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Yeah, there we go. Cool for the people that have joined. Um Just when we do this, it, it's obviously nicer when we can see everybody but just to get a little bit of a sense check of people's general understanding whether we've got an audience of people that are pretty savvy and want to learn a little bit more or just like, do not know and just help direct things a little bit. Always, always interesting to see what people's thoughts are. I'm just gonna give it one more minute and then I'll start. Sure. Yeah. Oh I can't type her. I have to verify my account to join the conversation. I can't type back or reply. But yeah. Nickel that, that's sort of my, my general experience as, as well. A lot of people are just like we believe that it's probably correct, right? Um And then Emmi and I come along and cause them to despair, right? Um Should we stop? Yeah. Sounds good. Um OK. Uh To anyone who does an a problem, the wellbeing lead for Mind the Bleed. Um So as part of a wellbeing series, um today we have a talk presented by doctor's paycheck on understand your pay for resident doctors. Um So it'll be around, you know, understanding your payslips deductions and also covering the recent pay up lift as well as looking for errors in your paycheck, um, and saving um, tricks and tips. Um So I'd like to introduce Dom and Hermione who are pediatric registrars. Um, and they're the team behind doctor's paycheck and they'll be giving the talk today. Um, so doctors paycheck is a web based salary analysis software. So allows doctors on the 2016 contract to quickly and easy check the accuracy of their salaries and find all the errors in their pay. Um It also gives members access to an abundance of pay related resources for doctors and downloadable breakdown for your salary calculation, pay slip views and an upp calculator for the 24 2024 pay uplift. Um And so after this um talk, we will have time for a question and answer. Um So I'll pass it over to Domino mi brilliant. Thank you so much and thank you for inviting us. Um It feels weird doing this under the umbrella of wellbeing cos I'm not sure once people realize how badly this can all go wrong, they'll feel very well. Um But let's get going. So we've got quite a lot to cover. Um We'd love to take questions but we'll try and keep them to the end. But if there's something that you don't understand, please just let us know and we can try to clarify things as we go along. So we're gonna start just with kind of like a little anecdote just to help set the scene because a lot of people like Nick just put in the chat kind of think that their pay is probably fine and probably right or more or less accurate. Um But a couple of years ago, my other half and I went on holiday, we were very fortunate. We had a couple of weeks off and we managed to go traveling around South America. And it was amazing. And this was a picture from a window in Patagonia looking at the mountains and the whole trip was obviously relatively expensive and it cost us about 33 and a bit 1000 lbs for the whole thing for a kind of like a once in a lifetime type holiday. It was great. What's funny about it though is that exact same year I found out that my other half had been underpaid by 3000 lbs by her employer. She's also an NHS doctor um and reclaiming that money basically paid for her holiday and she wouldn't have noticed if it hadn't been for me badgering her to be like, check your pay. But that exact same year I was also underpaid by my employer by about 20,000 lbs. Um So this, this stuff is incredibly important and really adds up and for anyone who sat there going Oh, I would definitely notice if I was being underpaid by 20,000 lbs, the people in the same post before me had not noticed and they got like 12,000 lbs of the lump payment back when it was raised. And then when I moved out and someone else came and took over the job, that same, that person was then underpaid by 20,000 lbs again. So this stuff just persists and is everywhere. So we've got a colleague and I and I have got a colleague um that was pretty clued up with this stuff, but we ended up spending a long time, kind of explaining things to him and he got really into it as well and we sort of broke his brain and he realized that he was underpaid on every single job that he had been working and had decided to fight this and yeah, flagged up this, you know, it's completely exhausting having to try and advocate your corner. Um But he had acknowledged that he was being paid wrong in every single job, particularly since he went less than full time, which just to give a little bit of context is why her and I decided to set up doctor's paycheck to basically help people fight these battles and, and work out whether they're being paid correctly or not. I don't know if anyone saw but back in April last year, um NHS England put out some social media stuff they wanted to improve working lives of junior doctors, which is great. But one of the number one priorities they had was this thing that said, uh we want to improve payroll accuracy, which is like, ok, fine, great. We like that. And then you read the letter that went out to all chief execs and hr managers in every trust in England. And you'll see that it included phrases like unacceptable pay errors, too many doctors currently experiencing payroll errors. And this email went from all of the seniors in every trust in England. And it came from quite literally the highest level in NHS England. Now, for them to finally acknowledge the extent of these issues to this level, you must acknowledge that there is a real problem here. This is an article from Health Service Journal a year a couple of years ago. Now I which highlighted just one error, er that's affecting a bunch of different trusts where doctors being underpaid so much that um it's estimate, it was estimated about seven figures payouts were needed to correct all of these pay errors. And then last year, the BMA finally cottoned on to and helped to fix sort of um systemic error with one of the largest roster firms that actually just the intrinsic calculations used to calculate people's pay were wrong. So everyone's salary using this software was wrong. Now, the problem with all of these errors and this is just a little, you know, series of examples to show you how bad this stuff can go wrong is that unless you know that you're being paid incorrectly, unless that you go, this is wrong and you go to your employer and say hi, I've been underpaid here. No one is gonna correct this for you. No one is gonna give you this money back, which is why it's so important and why we go around kind of spreading the good word of pay understanding for people to take ownership of their own salaries and work out whether they're being paid correctly or not. And this is just a little showcase of some of the work I've been doing over the. Well, actually, me and Hermione have been doing over the last few years trying to raise awareness of all of these issues, but there are so many. So the reason why it goes wrong all the time is because it's not as simple as going, you're a doctor, you're of this grade, you have this salary, which is kind of what it used to be like back before the contract changed. Our salary now goes through multiple steps to take our rota and various different things about us as individuals plugs it through a series of events that we're gonna talk to in a bit more detail and you get a salary at the end of it and every single one of these stages can and does go wrong, meaning there's a whole host of different ways which your pay can get screwed up. So, what we're gonna do this evening is go through various different aspects of how your pay can go wrong. We're gonna talk about how your pay is calculated, some tax and deduction stuff. We'll do a whistle stop tour of understanding what your pay slip actually means and then have some sort of problems troubleshooting and some money saving tips and tricks to help you, give you some practical advice and then hopefully there'll be time for questions at the end. So first and foremost, work schedules, this is the most important thing. If you're, if you're sat there being pretty salary naive and you don't really have an idea of how to start. This is, this is step one at the start of every job, you should get a document called a work schedule which basically sets out your shift pattern and your salary. There are two types, there's a generic work schedule which every roll will have a generic work schedule, which is effectively the full time rolling pattern and the full time salary for that job. And it's generic to everybody. If you're lesson full time, you also then need a bespoke work schedule that is individual and unique to you that outlines your specific duties and your specific salary. And if you're lesson full time, you need both of these documents. The reason why they're so important is without them, not only can you have no idea whether you're being paid correctly. But if you later find out that everyone's being paid wrong, you don't have the evidence to go back and go. My salary was calculated wrong. This is the thing that you need. This is kind of the Bible document that, that you need for every single job. And despite it being a contractual requirement, most people don't get them and most people don't really look at them or understand them. And that's because they come in lots of different forms. They might look like these or they might look, might look like this or they might contain just so much information. Some of it's several years out of date that it's completely unintelligible. Um It's still worth getting hold of them. And hopefully after this talk, you'll have a bit more of an understanding about what it all means and start to look at them a little bit closer. The most important take home note though is they are contractual requirements. They are absolutely vital for you to understand whether you've been paid correctly and they are usually wrong, but they're the starting point. So let's go through how your salary is actually paid. Now, a lot of this is relatively