Nurses: Pay
(asked on 28th March 2023) - View Source
Question to the Department of Health and Social Care:
To ask the Secretary of State for Health and Social Care, pursuant to the Answer of 23 April 2007 to Question 125276, on Nurses: Pay, if he will publish a version of the table in that Answer for the years 1992-93 to 2021-22.
The following table shows pay recommendations of the review body for nursing and other health professions for qualified nurses (known as the National Health Service Pay Review Body (PRB) since 2004), the pay uplift awarded in each year and the change in average qualified nurses' earnings per head.
Main nursing and other health professional review body recommendation | Pay Uplift Awarded | Nurse & Health Visitor - Change in Earnings per Person (1) (2) | |
1992/93 | 6.3% | 6.3% | N/A |
1993/94 | 1.5% | 1.5% | N/A |
1994/95 | 3.0% | 3.0% | N/A |
1995/96 (3) | 1% + Local Element | 1% + Local Element | N/A |
1996/97 (4) | 2% + Local Element | 2% + Local Element | N/A |
1997/98* | 3.3% | 2.4% | N/A |
1998/99* | 3.8% | 2.6% | 1.0% |
1999/00 | 4.7% | 4.7% | 6.2% |
2000/01 | 3.4% | 3.4% | 4.9% |
2001/02 | 3.7% | 3.7% | 5.6% |
2002/03 | 3.6% | 3.6% | 3.8% |
2003/04 | 3.2% | 3.2% | 2.4% |
2004/05 | 3.2% | 3.2% | 6.1% |
2005/06 | 3.2% | 3.2% | 4.2% |
2006/07 | 2.5% | 2.5% | 5.2% |
2007/08* | 2.5% | 1.9% | 4.7% |
2008/09 | 3-Year Agenda for Change Pay and Contract Reform Agreement | 2.8% | 3.2% |
2009/10 | 3-Year Agenda for Change Pay and Contract Reform Agreement | 2.4% | 3.4% |
2010/11 | 3-Year Agenda for Change Pay and Contract Reform Agreement | 2.3% | 3.0% |
2011/12 (5) | 0.0% - public sector pay freeze | 0.0% | 1.0% |
2012/13 (6) | 0.0% - public sector pay freeze | 0.0% | 0.8% |
2013/14 | 1.0% - public sector pay policy | 1.0% | 0.8% |
2014/15 | 0.0% - public sector pay policy | 0.0% | 0.5% |
2015/16 | 1.0% - public sector pay policy | 1.0% | 0.4% |
2016/17 | 1.0% - public sector pay policy | 1.0% | 0.7% |
2017/18 | 1.0% - public sector pay policy | 1.0% | 1.1% |
2018/19 | 3-Year Agenda for Change Pay and Contract Reform Agreement | 2.5% | 2.5% |
2019/20 | 3-Year Agenda for Change Pay and Contract Reform Agreement | 3.2% | 3.3% |
2020/21 | 3-Year Agenda for Change Pay and Contract Reform Agreement | 3.1% | 3.4% |
2021/22 (7) | 3.0% | 4.0% | 3.8% |
Source: Earnings calculations from 2008 come from NHS England Earnings Statistics: https://digital.nhs.uk/data-and-information/publications/statistical/nhs-staff-earnings-estimates. To include both trusts & support organisations these are weighted by Headcount from NHS Workforce Statistics. Core recommendations are from the annual PRB reports.
Impact for Nurses (from 2009/10) are Departmental calculations weighted by Headcount across by points. This can make a difference when there is not a uniform pay award, for example, in 2022/23 the value of £1,400 is different for different points.
The data for 2006/07 and earlier is replicated from the answer to the previous question.
Notes:
* In 1997/98, 1998/99 and 2007/08 pay awards were staged.
Prior to introduction of Agenda for Change contract annual pay awards may have included an element determined at local level.
Pay Uplift Awarded does not include any non-consolidated pay.
Pay Uplift Awarded from 2009/10 onwards indicate impact on basic pay, weighted by headcount.
Between 2008/09 and 2010/11 and between 2018/19 and 2020/21 a multi-year pay agreement was in place for Agenda for Change which meant there were no PRB new PRB pay recommendations
Difference between change in earnings and change in payscales may be caused by factors including pay drift, pay reform and changes to skill mix.
- Change in average earnings only available from 1997/98
- Earnings change since 2006/07 based on NHS Earnings Statistics
- Assumed average of the award range
- Assumed 1pc higher than the previous year
- In 2011/12 a £250 increase was applied to pay points below £21,000. Pay Points above £21,000 were frozen
- In 2012/13 a £250 increase was applied to pay points below £21,000. Pay Points above £21,000 were frozen
2021/22 includes the impact of transition to new pay structures from 3-year Agenda for Change pay and contract reform agreement.