Long overdue pay offer finally arrives for midwives in England
on 29 July 2024 NHS Pay Review Body Pay and Agenda For Change Pay Midwifery Midwives MSWs - Maternity Support Workers NHS England England NHS NHS Staff NHS Unions RCM Member RCM RCM CEO Government
Months of waiting, a change of Government and finally the announcement of the long overdue pay rise for midwives and maternity support workers (MSWs) in England has arrived.
The Government’s announcement of a 5.5%, above inflation pay award has been welcomed by the Royal College of Midwives (RCM) – but they also said that staff have had to wait far too long. This has, said the College, eroded the morale of staff and has made them feel undervalued.
It says the Chancellors confirmation that she will reform the timetable to get NHS Pay Review Body (PRB) Government process back on track is very much welcome. However, the RCM has also said that it still awaits more detail so it can fully consider the award and the funding implications.
Responding to the announcement, RCM General Secretary Gill Walton said:
“We called on the new Government to make a swift announcement on pay and to end the limbo our members have been left in for months, so we are pleased the announcement has been made. In our evidence to the Pay Review Body (PRB) we called for real terms pay increase, consolidated across the board, one that starts to address the pay cuts our members have faced for far too long and a commitment to the real living wage. Investing in the pay of NHS staff will also go some way towards stemming the tide of midwives who have been weighing up leaving midwifery due to last year’s below inflation pay rise."
While decent headline pay is key to retaining midwives and MSWs and making the NHS an attractive place to work, the RCM has previously said that there are wider issues that also need addressing urgently to make sure the NHS can retain its staff. This includes the Agenda for Change (AFC) pay structure which needs attention too says the RCM, including small gaps between pay bands and the length of time it’s takes to progress from band 8 and above So, its pleased that the PRB has acknowledged this in its recommendations.
In addition, investment in the NHS Job Evaluation Scheme that underpins the pay system, ensuring equal pay for work of equal value is required. Job evaluation is also important to addressing wider pay discrimination, gender, ethnicity and disability pay gaps. For it to work properly though it needs effective local application and job matching, says the RCM.
Gill added:
“We very much hope that this is the beginning of much needed work to improve the pay, terms and conditions of our members and all NHS staff. The RCM wants to work with the Government to improve a pay process that many staff have lost faith in. We must also tackle the issues within the Agenda for Change pay system too. We need to ensure it’s a fair pay system for all and that equal pay is given to work of equal value. Pay is a crucial level in retaining staff and we must do all we can to reverse the current midwifery retention rates.”
The RCM says it will now take this award to the RCM Board for consideration and decisions on next steps including a consultation with its members in England.
ENDS
For interview requests and to contact the RCM Media Office call 020 7312 3456, or email media@rcm.org.uk
NOTES TO EDITORS
The Royal College of Midwives (RCM) is the only trade union and professional association dedicated to serving midwifery and the whole midwifery team. We provide workplace advice and support, professional and clinical guidance, and information, and learning opportunities with our broad range of events, conferences, and online resources. For more information visit the RCM | A professional organisation and trade union dedicated to serving the whole midwifery team.