basic, but there are some complexities here. I'm gonna whiz through things quite quickly. But if people want me to go over things in more detail at the end, please, please shout and we can. So step one is your basic salary. No, one will be surprised to hear that this is obviously the basis of all of the other, most of the other salary elements and is effectively the salary that we get for a standard Monday to Friday 9 to 5 job. This is also the thing that gets uplifted with each of the pay uplifts year on year, in particular, the most recent one which Hermione is gonna talk about in a bit more detail later. But every time people talk about all pay uplifts, they're talking about upliftment to the basic salary. And then all of the other, other elements that are based on it, get uplifted, kind of alongside it. If you're less than full time, you end up getting a pro rata salary. So this is for 40 hours a week. If you only work 35 hours a week, you get 35/40 of the salary. If you work full time and you work more than 40 hours a week, then each additional hour above 40 is paid at exactly the same rate. So if you work 41 hours a week, you get 41 40th of that basic pay value. Nice and straightforward so far. Just to give you enough. I rough idea, I'll put the hourly rates there so you can see what you're worth. This is the most recent pay scales and also an idea of what kind of one hour per week on average is worth for each individual grade. Down at the bottom. Hi, then there's night hours. So these are paid separately and this is a supplement for each hour that qualifies for enhancement, which basically means a night to pay. Um Basically any hour between 9 p.m. and 7 a.m. qualifies. And then whole shifts also qualify if they hit that certain criteria and the pay for night is just an extra 37% on your hourly rate. So if you're an an fy one doctor, you get an extra 650 for each hour that you work. It's, you're less than full time. It's paid in exactly the same way. So for each night hour, you get paid that same 37% uplift for each hour. Obviously, if you're less than full time, you'll probably work fewer night hours. So now we get on something that's a little bit complex and I'm gonna labor this slightly because this is one of the massive ways in which pay can go wrong. But it is also very poorly understood. It is a bit confusing. So, apologies and we can discuss it more in detail at the end. But all of your pay, your basic hours, your additional hours, your night pay are based on the average working week. So I work a 40 ft five hour working week. I get paid based on that 45. Some of you may have seen that your work schedules have this thing that says with allowance for leave on it. I go, no, I don't know what that is. This is because when we're paid based on the average working week, this excludes the time off that we could take for annual leave. It's just the average weeks that we are working, which is a slightly weird concept. This needs to be accounted for when your salary, your annual salary is being determined before you start the job. And because the days that you can take off the leave, your kind of leave friendly days are usually your standard short days. You can't take your, you know, your long days, your night shift, et cetera off the leave. So once you remove all of those leave days, you end up working a kind of a more intense working week. Probably no one has understood that. So I'm gonna go through kind of a pic pictorial example, here is a generic work schedule, a rota that we're gonna extrapolate over 26 weeks. And if we just add up all the shift types, all the hours, we work out the working 100 and 1178 hours over the half year. And that works out as about 45 and a bit hours per week. Lovely. However, once we deduct all of the days that we would in theory take for annual leave and this is a theoretical calculation cos it's done in advance of you actually starting the job, you knock off a bunch of those short days, cos those are days where in theory, you're gonna take an, your leave. So suddenly we realize that we're working only 898 hours over the six months. Cos we're not working a bunch of those leave days, but we're also working fewer weeks because in you kind of expunge those, those leave weeks from your work schedule. So now we're only working 898 hours, but over 19 weeks and suddenly our average work hours goes up, vis adjustment has a calculation behind it. That's gonna be on the scope of this talk, but must be done and it must be done by um for every single doctor in every single job. Otherwise you get substantially underpaid. And this is one of the ways that a lot of us are being underpaid because this is done incorrectly. The same is true for night hours, exactly the same principle. But because you can't take any night hours as annual leave days, you end up just dividing your total night hours by a much smaller number of weeks, the weeks remaining after you've taken leave off. So your night hours end up being jumping up by a huge number. And again, you must be paid on that higher hours per week value. So now that I've confused everyone with that bit, let's move on to some more simple elements. So weekend allowance, um if you're full time, this is relatively straightforward your weekend frequency is effectively the number of worked weekends over your return. A worked weekend isn't, um, kind of a weekend shift. It's just a weekend where you have any number of shifts of any length starting on a Saturday or Sunday, depending on your frequency. So you're one in 3.5 you'll end up getting a percentage uplift, dependent on that. And that's just a percentage uplift on your basic pay. That first value that I showed you. If you're less than full time, it's a bit more complex. And again, one of the ways in which it goes wrong a lot. Unfortunately, instead of being simple and just going, ok, you're less than full time. You work one in three weekends, get the one in 3% uplift. What they actually do is work out the number of worked weekends compared to your full time colleagues. It's actually irrelevant what your less than full time percentage is. It's irrelevant how many hours you do. All that matters is what you work compared to your colleague. And then you get a proportionate amount of that money. So for example, here is a 26 week, half a year rotor with a bunch of weekends on it. Uh Let's imagine you've got a doctor who works 60% less than full time. So they're gonna knock off 60% of the weekend shifts and they get a ro like this. Now, they're actually working eight out of 10 of the full time weekends that their colleague would be working. So they end up getting paid 80 percent of their colleagues weekend allowance, not 60% because they're 60% less than full time and not a percentage uplift. Based on their actual number of work weekends, they get 80% of whatever it is that their full time colleague is getting. And then finally, we've got some additional pay elements. So if you qualify, you get these extra kind of bonus supplements to your pay if you're less than full time, um you do not get 10,000 691 lbs. That is a typo, you get 1000 lbs, I wish you got 10,000. Sorry. So if you're less than 14, you get 1000 lbs. Um and, but importantly, that's a fixed rate. It's not pro rata dependent on your less than full time percentage. So if you work 20% less than full time, which I know some people who do do that, they got extra weird jobs. You still get 1000 lbs fixed rate per year as an additional rate. If you work in London, you get er London waiting based on whether you're an inner Long on outer London or Fringe. Um This one often goes wrong because again, if you're lesson full time, it's based on your, your lesson full time value of this is based pro rata compared to 40 hours a week, not your less than full time proportion. So for example, if you're 80% less than full time and you end up working at 39 hours a week, you don't get 80% of the London waiting, you get 39/40 of the London waiting, which again often goes wrong, often at least underpayments and if you're a clinical academic, so you've gone out of training program to do a high academic degree like a phd or an MD. And then you return to your training program, you get an annual additional supplement as well. And then if you're in specific um subspecialties or specialties, you get additional pay elements again, done as an annual evaluation, they have certain criteria. So for example, the G P's get an extra 10,000 lbs um a year, but they only get paid that supplement while they're in a GP practice, not when they're in a hospital job. Ok. So that's the bare bones of how your annual salary is calculated. Now, we wanted to spend a little bit of time talking about the most recent pay uplift because that is very relevant and very current. So I'm gonna hand over to her to go through this in a bit more detail. Brilliant. Thank you do. Um So we've had a number of different pay uplifts over the last couple of years between April 2023 to now, there have been three different pay uplifts. So we've been paid according to three different pay scales that overlap and compound on each other. So it gets a little bit complicated. But as you know, the first one happened last year. So, well, now a year and a half ago now we're in 2025. So September 2023 and this was an uplift to our basic salary of 6% of the basic salary plus 1250 lbs. Um This was paid back in September 2023. So at the time, we should have all received a lump sum back payment for the time between April to September of that year. And then our salaries from September onwards should have been recalculated based on this uplifted pay, that sort of hopefully that's what happened and you shouldn't need to worry about it. And then there's then the most recent pay uplift which happened in November 2024 which people have been very aware of. And this um it was composed of two different parts. So the first part um was the uplift that was backdated between April 2023 to April 2024. And this was an uplift of between 3.71 to 5.005% of our basic pay depending on the grade that you were working at the time. And then on top of this, which