Staff benefits, rewards and wellbeing

We offer competitive salaries which include inner and outer high cost area (HCA) supplements for working in London, depending on your location.

All our staff, except doctors and dentists who have their own pay scales, are paid under the Agenda for Change pay system (the national framework which sets out consistent terms and conditions and fair pay scales for all NHS employees). Under Agenda for Change, each NHS job has a band from 1 to 9, which indicates the pay scale through which you will progress while in your role. The band for each job is available in the recruitment advert.

If you join us from another NHS employer we will place you on the appropriate point on the scale to recognise your current experience. If you join us from an employer outside of the NHS, your manager will be responsible for identifying relevant experience so that you can be placed on the appropriate point on the scale.

Staff also have access in-house staff bank opportunities to work additional hours at competitive rate. 

If you have a question about how Agenda for Change or our pay rates work, contact our recruitment team.

Useful links

• Agenda for Change bands and pay rates
• Doctor pay rates
• Dentist pay rates

We recognise our staff through a series of awards and recognition schemes including:

• The Employee of the Month Scheme which offers staff the opportunity to nominate a colleague for their work throughout the year. If successful, the staff member receives an invitation to an annual tea party with the Chief executive (along with the other winners from the year), as well as a voucher. 
• The Long Service Award which recognises staff who have committed 25 years or more of service to the NHS with an invitation to an annual daytime celebration event and shopping voucher.  
• The Annual Staff Awards where staff are offered the opportunity to nominate a colleague or team for excelling in  award categories such as 'Compassion in Care' or 'Emerging Leader of the Year'. If shortlisted the nominee and nominator are invited to an evening dinner event at the end of the year where winners are awarded. 

Our staff currently take advantage of a large range of flexible working opportunities including: job sharing; pre-retirement, part-time working; condensed hours; term time (or part year working); home working; flexible start/finish times; time off for public and trade union duties; and study leave allowance.

Should a staff member require adjustments such as changing working arrangements or equipment, to reduce or remove a disadvantage related to their health CLCH has dedicated support to guide staff and managers to deliver these reasonably and practically. 

We reward you with a generous annual leave allowance that increases the longer you work here.

Starting off at 27 days per year plus eight bank holidays, your annual leave entitlement increases to 29 days after five years' and 33 days after ten years' NHS service. This service does not have to be continuous.

If you work part-time, your annual leave entitlement will be pro rata based on the number of hours you work.

The annual leave year runs from 1 April to 31 March.

Pension contributions:

You'll automatically be able to join the NHS Pension Scheme as soon as you start working here.

Employer pension contributions are generous at 14%. Your contributions range from 5% to 14.5% of pensionable pay and are taken from your salary before tax, so you receive tax relief on any amount you pay. You also pay less National Insurance.

You additionally have the option to receive added benefits, including ill health benefits, a tax free lump sum and death-in-service benefits for your family.

The NHS pension scheme is guaranteed by the government and protected against inflation. Find more information on the Business Services Authority website. 

Retirement: 

CLCH supports all staff with different retirement options through webinars and drop-ins including:

• winding down (working fewer days in your current post)
• stepping down (for example, into a less demanding job on lower pay, but which still makes good use of your skills and experience)
• phased or flexible retirement or
• bank and voluntary working after retirement. 

Once you do retire, the NHS Retirement Fellowship runs regular activities for NHS retirees in local areas and is open to you and your partner to join.

As an NHS employee here you are entitled to maternity, paternity occupational sick pay.

If a member of staff cannot come to work due to ill health, they may be entitled to up to six months at full pay and six months at half pay, depending on length of service. Entitlements to occupational sick pay are set out in section 14 of the Agenda for Change handbook.

Any member of staff working full-time or part-time will be entitled to paid and unpaid maternity leave under the NHS occupational maternity pay scheme if they have twelve months’ continuous service with one or more NHS employers at the beginning of the 11th week before the expected week of childbirth. 

A member of staff working full-time or part time will be entitled to paid and unpaid adoption leave under the NHS occupational adoption pay scheme if they are the primary carer in the adoption arrangement made by an official adoption agency and have 12 months’ continuous service with one or more NHS employers by the beginning of the week the adoption is agreed. 

All eligible employees are entitled to two weeks of ordinary maternity support (paternity) leave to be taken within 8 weeks of the child’s birth or the placement of the child for adoption.

Salary exchange is when you exchange part of your monthly salary for a benefit and could save you money.

We currently offer the following schemes here:

• Walkers and cycle-to-work schemes
• Interest-free season ticket loan and rental accommodation
• Education loan
• Competitive car lease scheme

Central London Community Healthcare NHS Trust currently provides an information and advice service to support all staff across the Trust with guidance and assistance in finding and securing accommodation.

The Accommodation Officer is available Monday-Friday between 9.30am-5.30pm to answer all enquiries regarding accommodation needs and housing support.

We currently work with a number of housing associations across London and may be able to help staff secure keyworker accommodation. The Accommodation Officer manages all nominations to Trust partner accommodation.

CLCH Accommodation contacts

Accommodation enquiries and support:

Email: clcht.staff.accommodation@nhs.net

Telephone: 07765 265 048

We work with a number of local and national providers to secure discounts for you and your family. Depending on where you work, you may be able to save money on meals out, food shops, etc.

