NHS Injury Allowance

man in a wheelchair

This provision provides support for staff who sustain an injury, disease or other health condition which is attributable to their employment.

Following the NHS Staff Council partnership review of the NHS Injury Benefit Scheme, a new Injury Allowance scheme was introduced on 31st March 2013.

Significant amendments have been made to the NHS Injury Benefit Scheme regulations. Employers need to ensure their relevant policies, procedures and monitoring arrangements reflect the introduction of this scheme.

A clear and transparent contractual provision called the ‘Injury Allowance’ (IA) was introduced as a new Section 22 of the NHS Terms and Conditions of Service Handbook with effect from 31st March 2013.

The function of the new IA is to recompense employees who have temporarily lost income due to an injury or illness as a result of work. The IA is paid as an income top-up to NHS sick pay for eligible staff. The allowance tops up sick pay (or earnings when on phased return on reduced pay) and certain other income i.e. contributory state benefits, up to 85 per cent of pay.

The allowance is limited to the period of the employment contract only and restricted to a period of up to 12 months per episode, subject to local absence management, return to work and rehabilitation policies.

Who is eligible for Injury Allowance?

Eligible employees are those employees covered by the provisions contained within the NHS Terms and Conditions of Service handbook or by reference within other national or local NHS employment contracts. Eligible employees must be on authorised sickness absence or a phased return to work, with reduced pay or no pay.

To enable consistency across the workforce employers will need to review any local contracts covering their staff and amend as necessary to ensure that they have access to the new IA.

What supporting materials are available?

NHS Employers and the TU’s on the NHS Staff Council have produced a range of support materials to assist in the implementation of the new provisions. These include the following:

Injury Allowance - a guide for employers
Injury Allowance - a guide for staff
Transactional protection arrangements - guidance on the application of the sunset and exception clauses
Partnership Review of the NHS Injury Benefit Scheme - final agreement on proposals for reform
Equality impact assessment

NHS Employers is also working with leads from the Health, Work and Wellbeing teams to update their existing employer facing materials.  This work aims to ensure that management of injuries, diseases or other health conditions is integrated within existing management frameworks and organisational policies and procedures.

Lwfans Anafiadau’r GIG

Mae’r ddarpariaeth hon yn rhoi cymorth i staff sy’n cael anaf, clefyd neu gyflwr iechyd arall y gellir ei briodoli i’w cyflogaeth.

Yn dilyn adolygiad partneriaeth Cyngor Staff y GIG o Gynllun Budd-dal Anafiadau’r GIG, cyflwynwyd cynllun Lwfans Anafiadau newydd ar 31 Mawrth 2013.

Gwnaed diwygiadau sylweddol i reoliadau Cynllun Budd-dal Anafiadau’r GIG. Mae angen i gyflogwyr sicrhau bod eu polisïau, gweithdrefnau a threfniadau monitro perthnasol yn adlewyrchu’r broses o gyflwyno’r cynllun hwn.

Cyflwynwyd darpariaeth gytundebol glir a thryloyw o’r enw ‘Lwfans Anafiadau’ fel Adran 22 newydd o Lawlyfr Telerau ac Amodau Gwasanaeth y GIG yn weithredol o 31 Mawrth 2013.

Swyddogaeth y Lwfans Anafiadau newydd yw ad-dalu cyflogeion sydd wedi colli incwm dros dro oherwydd anaf neu salwch o ganlyniad i waith. Telir y Lwfans Anafiadau fel incwm atodol i dâl salwch y GIG ar gyfer staff cymwys. Mae’r lwfans yn swm atodol i dâl salwch (neu ennillion pan fydd rhywun yn dychwelyd yn raddol ar gyflog is) ac incwm penodol arall h.y. budd-daliadau cyfrannol y wladwriaeth, hyd at 85 y cant o gyflog.

Mae’r lwfans yn gyfyngedig i gyfnod y contract cyflogaeth yn unig ac wedi’i gyfyngu i gyfnod o hyd at 12 mis fesul achos, yn amodol ar bolisïau absenoldeb, dychwelyd i’r gwaith ac adsefydlu lleol.

Pwy sy’n gymwys i gael Lwfans Anafiadau?

Cyflogeion cymwys yw’r cyflogeion hynny sydd wedi’u diogelu gan y darpariaethau a geir yn llawlyfr Telerau ac Amodau Gwasanaeth y GIG neu drwy gyfeiriad o fewn contractau cyflogaeth cenedlaethol neu leol eraill y GIG. Rhaid i gyflogeion cymwys fod ar gyfnod absenoldeb oherwydd salwch awdurdodedig neu’n dychwelyd yn raddol i’r gwaith, gyda chyflog is neu ddim cyflog o gwbl.

I alluogi cysondeb drwy’r gweithlu cyfan bydd angen i gyflogwyr adolygu unrhyw gontractau lleol sy’n cwmpasu eu staff a’u diwygio fel y bo angen i sicrhau eu bod yn gallu manteisio ar y Lwfans Anafiadau newydd.

Pa ddeunyddiau ategol sydd ar gael?

Mae Cyflogwyr y GIG a’r Undebau Llafur ar Gyngor Staff y GIG wedi llunio ystod o ddeunyddiau ategol i gynorthwyo â’r gwaith o weithredu’r darpariaethau newydd. Ymhlith y rhain mae’r canlynol:

Lwfans Anafiadau – canllaw i gyflogwyr
Lwfans Anafiadau – canllaw i staff
Trefniadau amddiffyn trafodol – canllaw ar gymhwyso’r cymalau machlud ac eithrio
Adolygiad Partneriaeth o Gynllun Budd-dal Anafiadau’r GIG – cytundeb terfynol ar gynigion i ddiwygio
Asesiad o’r effaith ar gydraddoldeb

Mae Cyflogwyr y GIG hefyd yn gweithio gydag arweinwyr o’r timau Iechyd, Gwaith a Lles i ddiweddaru eu deunyddiau presennol ar gyfer cyflogwyr. Nod y gwaith hwn yw sicrhau y caiff y gwaith o reoli anafiadau, clefydau a chyflyrau iechyd eraill ei integreiddio o fewn fframweithiau rheoli a pholisïau a gweithdrefnau sefydliadol presennol.

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