happened at the same time, also in November 2024 we received the second uplift which was 6% of our basic pay plus 1000 lbs on top of the basic pay. Um and this was backdated from April 2024 to the end of October 24 and then from November 24 onwards, we should be paid as per the new salary because these uplifts happen to our basic pay. As do mentioned, any of these pay elements that are calculated from our basic pay were uplifted as well. So that's our additional hours, the night's pay weekend allowance on call allowance and for the November 2020 for uplift, the flexible pay premier were uplifted as well. Those were not uplifted back in September 2023. So just on the most recent one pay elements that were not uplifted within London, waiting on less than full time allowance, they stayed the same for many, many years. So trying to work out how much you should get in this uplift is quite complicated because as we said, all of these uplifts layer on top of each other. But essentially the basic principle is that we should all have had a new salary from November 2024 onwards when we're paid by a new annual rate and a new hourly rate. And we should have all received that pay from every single trust that we've worked at since April 2023 to the end of October 2024. This is a little bit complicated to work out by yourself, but we've tried to make this easier by creating a, a calculator that will do this on doctor's paycheck. So once you've run your main salary analysis through the site on the results page, there's a 24 uplift results page. And I know this is a bit small to see all the numbers here. But we'll give you information broken down as to how much back pay you should receive for your particular time in that role at that job and also information on the annual salary and how that changes with each of the different uplifts as well. You can then toggle to the payslip view and it will show you exactly what your pay slip from your trust should look like and how much you should get in your arrears due to this lump sum back pain. There are a few people, well, actually quite a lot of people who've asked us questions about what happens if I was on a different contract or if I was on maternity leave during this time. So if you were paid according to the 2002 contract, if you did a teaching fellow job or, or a research job and you were paid back on the old contract, we've written a guide as to how to calculate exactly what you should get for that period of time and for anybody who was on maternity leave between April 23 to now, um, there's a guide as to how to use the calculator to work out your back p due for your maternity leave as well. So hopefully you'll find all the information that you need on the uplift there. Ok. My next task is to talk us through taxes and deductions. Um, these are all huge topics. So what I'm gonna do is just touch on them briefly. Um Talk about important bits that often go wrong for us as resident doctors and then point you in the direction of how to find out more information and solve these things. So the first type of tax we'll talk about is a py E, so that's the main income tax uh that we pay on our payslips. And the first thing to note is that not all of our salary is taxable. So the bits that we pay tax on are all of our salaried income. So that's all the different pay limits that doms talked about, but not any refunds that we get on the pay slip like study leave reimbursement or travel reimbursement. Um And then so our salaried income minus the amount that we've paid towards our pension contribution that month because our pension contributions are tax free. The amount that we pay for um tax, most of you will be aware varies depending on how much you earn overall in the whole tax year. Um We each have a tax free personal allowance. The standard amount is 12,570 per year, but that can go up and down based on your personal circumstances and various other things going on. And then there's a basic rate that we pay at 20 percent, a higher rate at 40%. And for anyone earning above 100 and 25,045% but probably none of us as resident doctors at this stage. Um, tax codes get really frustrating for resident doctors. Unfortunately, they are usually wrong and they can be a huge source of stress and frustration for us. A standard tax code for the first job that you worked as a doctor, it probably looks something like 1257 L cumulative. And this represents that you get the standard amount of personal allowance and the tax that you pay is assessed cumulatively throughout the year. However, we change jobs so often as resident doctors multiple times throughout the year and each time we do, our tax codes can go wrong and they often do so each time we change employers, our previous employer should issue ap 45 and send it to our new employer. This sometimes just doesn't happen, but actually quite often it will happen, but it doesn't happen in time because you work one job up until the Sunday evening and then by the Monday morning, you're starting a new job and there's just not enough time to get paperwork done. So this will often lead to persistent under or overpayments. And lots of us have found ourselves on emergency tax codes that look like XB RD zero T or various other combinations of numbers and letters which um, mean that we get a variable amount of, of tax payments each month. Um If you find yourself with a funky looking tax code, there's a gov.uk website called what your tax code means that will explain all the different codes. Um, or you can pick up the phone and call H RC and ask them to explain what they have done and why. But the good news is, you don't really need to worry about this too much. It will eventually work itself out. And over the space of years, you will end up paying the correct amount of tax. Eventually. It is just frustrating in those months where you've changed jobs and suddenly your cash flows change and you're being taxed twice as much as you think you should and you're not getting that income in your bank account. So what you can do is call H RC, let them know that you've changed job. Um, tell them what your primary employer is and ask them to correct your tax code and that should then correct it going forwards until uh you change trust again, it all gets messed up again. Um But overall, if you do nothing, it will work itself out because HMRC will reassess each year and correct your tax code accordingly. The good news after that frustrating slide is that there are things that we can do to reduce the amount of tax that we pay and to optimize the amount of money that we end up with in our bank account. So the first one many of you will know about is claiming tax relief for our professional expenses. Now, it's expensive to be a doctor. There's a lot of things that we have to pay for out of our pocket for the luxury of being able to do our job. So our college fees, GMC fees, exams, unions, professional indemnity and equipment. The good news is that we can claim back tax relief, um, on these and you get the tax back at the highest rate you pay. So if some of your income falls into that 40% tax bracket, you'll get 40% back on each of these fees, which can work out to quite a large amount per year. So this is worth doing, um, if you've never done this before, don't worry, you can do this retrospectively. So you can claim for your current year and then you can claim retrospectively for the previous four years as well. So, don't worry if this is the first time you're hearing about it and once you have done it, once you generally don't need to do it again. Unless your expenses are going up each year as you go through your training or you've had a year where you've done extra exams and you've paid a lot more, then you might want to re input your expenses to get more back in, in that year and essentially it's free money that you wouldn't otherwise get. So definitely worth the admin to do it. So how do we do this? Well, for most of us, if we're claiming back less than 2500 lbs per year in professional expenses from less than five employers, we can do this through a simple form, um, either online or by post. If you are paying back more than that for any reason, you'd need to do it through your, um, self assessment tax form. Um, but for most of us, we can do it at home and I just interrupt there, apologies. Um, the rules have changed. So, um, in November last year, HMRC doesn't let you do it online anymore. It is purely through the paper form. Um, on the, I think it's something 87 form, 87. Yes, that's it. You, you can't actually do it online anymore, unfortunately, which is very annoying and you do have to every we had heard this, I did log in today and it was allowing me to do it. So I'll talk, I'll talk about both, but it does sound like it's the same information, but now they've gone back to doing it for paper, but my understanding is that's temporary and they'll try to get it back online at some stage back. It's changing back. Thank goodness for that. So, watch our spaces. Thank you guys. Sorry to interrupt. Carry on. Thank you. So, as long as the online system is working, you can set up a personal tax account. You then go to the page for claiming back professional expenses for tax relief. Don't know if you just hit next. Um and then um fill in all the details on that form or if they need you to do it online. There's also a link there that I found today, which will um link you to the PDF of that P 87 form to download and you can send it in by post. I don't know if you just do a couple of next. Um And then what happens is you get a refund. So for your current tax year, um your any extra tax free amount that you'll get will be applied to your tax code for next year. Um So your tax code will go up, you'll get a higher tax free amount and pay less tax next year. If you're doing this retrospectively for a number of years in the past, you, you should also get a lump sum for that amount of refund as well. Um So yeah, as we were saying, it used to be nice and easy with the online form. They've made you do paper forms for the last couple of months, but we, it looks like it's going back to being online