NHS Scotland Agenda for Change staff - working week reduction: Fairer Scotland Duty Assessment

Key Principles

Aim

Following the first 30-minute reduction in the working week for all AfC staff on 1 April 2024, the Cabinet Secretary for Health and Social Care confirmed on 18 February 2025 that a further hour reduction in the standard working week will come into effect on 1 April 2026.

Transition

Reduction to a 37-hour week

It was agreed with NHS Boards and trade unions that by 30 November 2024, all rostered AfC staff were to reduce to the 37-hour week (with non-rostered staff already having transitioned).

From 1 April 2024, for areas where there were service delivery pressures and staff could not reduce in the first instance, following agreement with local partnership forums, the below applied:

• A reduced working week transitional allowance was paid covering the gap between current working hours and the reduced working hours put in place by this agreement. Part-time staff received plain time up to 37 hours and full-time staff received time and a half for anything above 37 hours.
• Contractual overtime does not apply as the move from 37.5 to 37 was transitional up to the point it is safe to fully reduce to 37 hours.
• Unsocial hours were calculated based on new hourly rates.

There are a very small number of AfC staff who are currently being paid an additional compensatory transitional allowance until such times as the 30-minute reduction can be safely implemented. These NHS Boards are actively working in partnership with Area Partnership Forums to move all remaining staff to a 37-hour week.

The analysis of the initial 30-minute reduction will help to inform the best way to roll out the remaining reduction in the working week.

It is crucial that further changes are delivered in a way that is safe for patients and staff, supports the continued recovery of services, and avoids any extra burden for the workforce.

Reduction to a 36-hour week

To enable full implementation of the additional hour by 1 April 2026, there is a robust programme of activity to ensure this change is delivered by Boards in a way that is safe for patients and staff, supports the continued recovery of services and avoids any extra burden for our workforce. At a high level, this programme includes:

• All Area Partnership Forums (APFs) submitted outline implementation plans by 1 May 2025;
• A full and final implementation plan to be agreed by APFs by 1 October 2025; and,
• All AfC staff to move to a 36-hour working week by 1 April 2026.

Earnings

New hourly rates based on 37 hours are set out in ANNEX B. Staff will see no loss of overall earnings as a result of the reduction in hours.

Reduction in hours and flexibility

Decisions on how a staff member individually reduces their working week will be made locally. It is expected that changes will be made by mutual agreement, taking into account service requirements, supporting the aim of an effective work life balance and flexibility within the working week.

Innovative thinking

Managers and staff are encouraged to think innovatively when reducing hours across all working patterns. There is no one size fits all model and each service is encouraged to find a solution that works for them, and provides all staff with the benefit from reducing the working week.

Part-time staff

Will be reduced on a pro rata basis.

Private Provider Staff

Under NHS Scotland’s Two-Tier Agreement, most recently issued as STAC(TCS03)2018, those staff working for private providers contracted to NHS Scotland Boards, and falling within the remit set out in the agreement, are entitled to terms and conditions no less favourable than directly employed staff. This being the case, those Boards where Two-Tier staff are working should take the necessary steps to facilitate the equivalent reduction in working hours for those staff also.