Reduced Working Week

NHS Circular PCS(AFC)2024/2 confirmed the intention to reduce the full time working week for Agenda for Change staff in Scotland to 36 hours, in line with the commitment made as part of the 2023-24 pay settlement.  It further indicated that the first half hour of that reduction would take effect from 1 April 2024. 

PCS(AFC)2025/1 issued on 18 February 2025 advises of the way forward to the reduction of the working week to 36 hours.  Following evaluation of the first phase of the reduction in the working week, it is indicated that delivering the remaining hour in one tranche would be the safest approach.  It was also noted that NHS Boards would benefit from sufficient lead in time to allow them to plan for the change.

For these reasons, the Cabinet Secretary for Health and Social Care concluded that the further hour reduction in the standard working week required to deliver the 36 hour commitment for Agenda for Change staff in Scotland should be effective from 1 April 2026. 

In accordance the circular Boards are working towards the effective date indicated above with a view to having outline plans for implementation by 1 May 2025 and a full and final Implementation Plan by 1 October 2025.

The local Reduced Working Week Partnership Group, continues to work with service and oversee the final reduction of the working week in line with the circular.  As before, 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.

To support implementation, Frequently Asked Questions are below

Any enquiries should be lodged via HR Service Now HR Portal – NHS Lanarkshire HR

FAQ’s

 NHS LANARKSHIRE FREQUENTLY ASKED QUESTIONS

REDUCED WORKING WEEK (RWW) – 36 HOUR WEEK FROM 1 APRIL 2026

These frequently asked questions (FAQs) have been developed to support the implementation of the 36 hour work week.

Q1: What are the timescales for implementing the 36 hour working week?Full implementation plans are required by 1 October 2025.The 36 hour working week will implemented on 1 April 2026.Implementation will be monitored by the local Programme Board and Area Partnership Forum.

Q2: Should I be involved in how the introduction of the Reduced Working Week is implemented in my service area i.e how my working pattern is arranged?

yes, you should be consulted. Agreement should be reached within the spirit of partnership working ensuring the existing collective agreement to the new contractual hours. 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.

Q3: What happens if my manager and I can’t agree on how the working time is reduced?

Any disputes should be resolved through local partnership arrangements. You will be entitled to be represented by your trade union or professional organisation.

Q4: How should long shifts, over variable roster periods, be managed in the context of the reduction?

The reduction should be the priority and occur within the working week where it is possible to do so. In circumstances where it is agreed that patient care/services would be adversely affected, local partnerships and services have some flexibility to reduce worked hours over the period of the scheduled roster or normal pay cycle. In these circumstances there should be agreement with staff. 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.

Q5: Can time be accumulated and taken from the roster/shift pattern?

Yes, where it is mutually agreed and on a pre-planned basis, ie working reduced contracted hours each week or averaging contracted hours over the roster period. This would meet the implementation requirements of the RWW agreement.

Q6: Will the roster changes made during the initial 30 min reduction be honoured once the full 1.5hr reduction is in place?

It is recognised that the reduction in the working week is being implemented in stages. This may result in further changes to rostered working patterns. Where this is likely to occur, that should be clearly communicated, recognised and agreed by all parties concerned.

Q7: Can staff accrue the time as TOIL or annual leave?

No.

Q8: Would extending staff breaks meet the requirements of the reduced working week?

No. It is not within the spirit of the agreement to reduce time in amounts that are so small that the member of staff does not benefit from an improved work life balance.

Q9: Will the RWW Transitional Allowance be available?

No. Sufficient lead in time has been provided to implement the 36 hour week on 1 April 2026.

Q10: How do you calculate reduced working hours for part-time staff?

Part-time hours divided by 37 and multiplied by 36 and rounded to the nearest minute. It should be the result of this calculation which is used for local rosters so that working patterns reflect the actual pro-rata reduction in the working week.

You may however be able to retain your original part-time hours following discussions with your line manager. This will be subject to service requirements. If this is agreed, you will be paid the improved hourly rate.

Q11: What happens if staff have two part-time contracts/posts?

This is two separate contracts and shall continue to be treated as such, each contract/post is subject to the above calculation.

Q12: How do I convert the whole time equivalent (wte) into minutes?

Examples:

22.3 is the weekly contracted hours / wte, this is 22 hours and 18 minutes

(0.3 x 60 = 18)

29.7 is 29 hours 42 minutes (0.7 x 60 minutes = 42)

Q13: What will the full-time contracted hours be from 1 April 2026?

Full-time contracted hours will be 36 per week.

Q14: What will the length of a normal day be from 1 April 2026?

Whilst technically as a result of this change a day will reduce from 7.4 to

7.2 hours, it should be emphasised that simply reducing a working day by 12 minutes should not be the default approach. How shifts are re-arranged to accommodate the reduction will require local discussion. In doing so, the service will need to bear in mind that the intention is to implement the change in a way that allows staff to improve their work life balance.

Q15: Does this apply to all NHS Contracts?

No, this agreement is for Agenda for Change staff only.

Q16: Will staff be issued with a change in contract as a result of the change in working hours?

No, a change in contract will not be required. However, the Agenda for Change handbook will reflect the new whole-time equivalent.

Q17: Does it attract organisational change protection if my service changes?

No. This is a negotiated national change to terms and conditions and not a service change being made by your employer. However, the expectation is that in circumstances where services are changed, the requirement to comply with the new standard working week will be resolved as part of the planned change.

Q18: Will my Pension be affected?

No, pensions will not be affected.

Q19: What happens if my benefits are impacted by the Reduction in the Working Week?

Please discuss any financial impact that reducing your contracted hours may have on appropriate benefits. The purpose of the RWW is to improve work life balance. If your benefits are affected, please discuss this with your local line manager in the first instance, it is expected that Boards will take a supportive approach in such instances (subject to service delivery needs). The existing provision for part time workers to keep their current hours and benefit from the small increase in hourly rates is an approach mechanism to facilitate a positive solution