again very soon. Um ok, then we have national insurance, which is essentially another type of tax, um, different from our main income tax. So this is assessed on a month by month basis or week by week basis. And it's not reassessed at the end of the year. But in a similar theme, you get an amount of your income per week or month, that is, um, tax free. You then pay eight percent of your taxable pay, um, for the next trunk, which is from about 1000 lbs to 4000 lbs per month that you earn and then 2% for anything above this as well. The good news about this is, it's normally pretty accurate and you generally don't need to worry about it unless you do a lot of locums. And this is where it gets quite complicated, especially when you're doing locums across multiple trusts. So each time we set up an employment with a different trust, this is considered as a separate employment by the eyes of H RC. Most low payments that we do are paid weekly or biweekly. Um, and if this is assessed separately, we'll be paying a higher rate on our local payments of 8% and it can result in you paying too much national insurance. The reason is there is a limit um, to how much national insurance an employee needs to pay if they do work across multiple different employments. But hr don't necessarily know this unless you tell them this and they can link up your different employments together. So what you can do is you can defer your national insurance payments. And there's a form called the C 72 A form. Lots of details about this on the gov.uk website that will tell you how to do this and whether you're eligible for this to try and put this into a sort of pictorial form. So it makes a bit more sense. Leave things as they are without deferring these payments, you'll have your regular job where the first chunk is free of national insurance contributions, then you pay eight percent on the next chunk and then 2% on any higher amounts. And if you do any locum shifts without deferment, you'll pay exactly the same amount on each of these different locum employments as well. If you defer your national insurance contribution payments, you'll still get the 0% chunk for each of these new jobs. But instead of paying eight percent, you'll pay two percent national insurance contributions on all the rest of the pay that you get at these local jobs. And this is how it should be in. Um if you work across multiple different trusts at the end of the year, if you filled out this form, H RC will take a look at your pay and assess it annually. And if there's any um under or overpayments and national insurance contributions, they will let you know, and you can make an adjustment at the time, but you should always end up paying quite a bit less this way. The amount, um, will really depend on how many locus you do and, and what your low income is, but it can be 100s or thousands of pounds that you can save by doing this. So worth taking a look if, if that's something that you do quite a lot of. And then we have our NHS pensions. So this is a huge topic and I'm sure you've all seen there's lots of webinars on pensions themselves that take at least an hour. So we'll touch on this briefly. Um and specifically things that go wrong quite often for doctors. So first of all, what are we getting with our pension? So what do we pay for it? Um Well, I, the first thing to know is a few different concepts. So we have our pensionable pay and this is our basic pay only. And if you work in London, it's your London allowance. But none of the other pay elements like our nights and our weekend allowances count towards our pensionable pay at all. And then there's a contribution rate. So this is the cost of us being part of the NHS pension scheme and the amount that we have been charged has changed quite a bit over the last couple of years. But since April 24 it ranges between 5.2% to 12.5% of your pensionable pay. So not all of you pay just of the pensionable pay. Um All the previous rates can be found on the NHS pensions member website as well. And then what do we get from this? So, contrary to popular belief, we're not paying into a pot that we can then access later as our pension. What we're doing instead is we're paying essentially a means tested subscription fee to be part of this pension service. The amount that we pay each month has actually zero bearing at all on the amount of pension that we'll get when we retire. Um So what are we getting? So we're getting a service basically from the NHS pensions um scheme and this is a promise to pay us a pension, which is essentially a salary after we retire. And the amount that this pension increases by will go up each year by 1 54th of your total pension will pay that you've earned that year. So to put that into context, if you're working at ST one to ST three level, at the moment, your basic salary is just under 50,000 lbs. So each year you'll put just under 1000 lbs towards this pension that you'll get later and this will go up as your salary goes up. Um, this all gets recorded by NHS pensions and each year they will revalue the amount of money that you have in this um, theoretical pots that they're keeping track of. And that will increase in line with consumer price index, which is roughly in line with inflation. So at the end of your working career, if you've worked 40 years in the NHS, what you should get is 40 years worth of what represents an average of your salary over those years. Um That has been keeping up with inflation. Um It's a fairly complicated concept and there's loads of videos on the NHS pensions website that talk through that in loads more detail and then break it down more simply. But things that we need to know about for rotational doctors is what happens with our locum work. So when we sign up with a job, we'll often be automatically enrolled with um the banks system and we'll be given a new assignment number when we enroll with the bank system and they will automatically sign us up for NHS pensions. However, this is wrong and shouldn't be happening if you remember our pension or pay is our basic pay and our London rating only and none of the hours that we work above 40 hours per week and none of the local work that we do should be pensionable. Um But when you are automatically signed up for this payroll will start taking pension contributions from your local work and you'll end up over paying pension contributions. So what you can do when you sign up to a new trust or any time if you're in interest is you can opt out of your pension payments on your local work only while remaining signed up for the pension scheme on your main assignment number. There's a form online that you can Google called the SD 5 O2 form that will give you the details of how it works and just make sure you make it really clear on that form that you're just opting out for your local work only and not your main assignment number. You can then send this to the payroll team at your trust or directly to the um main payroll site that your trust uses to opt out. It is really worthwhile doing this. Um because the pension, the NHS pensions team will catch up with you. Eventually, I had a letter recently um backdated to work that I did three years ago saying I've worked more than 40 hours a week that had been charged pension contributions. So they're going to repay some of those contributions. But that just leaves you very vulnerable to errors and being back, paid the wrong amount and your whole pension contribution for that whole year being wrong. So it's much better to do this as you go along rather than, than trying to repay this later. And then the last thing to mention about NHS pensions is how do we check for errors? So some of you might have tried to have a look at your total reward statement and thought this really doesn't make any sense and you're right. It doesn't. Um, your total reward statement will give you an estimate of how much p will pay you've earned and your contributions at the job that you worked at the end of the tax year. So, in April, um, and for that job only and it won't give you an idea of how much you've earned at the whole tax year if you've changed jobs or how much you've earned at a particular job, if it's span over multiple tax years. But what you can do is email NHS pensions and ask them for a statement of contributions and pay. They will then send you a letter that has a breakdown. That looks something like this, which has all of your pension pay that you've earned since you've signed up for the scheme and all of the pension contributions that you've um paid as well. And the email address is here ea in for request at NHS bsa.nhs.uk. I do highly recommend doing this. Um I did this for the first time a few years ago and found out that the trust that I worked at for ST two had just completely forgotten to communicate with NHS pensions about any of my earnings or any of my pension contributions that year. So from the NHS pensions point of view, they had me down as earning zero that year. So it's worth trying to keep up with this every couple of years and just check that these numbers match what's on your pay slip and what you're expecting because it'll be much harder to do this in 2030 years time when you retire much easier to do it as you go along. And then the last of the common uh deductions is student loans. So lots of us will be repaying a student loan after our time at medical school. Um There are lots of different loan types that you can have. And these arrangement plans 1 to 5 and postgraduate loan based on when you signed up for it and where you were living and these all have different repayment thresholds and interest rates which you can find on the gov.uk website. Um, but the main thing to know is the repayment amount is the same. So if you have an undergraduate loan, you'll repay 9% of your taxable income towards your student loan each month and if it's post graduate, it will be 6%. Um that tends to be fairly accurate. Um but it also like with pensions, it's probably worth just checking your student loan statement to make sure that the trust is communicating with a student loan company and that they are keeping