West Pennine LMC

Workforce & Employment

Practical guidance for practices as employers, and for GPs and staff working in general practice across Oldham, Tameside and Glossop.

This page brings together the contractual requirements, employment law changes and local support that matter most to general practice. It is written for GP partners, practice managers, PCN clinical directors, salaried and locum GPs, and the wider practice team. It links to the definitive source wherever possible, because national guidance changes regularly.

What's changed for 2026/27

3.5% DDRB pay uplift. The Government accepted a 3.5% uplift for GP partners and salaried GPs for 2026/27. Practices employing salaried GPs on the BMA model contract (or terms no less favourable) are expected to pass on the full 3.5%. BMA DDRB 2026/27 FAQs
ARRS GP recruitment opened up. PCNs are no longer limited to recently qualified GPs, and reimbursement can go up to the top of the salaried GP pay range plus on-costs. A broader range of roles may be recruited where the ICB agrees. Network Contract DES 2026/27
New practice-level GP reimbursement scheme. Funding previously paid to PCNs through the capacity and access payment now funds practices to recruit GPs or add GP sessions. Changes to the GP Contract 2026/27
General Practice Staff Survey. Practices and PCNs must now take part, including sharing staff contact details with the ICB so personalised survey links can be issued.
Employment Rights Act 2025. Since 6 April 2026, statutory sick pay is payable from day one, and paternity leave and unpaid parental leave are day-one rights. Further changes follow in late 2026 and 2027.

Salaried GPs

GMS practices, and PMS practices on the 2015/16 standard agreement, must offer salaried GPs the BMA model contract or terms and conditions that are no less favourable. This is a contractual requirement, not best practice. Key provisions include:

  • An annual pay uplift linked to the DDRB award, plus annual incremental progression
  • Salary within the BMA salaried GP pay range, pro rata for sessions worked
  • 30 working days' annual leave plus bank holidays (full time), pro rata
  • Protected time for CPD and study leave
  • Enhanced maternity, sick pay and redundancy provisions based on NHS continuous service
  • A written job plan agreed in advance, including how extra work is handled
Top tip for practices: Most salaried GP disputes brought to the LMC come down to job plans. Agree session length, admin time, visits and on-call duties in writing at the start, and review the plan at least once a year.
BMA – Sessional and locum GP contract guidance

Model contract and offer letter, retention scheme contract, contract variations and salaried GP checklist

BMA – Your contract of employment

Which salaried GPs the model contract applies to

BMA – DDRB uplift 2026/27 FAQs

How the 3.5% applies to salaried GPs

Locum GPs

Locum GPs are usually self-employed. Practices and locums should agree terms in writing before the first session, covering:

  • Session times, patient numbers and admin expectations
  • Rates, invoicing and payment terms
  • Cancellation terms on both sides
  • NHS Pension arrangements. Practices should complete the locum's pension form (GP Locum A) promptly each month so the locum can submit their pension contributions on time
BMA – Locum GP contract guidance and model terms
NHS Pensions (NHSBSA)

Locum and practitioner pension forms and guidance

ARRS and PCN-employed roles

The Additional Roles Reimbursement Scheme (ARRS) funds PCNs to build multidisciplinary teams. Roles include:

  • GPs, now including experienced GPs as well as recently qualified GPs
  • Practice nurses and advanced nurse practitioners
  • Clinical pharmacists and pharmacy technicians
  • First contact physiotherapists, dietitians, podiatrists and occupational therapists
  • Paramedics
  • Mental health practitioners
  • Social prescribing link workers, health and wellbeing coaches and care coordinators
  • Nursing associates, trainee nursing associates and general practice assistants
  • Digital and transformation leads
  • Physician assistants (formerly physician associates)

Physician assistants

The Government accepted the Leng Review in full in July 2025. The role is renamed physician assistant. Each PA must have a named supervising doctor, and PAs should not see undifferentiated patients except within clearly defined national protocols. Practices employing or hosting PAs should review their supervision arrangements, patient information and scope of practice in light of the review.

NHS Employers – Leng Review recommendations
Who is the employer? ARRS staff may be employed by the PCN lead practice, by another practice, or by a third party such as a GP federation or trust. Whoever holds the contract of employment carries the employer's legal responsibilities, including absence management, grievances and redundancy. PCNs should agree in writing how these responsibilities, and any costs, are shared between member practices.
NHS England – Network Contract DES 2026/27

ARRS role requirements and maximum reimbursement rates

NHS England – Changes to the GP Contract 2026/27

Employment law: what practices need to know

The Employment Rights Act 2025 is being phased in between 2025 and 2027. Practices should review their contracts, handbooks and policies now.

