Westminster Hall is an alternative Chamber for MPs to hold debates, named after the adjoining Westminster Hall.
Each debate is chaired by an MP from the Panel of Chairs, rather than the Speaker or Deputy Speaker. A Government Minister will give the final speech, and no votes may be called on the debate topic.
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The Minister for Care (Helen Whately)
It is a pleasure to serve under your chairmanship, Mr Hosie. I thank the hon. Member for Liverpool, Wavertree (Paula Barker) for securing the debate on this important issue and giving me the opportunity to talk about our NHS staff. I come from a family of doctors and nurses, and before I became an MP I spent years working in hospitals and other NHS organisations, particularly to make the NHS a better place to work, because NHS staff are our health system’s greatest asset. In normal times, they go the extra mile, but in the pandemic they have done so time and again.
I welcome many of the points made by hon. Members this morning. Many have talked about the huge sacrifices that staff have made during the pandemic—not only them, but their families. Some, for instance, moved out of their family home to ensure they did not bring coronavirus home with them.
Colleagues have talked about not only nurses but other members of the healthcare workforce, including healthcare assistants, who are often overlooked in these conversations but are a vital part of our health service.
Some Members have talked about vacancies in the NHS workforce, of which I am well aware, and I will provide some reassurance on that in my remarks. Hon. Members have talked about PPE, but I do not see it as a choice between paying the NHS workforce and providing PPE—we must do both. PPE is not a choice; it is essential to protect those working in the NHS, and to me, it is non-negotiable. The shadow Minister, the hon. Member for Ellesmere Port and Neston (Justin Madders), spoke about the need to invest in our workforce. I wholeheartedly agree with that, and the Government are doing so.
As I said, NHS staff are the NHS’s greatest asset. In fact, the NHS is, in essence, its people. The Government are determined to ensure that the NHS can retain and recruit the staff it needs. Over the last few years, the have worked with trade unions to deliver multi-year pay and contract-reform deals for more than a million of our NHS staff. Over the last three years, nurses specifically have seen their starting salaries increase by more than 12%. We have increased the lowest starting salary in the NHS by more than 60%.
We all know that our NHS staff work around the clock to provide care. That is why, on top of the basic salary, NHS staff earn premium rates of pay for working at night and over the weekend, and for agreed overtime. That increases individual pay by around £4,000 on average. On top of that, the NHS reward rightly includes benefits that go beyond the statutory minimum on holidays, sick pay and pensions.
We have also invested in our junior doctors, recognising the huge contribution that they make to the NHS. The deal that we have agreed with the British Medical Association improves junior doctors’ working lives, protecting rest requirements and reducing the number of consecutive shifts worked. By the end of that deal, junior doctor pay scales will have increased by at least 8.2%, and around one in eight junior doctors will receive more as they reach a new higher pay point to reflect their level of responsibility. For our nurses and non-medical staff, this is the final year of the multi-year “Agenda for Change” deal. We have asked the independent pay review bodies to make recommendations on the pay of our NHS staff for 2021-22.
As the Government have set out, the coronavirus pandemic has placed a huge strain on public finances, and the economic outlook remains uncertain. The Government’s written evidence to the independent pay review bodies set out that, in settling the Department of Health and Social Care and NHS budgets, the Government anticipated a headline pay award of 1% for NHS staff. That compares with the pay freeze for the wider public sector and, as we all know, with the context of many people facing unemployment and pay cuts in many parts of our economy.
David Linden
The Minister is setting out the bleak fiscal picture for the Government and the tough financial choices that have to be made. Will she explain, then, why they have seen fit to invest in more nuclear warheads but not in pay for NHS staff?
Helen Whately
The hon. Gentleman will recognise that although the Government have to make some difficult decisions, various things are non-negotiable. One of those things is ensuring that the NHS is there for all our constituents who need it, and another thing is ensuring that we have the defence that we need to protect people from threats from overseas.