record of the payments that you've been making as well. Ok. We're gonna hand back to do who's gonna talk us three payslips and then I'll go back to talking about common errors and things after that. Ok. This gets really, really interesting. Now, um payslips are incredibly dull. Uh But we do get a lot of questions about what different bits of it mean, what's important? What do we have to care about? So, what I'm going to try and do is instead of go, well, I am gonna go through all of it but brush over the bits that aren't that important and just highlight the bits that you really need to focus on and that you should try to check every single month. So you can divide your pay slip into four sections and it's best to think about it as four different sections. There's the top, which is kind of about you and your employer. There is the left hand stuff which is the money that your employer is paying in. It's the money coming in, then there's the deduction section on the right hand side and then there's some summary information at the bottom. So if we take each of these sections individually, and again, I'm gonna highlight the stuff that's kind of not that important. So all of these arrows, the red arrows aren't very interesting if things like your name and where you work, things like tax office details might be needed if you're talking to HMRC. But in general, you could ignore a lot of this stuff. The one interesting thing is the increment date inc date which was actually only relevant on the old 2002 pay scale. So if you ever end up back on that. So that's worth looking into. But for those until 2016, so current trainees, that's not something that is relevant anymore. Other things are a bit more useful here. So your assignment number often called your payroll number, your employee number. This is a unique number given to you by your employer. Um And is a really, it ends up being needed quite a lot. Um If you ever want to speak to payroll about an issue, they generally ask for this. So it's worth just knowing where to find it. And it's usually this number here, it's eight digits. But then if you return to the trust or you get put on a different assignment for locums, it will have a dash something next to it. So if you keep returning to the same trust year on year, you'll end up with like a dash 7-8. But the first eight should all generally be the same. Then you've got the pay scale description, which really is just your grade if you are on the 2016 trainee contract, but if you're doing locum work or if you're doing slightly strange things, then you might get a different code or an ad hoc code that's there, then the standard hours is your average working weekly hours, but only up to 40. Now, if you're full time, this will just say 40. If you're less than full time, this will be your total week, like average weekly working hours but should be that post adjustment value. The one I was talking about with all the, you know, rotors and the complex maths, whatever the adjusted value is that should go there, then you've got these two sections. So sal wage and part time sal wage. So on the left hand side, that is the basic nodal pay for your grade and it should just match the basic pay for your whatever your pay scale description is. So if it says ST five, this will be the nodal pay point for ST five, then on the right is um, the actual value that you should be receiving your actual basic pay, which is only relevant if you're less than full time. Because if you're full time, it will be the same. And if you're less than full time, it should just be your, the, the salvage the full time one multiplied by however, pro rata to 40 hours a week and it say 3040 if you're less than full time. And then finally, you have your hateful little tax code that sits there that causes so much confusion again, worth knowing where it lives. So you can look at it and growl at it angrily. But um, as Hermione mentioned, it's not worth losing too much sleep about the constantly changing tax codes unless it's gone wildly wrong. So that's the about you section. And it's not that interesting, but the bit that is really important that I would start getting people to check. I would start advocating for you to check every single month is the money in section. This is where you can spot big errors and you can spot them quite easily. So the first thing to highlight is the stuff on the left. This is just a breakdown of each of the different pay elements. And it's annoying because now we're paid in all of these different chunks that get added together to make our annual salary. But you'd be amazed by the number of times, I've just seen people missing certain elements. So someone went three months without getting night pay, just weren't paid for night shifts. Um If you are in London, make sure you get paid your London Zone weight payment. And by far the most common one is if you're less than full time, not being paid your less than full time allowance. So again, just check that you get paid that it works out for each whole month, 83 lbs and 33 pence each month in that section as well. And it's really easy. If it's not there, you're not being paid it, then there's a bunch of numbers which not that interesting, but just for, for completeness, I'll explain what they all mean. So then you've got the work earns section. This is effectively the number of hours that you work that much for each pay element. Unlike, you know, some of our colleagues like nurses that get paid, depending on the exact number of hours they work each month. This is just an average over the whole job. So, whatever your kind of average weekly hours is multiplied by 4.345 weeks per month because that's how many weeks there are in a month. So this 173.81 silly number here is just 40 hours a week times by 4345. That's all that is, um, the additional rostered and the night duty is exactly the same, but it's your calculated weekly additional hours hours above 40 or night hours. Um, again, multiplied by the weeks in the month. So this, you can work out by retrofitting it. That this is for someone who's working on average, uh, six additional hours a week and, uh, 12 and a quarter night hours a week, then you've got the next bit, which is weird because some of them are the same and some of them are different. This is just a number of hours worth of the basic pay rates that you've worked that month. So for your basic pay, it's the same additional pay. It's the same. The only thing that gets confusing is that night pay is less. And that's because one night hour is in fact worth 37 percent of a normal hour. And so this value is just 37% of this value. That's all there is to it. And then the rate is the derived hourly rate for each pay element. But most of them are based on basic pay anyway. So most of them are the same, but this is a derived value. We don't actually have a true hourly rate per s we're paid an annualized salary. So this is just your annual salary divided by the hours in a year. Um to derive this overly complex too in decimal places number. But it gives you an idea of kind of what your hourly rate is worth. And then finally, the only number that's actually worth looking at, which is the total amount that you are being paid. Which really after all that silly maths is effectively just your annual salary for that role for each of those pay elements divided by 12, at least for whole months for partial months. It's um the number of days that you worked over the number of days in that month. So for rotational months where you change, it's just pro rata to the days of the month. But really the easiest thing to check is are all of my pay elements there and is each of these elements 1/12 of my annual salary. And if you start checking that you'll start to spot errors that are very easy to fix. So that's a bit done. Next is the deductions. So Hermione has gone into detail about what all of these different types of deductions mean, but they should all be listed here. So pa ye pay as you earn, that's just income tax. And pa ye is when it's done automatically by your employer national insurance contributions, pension worth looking and making sure that that percentage is actually relating to your pension will pay bracket for the year. Um, again, it's alarming the number of times where that percentage is much higher than it should be. Again, often, if you're less than full time and your pension will pay is only let's say 35,000, but they're deducting 12.5%. That's wrong. And all you do is just lose money. Your pension doesn't increase any quicker. You just pay more of that subscription fee, your student loan will be there and then any other deduction. So mess fees, salary, sacrifice fees, et cetera, et cetera. All of the things come out of your pay packet will end up here. And then finally, you've got your summaries. This is the most confusing but probably the least helpful section. It is in theory, very, very useful. But the reason why it's often not that helpful for us is because we rotate so often. So on the left, you've got your yearly summaries. This in theory is accumulative total since the beginning of the tax year for income national insurance tax pension contributions. However, it's only for v employment. So if you change jobs, then this kind of, you can throw it away because it's only for that one job. So it, it does have use, but it doesn't really give you a true picture of your total pension contributions or your total tax payments on the right hand side, slightly more useful is your monthly summaries. So this is just a summary for that individual payment. Um And it's at the top, you've got a breakdown of the different pay types. So your pension will pay. Remember that's just your basic pay in London waiting, your tax will pay. So that should be everything coming in but not including some of those additional things like, you know, um, study fees, reimbursements, et cetera slash stuff that's taken off for pension. Um You've got the tax period. So just the month of it was paid for, which is useful for your own record keeping to say, ok, this was the July pay month and then finally, you've got your total