Healthcare Support Workers (HCSWs) are an essential part of our healthcare teams, providing high quality and compassionate care to patients. A recent review of the Band 2 and Band 3 Health Care Support Worker (HCSW) job descriptions has been undertaken. This review has led the Trust to recognises that in some cases, some colleagues have been working at a higher level than they have been paid.
In July 2021 national guidance was updated to set out the difference between a Band 2 and Band 3 HCSW role. This clarified that Band 2 HCSWs mainly undertake personal care duties, while clinical care duties such as taking a recording patient observations should be undertaken by a Band 3 HSCW upwards.
As a result, the Trust has been working with trade union colleagues, led by Unison, together with nursing colleagues to review roles and identify which staff are currently performing those clinical care duties that are at the Band 3 HCSW level.
The review identified that across The Royal Wolverhampton NHS Trust (RWT) and Walsall Healthcare NHS Trust (WHT) the role of around 1000 colleagues working as a Band 2 Healthcare Support Worker has changed and grown beyond providing personal care to patients to include more responsibilities involving direct patient care. This means these colleagues have received pay on a Band 2 salary, however, are recognised to have been undertaking the work at a Band 3.
Pay arrangements for Band 2 Healthcare Workers in scope
Banding / Salary
The Trust has written to all colleagues who have been identified as within scope of this review and from 3rd July 2025, their pay band will increase from a Band 2 to a Band 3.
This will mean that salaries will increase from £24,465 pro rata to either (a) £24,937 pro rata if a colleague has less than 2 years’ service as of 1st July 2025 or (b) £26,598 pro rata if a colleague has 2 years or more service from 1st July 2025.
Enhancements
It is important to note that line with Agenda for Change terms and conditions of service, the following enhancements levels applied for out of hours working will apply a decrease at band 3.
| 2025/2026 | Basic Salary (£) | Hourly Rate (£) | Enhancements | |
| Eve/Sat | Sun/BH | |||
| B2 | 24,465 | 12.51 | 41% | 83% |
| B3 bottom | 24,937 | 12.75 | 35% | 69% |
| B3 top | 26,598 | 13.60 | ||
Back Pay
As part of the review process, it is understood that identified colleagues have been working at a higher level for some time. In recognition of this, colleagues will receive backpay for the time that they have been paid as a band 2 Healthcare Support Worker and have been working at a higher level.
This payment will be made at the end of July 2025 and will cover the period from the time an individual has started in the role until the 30th June 2025. If a colleague has started in the role prior to the 1st July 2021, back payment arrangements will cover 1st July 2021 to 30th June 2025.
Opting Out
If an individual has received a letter to confirm they are in scope, and they wish to remain on Band 2 they must opt out by completing this form by the July 3rd 2025.
In such cases, individuals will still be eligible to receive the back pay in recognition of the time worked at a higher level, however they will remain as a Band 2 Healthcare Support Workers providing personal care to patients.
In this situation colleagues will be contacted by a nurse manager to discuss their decision and support them to work within the scope of the role and provide an updated job description and person specification.
Questions
Any queries regarding this matter can be discussed in the first instance with a line manager or a union representative. Alternatively questions can be submitted to the following email rwh-tr.afcupdatedprofiles@nhs.net.
A number of surgeries will be held w/c 28th July 2025 to provide colleagues impacted by the changes with an opportunity to discuss any questions they may have regarding salary changes. The dates and times of these surgeries will be advertised closer to the time.
Job Descriptions
Across hospital trusts in the Black Country the following job descriptions and person specifications have been agreed to ensure there is a consistent understanding of the difference between a Band 2 Healthcare Support Worker and a Band 3 Healthcare Support Worker.
Band 2 – Theatre Support Assistant
Job Description – Click here
Competency Document – Click here
Band 2 – Clinical Support Worker
Job Description – Click here
Competency Documents – Acute | Rapid Access to Social Care
Band 2 – Clinical Support Worker – Critical Care
Job Description – Click here
Band 3 – Senior Clinical Support Worker
Job Description – Click here
Competency Document – Community
Band 3 – Senior Clinical Support Worker – Community
Job Description – Click here
Competency Documents – Acute |Rapid Access to Social Care
Education and Development
Colleagues that have been identified in scope of this review and will in July 2025 move from a Band 2 Healthcare Support Worker to a Band 3 Healthcare Support Worker and will be required to complete a competency document to provide assurance that they are fully trained to undertake all core skills required of the band 3 role. Line managers will support the completion of these documents over a 12 month period of time.
Band 2 Healthcare Workers – Not in scope
It is recognised that there are many Band 2 Healthcare Worker roles across the Trust and not all of these have been within the scope of this review.
Staff identified as in scope will receive a letter from the Trust. Individuals can check if they are in scope by speaking to their line manager or by contacting HR via the following email rwh-tr.afcupdatedprofiles@nhs.net.
If you have been confirmed as out of scope and believe that this was an incorrect decision you are able to request the decision is reviewed by submitting an appeal by completing the following form. This form must be fully completed and submitted by Friday 22 August 2025.
The QR code for the appeal form is below:
You will receive confirmation that your request for an appeal has been received by the 5th September 2025. Appeal panels will take place between the 8th and 19th September with written outcomes of the appeal being provided by Friday 26th September 2025.
Appeal panels will be chaired by a Deputy Director of Nursing and involve the relevant Divisional Head of Nursing, a HR representative and a staff side colleague. The decision of the appeal panel is final and there of no further right of appeal.