۱۵٫۴۸ Maternity leave, whether paid or not, counts as length of service for annual supplements and for eligibility purposes for additional annual leave. A worker on maternity leave is expected to go through a KSF (Growth in England and Wales) portal on the scheduled date if no concerns have been expressed about her ability to complete her KSF design prior to maternity leave. 3. Where a carry forward indicates that a different distribution of roles within a function could provide a secure service with the expected level of quality, the proposed new structure should be considered in the light of: These guidelines do not apply to health care contracts. These documents supersede and replace the previous terms and conditions provided by NHS England or the Department of Health and Social Care in relation to the non-clinical supply of the NHS. These terms and conditions apply from 23 September 2022. 17.7 The employer and the employee agree on the most suitable means of transport for the routine journeys that the employee must make in the exercise of his activity. If a particular trip is unusual in terms of distance or purpose, the type of trip will be agreed between the employer and employee before it begins. 1.1 All NHS employers are required to comply with employment and tax legislation and other legal requirements. The NHS Staff Council will periodically review this manual, taking into account changes in relevant legislation. 2.15 Payments for non-social hours are not included in any part of the calculation of overtime, on-call time or other payments described in this manual.
The number of days of annual leave you are entitled to depends on how long you work in the NHS. All previous periods of continuous service in the NHS are also taken into account. 13.1 Public servants are entitled to vacation leave and statutory holidays in accordance with Table 6 (see section 12 for eligible service provisions). 16.9 Portions of an eligible year of service will not be considered. If any of the above NHS conditions are used, the contract is formed when the order is issued by the NHS organisation to the supplier. 34.8 The interruption of employment scheme should, as a general rule, be open to all workers who have been working in the enterprise for at least 12 months. 2.51 Another group of employees, who often participate in community service activities such as learning disabilities, have “sleep arrangements” where they sleep in work rooms, but they rarely have to witness an incident at night. In such circumstances, appropriate arrangements should be made on the spot. 27.16 In situations where the work is repetitive, continuous or requires exceptional concentration, employers must ensure that adequate rest is an integral part of their duty to protect the health and safety of their workers. In these circumstances, the opinion of local occupational health services should be sought. 15.83 Employees with a fixed-term contract or training contract who are employed after the 11th week preceding the expected week of birth or the corresponding date or the 15th.
week before the expected date of delivery, if they apply through a surrogacy agreement and who meet the relevant conditions of paragraphs 15.14, 15.15 or 15.17, their contracts will be extended so that they can benefit from the 52 weeks. These include paid occupational and statutory maternity benefit, adoption, shared parental allowance and the remaining 13 weeks of unpaid maternity, adoption or shared parental leave. 3. If advertisements have not produced suitable candidates, managers of personnel services or departments and staff representatives should examine the reasons. The number of applicants, relevant national data on job vacancies and local labour market information, media used and any unpaid improvements that could be made to the employment package (e.g. training opportunities, childcare, moving) or a planned increase in staffing for the position. 12.1 An employee`s uninterrupted previous service with an NHS employer is considered credited service in relation to NHS redundancy agreements. Maternity, sickness benefits and annual leave. 1.3 The provisions of this handbook are based on the need to ensure a fair pay system for NHS workers that supports modernised working practices. The regulation recognizes that modern forms of healthcare rely on flexible teams of staff who care for patients 24/7/365 and apply a wide range of skills.
The employer must take into account all periods of eligible service in calculating the leave to which it is entitled (12.1 and 12.4). Paragraph 12.2 gives employers discretion to decide which previous employment (outside the NHS) counts towards entitlement to annual leave. 33.41 Staff members who are not entitled to parental shared allowance may be entitled to statutory treatment during shared parental leave. To be entitled to the statutory salary, the employee and his partner must first meet certain qualification conditions described in the relevant legislation. Details on qualification requirements can be found on www.gov.uk. 14.21 Employees who became ill before 1 July 2018 will continue to receive sick pay under the conditions they were employed at the beginning of their sick leave.