in total out and the net to pay what finally ends up in your pocket at the end of all of it. So that is your pace up in a nutshell. But please just start looking at your, the left hand stuff just making sure that all those pay elements are there and that they are correct. Ie 1/12 of your annual salary. Great. So then the last bit we're gonna look at today is common errors and we'll talk about errors in our work schedules, errors in our salary calculations and errors in our payslips and then we'll have a bit of time for questions and answers as well. So, starting with the work schedule, this is where things can firstly go wrong. Um So as do we need to see if it's not documented on your work schedule, you're not gonna get paid for it. So Payroll department don't ever see the rota that your department gives you. They only ever see your work schedule. So the first thing we need to check is do the shifts that are documented on our work schedule, match the shifts that our department expects us to actually work. Um, the first thing is sometimes shifts are just missing from a work schedule and they're just not on there or quite often, the hours on the work schedule don't match the hours on the departmental rota. And this can happen quite easily if the work schedule has been in place for a few years. But the department's updated the rota and said, now we want you to come at a different time. Um, so things that we see quite often is, um, you might, your work schedule might say that your shift starts at 830 in the morning. But actually your department says, well, we do journal club at eight o'clock on a Tuesday. So, can you come in at eight o'clock for us? If that's not on the work schedule, you're not getting paid for that half hour, um, of teaching and teaching is part of work as Well, it's not something we do in our, our free time. Um, you might have a night shift that ends at eight o'clock in the morning. But actually the shift has been updated and your department wants you to end at 830 instead, or your day shift might end at five. But really, in reality, a handover starts at five. So you actually finish at 530 and it doesn't take long for these unpaid hours to add up and make quite a significant difference to our pay. So depending on the grade that you work at an extra 6 to 12 minutes of work per day, um throughout the week equates to 1000 lbs of unpaid work per year. So you can imagine if missing chunks of half an hour or an hour of pay here and there on a shift that adds up to quite a few 1000 lbs of missing money. So the first thing to check on your work schedule is, does your work schedule match reality? Is there sufficient time to hand over each day within the paid working hours is teaching always within paid working hours? And are you able to leave on time once you've checked that those bits look correct. We can then have a look at the salary calculations, um and the hours calculations on the work schedule and try to work out what's going on. Now in the work that do and I have done, we have found so many different ways that people can get, um, it can be paid incorrectly. We were keeping track until we got to about 30 but we've lost track since then and all the different ways that pay can go wrong. But these are the things that come up, time and time again, um, across different specialties and across different trusts that are really good to keep an eye out for. So, the most common one that we'll see is that the hours that we work per week, both for the basic hours and night hours are incorrectly calculated because the leave adjustment has been incorrectly applied or it's just not been applied at all. And this can have a huge impact on our pay if it's not done or it's not done correctly. You can be underpaid by about 4000 lbs per year. So quite a significant chunk of money, there are lots of different ways that this can go wrong. The ones that we see quite often are some trusts will forget to include your study leave in this leave adjustment and just adjust your pay based on your annual leave and bank holidays. But remember you get 15 or 30 day study leave per year based on your grade. So that impacts your pay quite significantly. Sometimes you might have the incorrect amount of annual leave included in this calculation. The default would be trust as setting you out to have 27 days of annual leave but if you've worked at the NHS for more than five years, you should be getting 32 days of annual leave. And while your department might be giving you that leave, hr need to know that that's the leave that you're, um, allocated as well because that does impact your pay. And sometimes hr will incorrectly use the, um, the length of a standard day is the wrong length. So they might default to a standard day to be eight hours thinking you work 9 to 5, but actually you work 830 to 530 that's a nine hour standard day and that will impact this payment as well. So those are the three key things to check with the trust that they've inputted correctly into this calculation. Um Other things that we can see quite often on um work schedules are missing flexible pay premier. So this is your GP or emergency medicine, hard to fill um the post or your academic pay premier as well. Just need to make sure that you're receiving those for those of you who work less than full time. It won't surprise you that there are a whole host of other errors that can go wrong when your pay is calculated for a less than full time doctor. So again, the most common one and the biggest um significance is the, the pay being calculated inaccurately due to the leave adjustment. But another thing that's wrong really often for less than full time doctors is your weekend frequency. So as do talked us through the amount that you get for your weekend allowance is based on the amount of weekends you work compared to your full time doctors. And an important definition to remember is that a worked weekend counts as any weekend that has a shift starting on a Saturday or a Sunday. So if you're just working one day on that weekend, that counts as a worked weekend, lots of different ways that this can go wrong at trusts. Sometimes, um, the trust will not pro rata your weekend frequency compared to full time people. But instead they'll look at the weekend frequency table in the pays and just pick out a new bracket which will almost always end up being paid under paid on weekend frequency or sometimes I'll work it out pro rata based on the number of shifts that you work rather than the number of weekends that you work or just based on your less than full time percentage as well or sometimes a combination of above. Um, so that's one to check really carefully if you're less than full time doctor through the work schedules. I've seen it's wrong more often than it's correct. So, do keep an eye on that. Um, other things that we see quite commonly for less than full time doctors is missing less than full time allowance. So that's 2000 lbs a year that you should get and it should be on every single payer 1/12 of that and then inappropriate additional hours can occur for less than full time doctors. So by definition, if you're less than full time, you should never work more than 40 hours per week. So all of the hours that you work per week should fall into your basic pay, but some trusts will say, ok, well, you work 80%. So we're going to do 80% to 40 hours per week at basic pay. So that's 32 hours and then the additional bits you work on top of that, let's say another 5.5 hours per week, we're going to pay you as additional hours. That's wrong. Um, and while the amount that you get paid per hour for each of those hours that you work is the same, the reason it's wrong is because additional hours are not counted towards your pensionable pay and you'll miss out on a huge chunk of pensionable pay. And this adds up throughout the years. So it's important to make sure that if you lessen full time that you're not getting any pay for additional hours and it all falls under basic hours instead due to lots of different errors that can happen for less than full time doctors. We've seen work schedules missing up to about 8000 lbs per year for a less than full time doctor. So it can go wrong in lots of different ways and have a really significant impact on our income and then payslips. So once you've gone through the effort of making sure that your rota is correct, your work schedule is correct that hours and pay calculations are correct. There's then a whole another step that happens in hr where this then gets translated into your pay slip. And this is open to more errors both in the computer and human error as well. So there are lots of different things that we see going on with payslips. So here's some of the common ones. So you might be paid at the wrong grade or the wrong node or pay point, which means all of your pay calculations are wrong. The standard hours at the top of the payslip might just not match your work schedule and you're just being paid for a different number of hours per week. Um There can be missing pay elements. So sometimes your night pay just isn't included or your weekend pay just isn't included on the payslip. Um And then very often will be on the wrong tax code or we'll be paying the wrong contribution towards our pension or as we've talked about in our locum work, we will be inappropriately paying higher national insurance or pension contributions that we shouldn't be paying as well. So we've talked about some of these money saving tips and tricks as we go along, we'll just recap these and there's an extra one in there. Um So if you work less than full time, there are lots of discounts that are available for all of these professional expenses, like your college fees, GMC and um, professional indemnity and things. This QR code will take you to the London School of Pediatrics website where there's a page called Saving the Pennies that talks through a number of these discounts that are available and how to apply. If in doubt, it's always best, best to contact the person that you're paying money to saying, hey, I work lesson full time. Is there a discount available? Because