Let me return to the matter in hand and set out a bit more about the process that we are going through on NHS pay. As I mentioned, the evidence that we recently submitted to the NHS pay review covered a wide range of data that was relevant to the decisions that that pay review body will make. The pay review bodies themselves are independent advisory bodies made up of industry experts. Their recommendations are based on a comprehensive assessment of evidence from a range of stakeholders, including trade unions. The wide range of factors that they will consider includes the cost of living, recruitment and retention in the NHS, affordability and value for money for the taxpayer, and comparisons with wider public and private sector earnings.
As the pay review bodies are independent, I cannot, and would not wish to, pre-empt their recommendations. We have asked the NHS pay review body, and the review body for doctors and dentists, to report later in the spring, and we will carefully consider their recommendations when we receive them.
Justin Madders
The Minister is setting out the pay review process, but it is also the case that she voted for a 2.1% pay increase only last year. Why has that changed?
Helen Whately
I am very glad that the hon. Gentleman has brought this point up. There have been no changes to the 2.1%. I specifically looked into that, and we are absolutely consistent—the 2.1% in the long-term plan will be invested in the workforce as planned. That 2.1% includes the funding not only for the pay agreements that we will reach through this process, but for existing pay deals and further workforce development, so we will be standing by that 2.1%.
As would be expected, I have had many conversations with NHS staff, from porters to healthcare assistants, nurses, allied healthcare professionals, junior doctors and consultants, both during the pandemic and for many years before. I have asked many times what would help; what do staff most want? Pay is rarely mentioned in those conversations—[Interruption.] The hon. Member for Warrington North (Charlotte Nichols) may laugh, but I am describing the many conversations I have had over many years with NHS staff, including during the pandemic. What is most often mentioned to me is that staff want more colleagues. They want more staff working alongside them so that they can have more time to give patients the care that they want to provide.
Helen Whately
I will make some progress, as time is limited. Staff have told me many times that they want to feel genuinely supported and valued in their work. Someone said that one of the upsides of the pandemic is that when a colleague asks them how they are, they feel that the question is actually a meaningful one at the moment. If they say, “No, I’m not okay”, it has led to a conversation in which they have talked about what would help. I would like to see that continued in easier times.
Staff told me many times that they would like more autonomy in their jobs, and to be able to really make a difference and make improvements in the area they work in. Most recently, staff told me how much they want to be able to take time off, to have some time to spend with their families and time to recover and recuperate from the stresses and strains of the pandemic. I am determined that we shall deliver all those things for our NHS workforce.
Throughout the pandemic, I have worked with NHS England to make sure that all possible support is in place for staff. That includes practical support, like hot food and drinks and the free parking that has been much talked about; and psychological support: mental health support, “wobble rooms”—which I have spoken to staff about and they value them—dedicated support lines and helplines, and access to specialist support through new mental health and wellbeing hubs. As set out in the people plan, we are working with the whole NHS to build a more supportive, compassionate and inclusive culture. A culture in which those who care are cared for in turn.
On the first of the asks that I mentioned, that NHS staff want more colleagues, we are making real progress. In the NHS there are now over 6,500 more doctors, almost 10,600 more nurses and over 18,700 more health support workers compared with a year ago, and we are well on our way to delivering 50,000 more nurses for the NHS by the end of this Parliament.
We estimate that there are 70,000 nurses and midwives in training at the moment, and that includes 29,740 students who began nursing and midwifery courses this academic year. That is an increase of 26% from last year. Forty-eight thousand students have applied to start nursing and midwifery courses later in the year. That is an increase of over a third compared with the number of applicants at the same time last year, so I can assure hon. Members that the supply of people training and coming forward to train to work in the NHS is strong.
Vacancies in the NHS—indeed, there are vacancies, but they are decreasing—have fallen by over 11,000 since last year. There are 2,500 fewer nursing and midwifery vacancies and 1,800 fewer doctor vacancies.
NHS and social care staff do a fantastic job, and they continue to go the extra mile time and again, especially during the pandemic. We must recognise their skill and dedication and make sure the rewards of work in the NHS support the recruitment and retention of the workforce our health service needs. That is why we have the independent pay review bodies. They will properly assess all the evidence, and the Government will consider their recommendations and respond in due course.
Those of us who have spoken today may disagree about many things, but we all care deeply about our NHS and our NHS staff. I thank all the hon. Members who spoke today for showing their support.