to operational agreement.
This raises an important question about whether current practice is fully consistent with the overtime provisions set out in Agenda for Change contract with the RCN believing that staff should have confidence that the contractual arrangements they work under are being applied fairly and consistently.
Why members are concerned
In addition to the concerns with regards to fair pay and contractual adherence, members have consistently told us that:
• Wards are frequently short staffed
• Staff are willing to work additional hours
• Overtime is rarely offered and if it is offered, it is almost exclusively offered as TOIL
• Additional shifts are only offered through NHSP or escalated to agency
For the RCN, this raises a straightforward question - Why is contractual overtime not the first option when staff are willing to work, especially as overtime can support continuity of care, maintain skill mix, and reduce reliance on temporary staffing?
A growing conversation
If this issue affects you, or if you would simply like to stay informed about developments, you can join the campaign update group by . This group allows members to:
• Stay updated on progress
• Share experiences from their wards
• Help shape the next steps of the campaign
The strength of this campaign will depend on how many members choose to take part.
Where the campaign goes next
The RCN believes this issue needs to be addressed, but meaningful change will only happen with member involvement. Over the coming weeks, we will be asking members what types of actions they would be willing to support to achieve an improved position on additional hours and pay.
The RCN’s principle on this matter is very simple, we believe that when additional hours are required, overtime should be offered to substantive staff before shifts are released to NHSP or agency.