there might well be. And then the other three we've talked about, but just to recap, um, remember to do those professional expenses tax deductions. If you do locum work, remember you'll probably want to opt out of your pension payments on your locum payments as well and deferring national insurance payments if you do a lot of locum work as well. So that's a lot of information that we've given you in a reasonably short amount of time there. So what we'll do is just recap the four key steps of how to check your pay from, start to finish and then we'll have time for some questions and answers. So the first step is getting your work schedule. As dom said, without this, you can't check your pay and you can't, you don't have any evidence to show your trust that you've been paid incorrectly. So once we have it. We need to check that it matches the actual rota that we're working. Then we need to check the work schedule calculations. So that's the hours calculations and the pay calculations. And this is where doctor's paycheck comes in really handy because we uh it will do all of this for you. Um Then you need to check your pay slip and make sure that each of the pay elements appears on your payslip, check the monthly values um are correct and check that the deductions are correct as well and then take a look at some of the money saving tips and tricks as well. Um For those of you who would like to subscribe to doctor's paycheck, as you said, this is a salary analysis software where you put in your personal details and your rota and it will tell you exactly what you should be paid and exactly where the errors are on your salary as well. Um For those of you who are listening in today or watching us back later, there's a discount code for mind, the bleep members MTB 20 that will give you 20% off your yearly subscription. So that brings our talk to the end. Um We do have some time for questions and I think I don't know if you guys are able to unmute and speak with if not, um feel free to put your questions in the chat and we will get to those. Thank you very much. Thank you. That was amazing. As, as, um, someone who does this a lot. I'm so impressed. Are you guys like interested in being accountants? Do you want me to put you in touch with anybody? No, shaking his head very hard. I think doctor keeps us busy enough for now. We'll stick with this. No, very, very impressed on the level of detail that you've gone into. I just wanted to ask whilst waiting for some questions to come in. Could you tell us a little bit more about doctor's paycheck and how it would work with someone subscribing? Do, do you wanna see that? Yeah, I mean, we, we could do a very quick demo. We've not repaired, but we could just talk you through the website if that's vaguely vaguely useful, I'm gonna stop sharing and then I can and if you start chatting some stuff and I will pull up a tab. Um not riffing how I do it. Basically, it came, came out of us being really irritated at pay, being wrong all the time and nothing more than that. I'm like, let's try and fix this. So yeah, it came about because Dom and I were checking pay for ourselves and our colleagues and getting loads of requests of people saying, hey, can you check their salaries? And we just started to write an algorithm that will do it for it to speed things up and because we ran out of capacity to do it on a 1 to 1 basis for everybody. We thought we would, we just wrote an algorithm like a pizza in the oven and, and it was that easy. Took a, we got that. Um So essentially we had a small annual subscription fee. It's 36 lbs per year to sign up for this. So 3 lbs a month. And as we said, there's 20% off with the MTB 20 code. The main part of the website is a salary analysis as do is showing you here. Um So you can create a new analysis for each of the jobs that you work. Um And then there's lots of information there about all the information that you need. Um You put in your basic information. So where you work, if you work full time, less than full time when you did the job, um some more personal information which you'll see do putting in. Um as we talk, most of this is fairly straightforward, you should know it or if not, it should be on your work schedule that you're given from your trust as well. Um Let's see. And then yeah, so he's just putting in details about the work schedule here, the number of weeks on the work schedule. How long the standard day is or is your flag up for each of these? Because there's a lot of information people get hover over text for everything. It really does talk, you through if you do things that it's like, really? Are you sure this is a strange situation. It will flag it with warnings. Um We've tried to design this for even the most salary naive people to be able to use relatively effortlessly. You don't need to understand the contract to be able to use it. So you just need to know your information and when you're working. So I'll just do a quick example with a couple of different shifts in it, you do your shift pain to put the shifts in to match your work schedule and then um calculate, you can put in the salary values that are on the work schedule that your trust think that they should be paying you. And if you do this, we can then tell you which bits are wrong. So that's quite helpful to do. This is gonna be very wrong. I'm making up numbers and then these are the first bit of the results that you get. So it will tell you what your annual salary should be where your pay is wrong. So where the discrepancies are, whether it's an under an overpayment and any pay elements that are just omitted from your work schedule, that they've forgotten to pay like less than full time allowance and things you can then download the breakdown. And this will give you all the different calculations as to how these numbers were derived. This is something that you can download as a PDF and attach it to your email to the trust to say you've paid me for 27 hours per week. I should be getting 32 hours per week. This is why it's wrong. Please fix this. Um There's a payslip viewer so you can have a look at your payslip for each month and look at how much money you should have on that income section of your payslip. Um If you rotated into a job or out of a job part way through the month, you can adapt this for apartment as well. So it should match exactly to the penny. What's on your payslip? Um And then some information about what to do next and then do if you go back and change this to something after April 23 let's August. So if you put in a, a date that um, is relevant to the 2024 pay uplift, so anything from April 2023 to now, you can also calculate exactly what your pay uplift should be and your back pay. Um So you just need to put in the start and finish dates of the job. Um, and then you get here, it will calculate um, what your salary uplift should be, what your back pay amount should be. And it'll give you all that information or you can have a look at the pay slip and then this is, well, I was talking about how you can see what your rear should be from each trust as well. And then as well as that, there's loads of information um on the left hand side under resources um explaining your pay in loads of detail, your pay slips, your deductions, your leave. There's also a leave calculator for those of you particularly who work less than full time who struggle to, it gets quite complicated with bank holidays and, and how many days you should get. So there's a calculator that will show you that as well. Um And then we're always looking to build new content. So at some stage there, it should be a maternity leave calculator and all sorts of other features that we are working on at the moment. It's remarkable. This one we built because it's great. You think it's straightforward? But it's remarkable how many people just particularly if you're less and full, full time, don't understand how bank holidays and things work and people are missing II give talks on leave and if to some kind of senior trainees who've just gone white and gone, I've missed out on months of annual leave because no one's gonna give this stuff to you, you need to ask. Um, and so yeah, we built this, which gives you a proper breakdown of exactly what you should be getting based on exactly the bank holidays and what types of shifts you're working on them. Um It's amazing. I'll take you through the, there's a couple of questions, questions. Let me stop sharing and then we can. Uh but that's really, really amazing. Thank you. Thank you. Um I've got a question if we work overtime on a shift, but it's not consistent basis, would it be worth claiming it back? And, and how would we go about this? So, two things to think about here. So if you work overtime on any shift and you're finishing beyond the finish time of that shift, we should be exception reporting this and you should all have access to exception reporting. If we trust. Um, if you've worked an extra half hour or hour, there's a, um, basically a penalty rate that the trust has to pay and you'll get, I think the last time I checked it was about 2 to 3 times your normal hourly rate that you'll get paid back for that as well. So you can either claim that back in money or you can claim it back in time in lieu. And that's a discussion between you and your supervisor. If you're finding that this happens quite a lot and you never finish on time. The shift that's meant to finish at five. Actually, you always get out at six o'clock. That's when you need to speak to your um hr department and say, can we redo the work schedule? Because realistically this shift actually finishes at six, it needs to be a 6 p.m. finish on the work schedule and then they will recalculate your annual salary based on that. Um So there are two different things to think about depending on how often it happens. This is, that's really important for everybody. There are certain shift types that, that's it, it's even more important for, for anyone that works nonresident on call types, which we, which are, we, we didn't really touch on, um, because it's, it's relative straightforward and that you just get an