**Less than full time trainees**

Your pay explained

**Basic pay**

### – schedule 2.2 –

#### Summary

Basic pay is pro rata to the relevant nodal pay point for your grade (as set out in the NHSE pay circular), based on the proportion of full-time hours you will work. Your basic pay will be 1/40th of the relevant nodal point, multiplied by your average weekly hours, as per your work schedule.

#### To work out your basic salary:

1. **Use the most recent NHSE pay circular to find the basic salary for a full-time trainee at your nodal pay point.**

– Maddy-Ruth is an ST4. ST4s are at nodal point 4.

– Basic salary for a full-time trainee at nodal point 4 = £47,132.

2. **Divide this figure by 40 (because 40 is the number of hours which a full-time week is based on).**

– £47,132 / 40 = £1,178.30

3. **This gives you 1/40th of the basic annual salary for a full-time trainee. This is value A.**

4. **Then, multiply value A by your average weekly hours. This is your basic annual salary.**

– Maddy-Ruth’s average weekly hours are 27

– £1,178.30 x 27 = £31,814.10.

**Weekend allowance **

### – schedule 2.6 –

### Summary

An allowance paid pro rata to the value of the full-time allowance, based on your work schedule’s proportion of full-time commitment to the weekend rota – not your percentage of full time. Work out what your weekend frequency is as a percentage of the full timers’ frequency. Then your weekend payment will be this percentage of the cash value of the full-time weekend frequency payment for your nodal point.

This is the same principle as LTFT on-call allowance.

NHSE have created a tool to help LTFT trainees easily calculate their weekend and on-call allowances. Find it here: Less than full time (LTFT) weekend and on-call availability allowance ready reckoner

#### To work out your weekend allowance:

1. **Find the percentage value of your LTFT commitment to the full-time weekend rota. This is done by dividing the total number of weekends in the full-time commitment by the total number of weekends in the LTFT commitment.**

– The full-time commitment on Maddy-Ruth’s rota is 1 in 5 weekends, and her LTFT commitment is 1 in 9 weekends, meaning that Maddy-Ruth needs to divide 5 by 9.

– 5/9= 0.5556 = 55.56%.

2. **Multiply this percentage by the cash value of the weekend allowance given to a full-time trainee on the rota who is at your nodal pay point (see TCS schedule 2 paragraph 5 for a table detailing full-time allowance percentages, and the NHSE pay circular for a table detailing the cash value of these at different nodal pay points).
**

– Maddy-Ruth is an ST4 working 1 in 9 weekends, and her full-time colleagues are working 1 in 5 weekends.

– This means that Maddy-Ruth’s full-time ST4 colleagues’ weekend allowance value is £2,828.

– Maddy-Ruth receives 55.56% of that.

– 55.56% x £2,828 = £1,571.24.

3. **This is your weekend allowance per annum; divide it by 12 for the monthly amount.
**

**On-call availability allowance**

### – schedule 2.10 –

#### Summary

An allowance paid pro rata to the value of the full-time allowance, based on your work schedule’s proportion of full-time commitment to the rota, using the same principle as the weekend frequency allowance – the cash value of the 8% allowance is paid pro rata to your proportional commitment to the full-time on-call rota.

This is the same principle as LTFT weekend allowance.

The 2016 terms and conditions of service (TCS) define on-call as: “A doctor is on-call when (s)he is required by the employer to be available to return to work or give advice by the telephone but is not normally expected to be working on site for the whole period. A doctor carrying an ‘on-call bleep’ whilst already present in the workplace as part of their scheduled duties does not meet the definition of on-call working.”

This allowance is therefore only payable when a doctor is on call as per this definition.

NHSE have created a tool to help LTFT trainees easily calculate their weekend and on-call allowances. Find it here: Less than full time (LTFT) weekend and on-call availability allowance ready reckoner

#### To work out your on-call availability allowance:

1. **Find the percentage value of your LTFT commitment to the full-time on-call rota. This is done by dividing the total number of the full-time commitment by the total number of the LTFT commitment.
**

– The full-time on-call commitment on Maddy-Ruth’s rota is 1 in 4, and her LTFT commitment is 1 in 7, meaning that Maddy-Ruth should divide 4 by 7.

– 4/7= 0.5714 = 57.14%.

2. **Multiply this percentage by the cash value of the on-call allowance given to a full-time trainee on the rota who is at your nodal pay point (see TCS schedule 2 paragraph 8; the full-time allowance is 8% of a full-time trainee’s basic salary. The cash value of this at different nodal pay points is set out in the ****NHSE pay circular****).
**

– Maddy-Ruth is an ST4 working on-call 1 in 7, and her full-time ST4 colleagues are working 1 in 4 on-call.

– This means that Maddy-Ruth’s full-time colleagues’ on-call allowance value is £3,771.

– Maddy-Ruth receives 57.14% of this.

– 57.14% x £3,771 = £2,154.75.

3. **This is your on-call allowance per annum; divide it by 12 for the monthly amount.**

**London weighting**

### – schedule 2.56 –

#### Summary

A fixed sum, set out in the NHSE pay circular, paid pro rata to LTFT trainees according to your agreed proportion of 40 hours/week. This sum is not taken into account in the calculation of any other allowances or enhancements.

*London weighting is only payable if you work in certain areas of London. Please see “London weighting” in section 6 of the **Junior Doctors’ Handbook** to find out if your area qualifies.*

#### To work out your London weighting:

1. **Find the London weighting sum for full-time trainees in the NHSE pay circular.
**

– The full-time London weighting sum is £2,162.

2. **Multiply this sum by the percentage of 40 hours/week which you do.
**

– Maddy-Ruth works 24 hours a week, so she undertakes 60% of 40 hours.

– £2,162 x 60% = £1,297.20.

3. **This is your London weighting per annum; divide it by 12 for the monthly amount.**

**Flexible pay premia**

### – schedule 2.23 –

#### Summary

Any flexible pay premia that apply to you, pro rata to your agreed proportion of full-time work. More than one flexible pay premia can apply at any one time, and they are in addition to the transitional pay premium.

#### To work out your flexible pay premia:

1. **Find the full-time sum of the flexible pay premia for which you are eligible in the ****NHSE pay circular.**

– Maddy-Ruth is an ST4 Psychiatry trainee, on a 3 year higher training programme.

– The Psychiatry pay premia for full-time trainees, who are higher trainees and on a 3 year training programme, is £3,434.

2. **Multiply this sum by your agreed LTFT percentage.**

**
– **Maddy-Ruth’s agreed percentage is 60%

– £3,434 x 60% = £2,060.40.

3. **This is your flexible pay premia per annum; divide it by 12 for the monthly amount.**

**Transitional Pay Protection**

Maddy-Ruth has section 1, or “cash floor”, pay protection, because on 3 August 2016 she remained in an ST2 grade. This means that her pay can’t fall below a set amount, based on what she earned the day before moving onto the 2016 TCS.

For information on all types of pay protection, and to use the pay protection tool to find out what your own pay protection is, visit our transition pay webpage

**Useful Links**

Information on all aspects of LTFT pay.

A detailed LTFT general guide.

Find your relevant nodal pay point.

Find information on transitional pay protection and relevant dates.

NHSE’s transitional pay protection FAQs

Pension arrangements are the same for full-time and LTFT trainees. Find pension guidance here:

The full-time trainee payslip guide (for reference)

NHSE’s pay FAQs (question number 3 refers to LTFT trainees).