We offer discounted gym memberships at a number of local fitness centres and gym providers, and we also have a dedicated employee health unit in Kensington and Chelsea's St Charles' Centre, which you can join at a reduced rate.

Some of our sites have subsidised restaurants and other on-site facilities, and you will also have access to:

• Health Service Discounts
• NHS Cashback Card
• NHS Discount Offers
• Blue Light Card

Our staff’s health and wellbeing is of the upmost importance to us.

The Employee Health Service (EHS), also known as Occupational Health, provide core occupational health services including:

• Pre-placement health screening to help address any health needs you may have.
• Workplace immunisation programmes to ensure you are trained on the management of occupational exposures to blood and body fluids (all of our staff are encouraged to have the free flu vaccination every year).
• Contributions to the costs of your eyesight tests and glasses if you need them to be able to work.
• We also provide health and safety training, give you advice specific to your job and assess and monitor the environment you work in.

In addition staff can also access specialist services: MSK (Musculoskeletal) physiotherapy services:

This is provided by an external provider who offer a blended model of treatment, predominately remote via video-consultations but with some hands on treatment at a local clinic if required. Between consultations you will be provided with exercise programme to help you manage and improve your condition. 

Mental health services:

Within the Employee Health Service we have a Practitioner Psychologist, Psychotherapist, Mental Health Nurse and counsellor. They are able to assist with 1:1 and group therapy, and provide support for teams with debriefing for any workplace.

The CLCH Wellbeing Pledge ensures the trust has structured wellbeing delivery that is evidence based and targeted to support individual physical, mental health, and wellness. The CLCH Wellbeing Plan supports the creation of a healthy, fulfilled, resilient and productive workforce working to the best of its ability, enabling the best service to be provided to patients and residents. The Pledge says that “CLCH exemplifies an organisational culture which visibly priorities wellbeing.”

The wellbeing team manages: 

• the Trust Wellbeing App, to sign post to resources and events aligned to wellbeing,   
• regular training that promotes compassionate, inclusive leadership that sponsors trust, 
• the Trust's networks of wellbeing ambassadors, mental health minders and mental health first aiders to create a culture of positive mental and physical health,
• support and resources for managers and staff to aid the delivery of flexible working arrangements.

As part of our overall commitment to the equality of opportunity and valuing diversity, as an organisation we are fully committed to promoting a harmonious and supportive working environment, where every employee is treated with consideration, respect and dignity.

Harassment and bullying are in direct opposition to our aims and values, which include our commitment to treat people with courtesy, dignity and respect and to embrace difference, diversity and fairness. Harassment and bullying in any form can have a detrimental impact on working lives by adversely affecting the health, morale and performance of those affected by it, including those who witness it.

Similarly, we do not tolerate acts of violence, aggression, harassment or abuse towards staff and professionals who work in, or provide services to, the NHS. We consider the safety of all staff of paramount importance and are committed to providing, as far as is reasonably practicable, safe environments and systems of work for all staff whilst you are performing their duties. We do not expect staff to subject themselves to, or be exposed to, any unnecessary risks or to cope alone with potential or actual violent situations.

We will do all that is reasonable and practicable to prevent and protect all staff from any form of violence at work and to equip them, as far as possible, to deal with any incidents that do arise. We will ensure that all complaints of violence are taken seriously and that there are procedures in place for managers and staff that help them to deal with potential or actual violent situations.

Procedures are also available at both informal and formal levels to deal with complaints and disputes relating to bullying and harassment, including an option for mediation. Support for those involved in or affected by bullying and harassment is also available and a robust monitoring system for cases of bullying and harassment is in place.

In addition, a number of Trust employees have been appointed and trained as Freedom to Speak Up and wellbeing champions as an independent and confidential resource to offer support to staff to help with emotional and physical wellbeing or concerns.

If you are a patient, carer or family of a patient, please raise any concerns or make suggestions with the PALS team.

Speaking up is about anything that gets in the way of doing a great job. This can also be termed as raising concerns or whistleblowing, whether it is linked to patient care, systems, processes, a staff member’s experience within a team, or something else.

CLCH understands that it is important that we all feel able to say something when something has gone wrong or could go wrong. Staff should feel confident that they will be listened to and that it will be used as an opportunity for learning and improvement.

Our Freedom to Speak Up Vision: “We are committed to promoting an open and transparent culture across the organisation to ensure that all members of staff experience a compassionate climate where they are confident to speak up and everyone can learn.”

Anyone who carries out work for the Trust is encouraged to speak up. That includes healthcare professionals, non-clinical staff, all managers, volunteers, students, bank and agency workers and former employees. We have a Freedom to Speak Up Policy, and our Freedom To Speak Up service is provided by Guardian Service Limited. We also have a number of Freedom To Speak Up champions across the Trust who are trained to signpost staff to support from the Guardian Service Limited. 

Follow this link to the National Guardian’s Office to find more information about speaking up in the NHS.

For registered Band 6 health visitors, this post is offering a premium of £2,500 payable upon commencement of employment (as a lump sum payment).

The payment is made on the understanding that staff will remain in the employment of the Trust working within Children’s Services for two years.

This incentive is also payable for newly qualified Health Visitors who transfer to a health visitor post following completion of the Specialist Community Health Nurse (SCPHN) qualification.