Already in force (from 6 April 2026)

  • Statutory sick pay is payable from the first day of absence, and the lower earnings limit has been removed
  • Paternity leave and unpaid parental leave are day-one rights. Paternity pay still requires 26 weeks' service
  • The Fair Work Agency has been set up to enforce employment rights

Coming next

  • From October 2026: employment tribunal time limits extend from 3 to 6 months, and employers must take all reasonable steps to prevent sexual harassment
  • From January 2027: the unfair dismissal qualifying period reduces to 6 months, and new fire-and-rehire protections take effect

Policies every practice should have and review regularly

  • Recruitment and selection (including safer recruitment)
  • Equality, diversity and inclusion
  • Flexible working
  • Family leave: maternity, paternity, adoption, shared parental, neonatal and bereavement
  • Sickness absence
  • Capability and performance
  • Disciplinary and grievance, in line with the ACAS Code of Practice
  • Bullying, harassment and sexual harassment prevention
  • Freedom to Speak Up and whistleblowing
  • Lone working, and violence and aggression towards staff
Get advice early. Before starting any formal disciplinary, capability or dismissal process, practices should take advice from their HR provider or employment solicitor. GP partners can also contact their medical defence organisation where there is a clinical element. Most expensive tribunal claims start as procedural mistakes.
ACAS

Free employment advice, the Code of Practice on disciplinary and grievance procedures, and template letters and policies

GOV.UK – Employing people

Statutory pay rates, leave entitlements and employer obligations

Recruitment and pre-employment checks

  • Right to work: Complete this check before employment starts and keep a copy. Getting it wrong can mean civil penalties. GOV.UK – right to work checks
  • Professional registration: Check the GMC, NMC, HCPC or GPhC register as relevant, and confirm the GP is on the NHS England Medical Performers List.
  • DBS checks: Carry these out at the level appropriate to the role.
  • References, identity checks, qualifications and occupational health clearance: Including immunisation status for clinical roles.
  • Visa sponsorship: Practices recruiting internationally, including newly qualified GPs on Skilled Worker visas, need a sponsor licence. GOV.UK – UK visa sponsorship for employers
Remember: Keep records of these checks. CQC will ask to see them against Regulation 19 (Fit and proper persons employed).

Training, appraisal and development

  • Annual appraisal for all staff, and revalidation for GPs and other registered professionals
  • Statutory and mandatory training, including safeguarding, information governance, fire safety and basic life support
  • Clinical supervision for all ARRS and advanced practice roles. Supervision time needs to be built into GP job plans
  • Protected learning time and leadership development
Greater Manchester Training Hub (GMTH)

Funded training, the Primary Care Integrated Development Programme, clinical supervision courses, placements and fellowships across GM

Royal College of General Practitioners
NHS Learning Hub

Staff wellbeing

Workload pressure, abuse from patients and complaints all take a toll on practice teams. Supporting wellbeing improves retention and reduces sickness absence. Practices can help by:

  • Having regular one-to-ones and wellbeing conversations
  • Encouraging staff to take their full annual leave
  • Having a zero-tolerance approach to abuse of staff, backed by a clear policy
  • Providing access to occupational health
  • Making sure staff know where to get confidential support
NHS Practitioner Health

Free, confidential mental health and addiction service for health and care professionals. Self-referral: 0300 0303 300

NHS England – Supporting our NHS people

National health and wellbeing support offers

BMA – Wellbeing support

24/7 counselling and peer support, open to all doctors

If you are struggling, you are not alone. If you are struggling, you are not alone. Contacting the LMC in confidence is not a sign of weakness. We regularly support colleagues facing complaints, investigations, performance concerns and burnout.

Frequently asked questions

Need help?

West Pennine LMC provides confidential advice, support and representation to GPs and practices across Oldham, Tameside and Glossop on workforce, contractual and employment matters, and on performance and Performers List concerns.

[email protected]
Monday to Friday, 9am to 5pm

This page gives general guidance only and is not legal advice. Always take specific advice on individual employment matters. Last reviewed: September 2026.

Back to homepage