CONTROVERSIAL plans to move Barnsley Hospital staff from paid to unpaid breaks would save the trust around £1m a year, a report has revealed.

The hospital currently pays a substantial fee to ‘bank’ staff - those who work on a flexible and temporary basis rather than a full-time contract - for cover at the Gawber Road site.

It’s estimated that the change would save around £1m each year as staff on standard hours would effectively be working one extra shift each month, meaning temporary workers would not be relied upon as heavily.

Barnsley Hospital bosses have been working with unions since August over plans to move from paid to unpaid breaks.

Workers were involved in a three-week consultation, which ran from late October to mid-November, and saw union members reject the hospital’s preferred outcome.

A letter sent to employees states the changes were being done to ensure ‘consistency and fairness’.

The note - sent jointly by executive directors Sarah Moppett and Steven Ned - said employees had until the end of January to agree to the revised terms or face a ‘dismissal and re-engagement’ phase.

Staff who agreed to the changes would receive benefits but those who do not and are subsequently re-hired under the controversial practice would not have access to those same benefits.

It resulted in the GMB union holding a formal ballot for strike action to take place, but it was revealed last month that the proposals would have to be halted due to a lack of interest from members.

Despite this, the Royal College of Midwives (RCM) has announced its intention to move to a formal industrial action ballot of members.

A report, which was discussed by hospital board members on Wednesday, states that the move to unpaid breaks would save the trust on average £1m each year.

It said: “Most staff at the trust work under agenda for change, which does not allow payment for breaks.

“A seven-and-a-half hour shift included a 30-minute unpaid break.

“A 12-hour shift included a one-hour unpaid break.

“In 1997, due to staffing difficulties, Barnsley Hospital began paying staff for breaks, contrary to national guidance.

“This arrangement had continued ever since.

“The situation became particularly evident last year, prompting a review.

“The trust concluded it must return to nationally agreed terms and conditions, meaning breaks would stop being paid.

“Mainly nursing staff were affected.

“The trust had been engaging with staff representatives and affected staff regarding the change.

“A six-month transition period was proposed.

“Extra support would be provided to help staff adjust, particularly around childcare and rota changes.

“Ending paid breaks would mean more nursing hours available on wards.

“For someone working standard hours, this would equate to roughly one extra shift per month; for 12-hour staff, about one extra shift every two months.

“Importantly, nobody’s pay would change - but staff would need to work the additional shift(s) to align with Agenda for Change national terms.

“The trust spends substantial money on ‘bank’ staff to cover breaks that are currently paid.

“Bringing staffing into line with national terms would reduce ‘bank’ spend by roughly £1m annually.

“This was framed as responsible use of taxpayer money.

“The trust wished to avoid dismissal and re-engagement, but acknowledged it might be required for a small number of staff if agreement could not be reached.”

A spokesperson for Barnsley Hospital added: “The proposed changes to break arrangements would increase staff availability to support patient care and reduce reliance on temporary staffing.

“The trust continues to work collaboratively with trade union colleagues to seek a resolution.”