This page provides a summary of the Pay Protection Policy. For full details, please refer to the complete Policy on the Pay Protection Policy page.
What is this Policy about?
This Policy outlines the situations where an employee will receive pay protection.
Who is this Policy for?
- Any employee in a situation where pay protection applies.
- Managers leading an organisational change process.
What do I need to know?
Pay protection applies when during an organisational change process:
- An employee is redeployed to a role that is one grade lower than their previous role.
- The grade for an employee’s role has decreased by one grade via the regrading process.
Pay protection does not apply in any other situations, such as redeployment to a lower-graded role due to capability, health or disciplinary reasons, return to a substantive role after secondment, acting up or temporary regrading, or where redundancy pay has been taken or a role change requested. Pay protection does not apply if an employee’s pay has been reduced by more than 1 grade.
Payment and duration
Pay protection applies for an initial period of 2 years, followed by a further 6 months of pay protection paid at 50% of the difference between the employee’s original spine point and the top spine point of the new grade. Pay protection will end after 2.5 years. The employee will then be paid the top service point of the grade of the new post.
The Policy gives details of circumstances that will bring pay protection to an end early.
Information about how cost of living increases and the Contribution Reward Scheme apply during pay protection are given in the Pay Protection Policy.
Process
In a redeployment situation, Institutions should indicate whether pay protection applies on the CHRIS/10A New Appointment Request Form (section D).
In a re-graded situation Institutions should indicate whether pay protection applies on the CHRIS/PD33 (Grading Request Form and Role Description form).