extra 8% supplement for nonresident on calls. But the way that it's calculated is, um, is done in such a way that it needs to be done prospectively. So each non resident on call shift is um like preemptively worked out saying, oh, well, you'll probably work about an hour on this night. It's probably about an hour and everyone I've spoken to does these goes, oh, but that's crazy. I mean, I mean, the entire night I worked eight hours. And so in that situation, it's really important to go and say actually this, this evaluations estimate is incorrect, please. Can you read this whole thing? So exception report at the time, like her said, but then flag up and say your estimate for the number of hours that were actually working is wrong because that feeds directly into those adjusted hours that we talked about the adjusted night hours that we talked about. Um And if that evaluation at the start is wrong, then, um, so if it's happening on a regular basis that needs to be changed. Um Then I've got another question. Um, why is the night duty paid at 37 per 37%? I thought we were, we were paid extra for nights. So, yes, you are paid extra for nights. So, um, when you're calculating your basic hours and additional hours, this factors in all the hours that you work, whether that's daytime, nighttime or weekend. So you're already paid your 100% of the time for your, for the hours at work and then you get the additional night allowance as well, which is an extra 37% on top of that as well. So you are sort of getting paid twice for those nights, once at 100% and then once at 37% as well. Um I think someone didn't quite understand the part about excluding study leave and annual leave and working out out about a workhouse. So I'm not gonna hand that one to you. That's your thing. That's because it's very confusing. And what I might do is just go back and talk through with pictures because it's a concept that, um, to be entirely honest, I've even spoken to kind of very senior people in hr whose jobs it is to calculate this stuff and they've gone, what are you talking about? And it's because it should, a lot of this stuff should happen automatically, but the, the software is often flawed that does this maths behind the scene and it requires people to put in the right details into the calculator. Um But yeah, it's, it's a weird concept. So I'm basically gonna repeat what I said, but like slower and louder, which is not helpful. So if you've got specific bits that you go, what, what does that mean? Please do. Let me know. So in effect, when we calculate our average weekly hours, never, I work 42 hours a week and that's what I'm paid for this needs to be and is contractually and always has been paid based on the average worked week ie the weeks that are considered working and not the weeks that you're off on annual leave, which seems like a relatively straightforward concept in theory. But what, what you have to do is prospectively deduct and expunge all of the theoretical time that you're gonna take from leave from your work schedule and like recalculate everything else. So showing you this diagram again, obviously, it's very simple to add up all the shifts and just divide by the number of weeks and go. Ok, I work 45 and a bit hours a week. But we all have a leave allowance that must be deducted from all of these shifts before the true work hours per week can be calculated. And that's different for everybody. So your we didn't talk about leave. But for example, two different DOCS will have different annual leave allowances even if they're the same grade because 1 may have worked more than five years and 1 may have worked less than five years in the NHS different leave allowances. Um, different bank holidays happen at different times. So this is this, this is an important consideration and then your study leave also needs to be included in this allowance too. So there is an equation that we haven't put up here because no one needs to know it. Um, and it's all programmed into doctor's paycheck so it can do it for you. But there is an equation that works out your, your leave allowance, the number of weeks in your rota and theoretically deducts all of that time that you're not actually gonna be working for and mathematically does something that looks a bit like this where it goes. Ok. Well, you're actually working this many hours and you're actually working it over this many weeks as opposed to over the whole rota and it Recalculates everything. Now, this can only make your value, your weekly hours go up in some situations, they'll stay the same, but it will only make it go be the same or go up. So if this is not done, you will always end up with an underpayment. Um And it's true for night hours as well because you define the number of hours of nights that you're working over the number of actual worked weeks, not the weeks that you're on annual leave for. Um, the big problem is people will put into the computer that doesn't know any better. The wrong value for annual leave, the wrong value for study leave, it will miss it out. Some places just don't bother including bank holidays, even though they must be included. And if the wrong numbers go into the equation, the wrong number comes out at the end and there's very little way to check it manually cos it's a load of maths and a load of confusing stuff. Um And that's why this goes wrong all the time and leads to thousands of pounds of underpayments per person. Um I think just personally, this specific thing has led to me being underpaid by like, I don't know what estimate 10,000 lbs over the last four years or something like that. And unless you know it and you can literally spell it out to people in hr and words of one syllable and go, you've done it wrong. Pay me my money, you'll never see it again. Um That may have not helped you understand it any better. And so please do um either ask again or you can email us and get in touch and we can try and go through a bit more detail. But if there's anything specific, please let me know we can, we can try and go over it in more detail. Um I've, I've given this talk to the same people again and again and even people that have heard it three times, like who are you talking about? Which is probably an indictment of how badly I explain it. Um, shall I look at the following questions? Is that all right? I think there's like, yeah, one more, um, with calculating the weekly hours, how do you know if they've worked out, it, worked it out or included it or not? Um, in theory one can do it manually. Er, there is an equation that you can look up that is convoluted and you stick a bunch of different things in. But one of, I think the most powerful functions for doctor's paycheck is we ask you the questions that the calculator actually needs to know in order to get this correct every single time. So a lot of the roster software that's used to calculate this, it can be done incorrectly just because people don't know what to put in. But the short answer is if you use something like doctor's paycheck, it will tell you whether this has been done correctly or not. Um, and that's really why we built it is because manually calculating it and going through the mass will take you a good chunk of time. Even if you know exactly what you're doing. One thing you can do on doctor's paycheck if you realize that your basic pay and not pay are wrong. Um, it's probably due to the prospective cover, at least that's part of it. If both of those are wrong is you can actually go back through your salary analysis and you can play around with the numbers and you can say, ok, what happens if I change my annual leave from 32 days to 27 days? Does that match the number that the hr put on my work schedule or what happens if I take away all of my study leave? Does that match the number? And you can try to work out exactly what they might have done wrong? Um Ideally hr should be the ones figuring it out, but you can try to recreate their errors um, by changing the inputs here. Um And we're always happy to help if you're stuck in an hr saying, no, this is right and we're saying no, it's wrong. You can always email us and we're very happy to do sort of in depth troubleshooting on an individual basis as well to help you find where exactly there is. We are working on some fancy, like automatic error detection that sticks in a bunch of preknown errors and we'll spit it out to be like, oh, it looks like you've been unpaid because of this thing. But as a very, very small team, um, it, we, we, we, we're getting there. But the other thing is, is the, the breakdown section is really useful for that because for example, it tells you this is obviously a slightly weird ro it doesn't make sense cos I may have on the spot, but it will show you what your unadjusted hours are. It will show you what your adjusted hours are. And so you can see that it has a discrepancy between what it says on your work schedule and what and what doctor's paycheck is say you can be like, oh, they're paying me the unadjusted value, not the adjusted value. Um, also I didn't mention earlier, but this always gets rounded up to the nearest quarter. This is a, a very weird work schedule because it's full time and it's less than 40 hours a week. So it's just pay 40 hours a week, which is why this is all wrong. Um But it's correct for your pay, but it's a weird example. But yeah, so th some this information and the breakdown will help you determine exactly where that error has, has, has a, has a quote has worked down. I make it better. I think s asked if this works for career locus, if you'd be able to use, that's a good question. Um It works, it basically works if you're paid according to 2016 terms and conditions. So if you're a career locum, ie you're paid a locum pay like an hourly rate. No. Um The main reason is because your pay is much simpler. You work an hour, you get paid the amount that they say you'll pay you for that hour. Um If you are a locally employed doc, so you're not in training, but you're employed locally. It depends on the contract that you're put on. Some places will mirror the old contract, the 2002 pay scales. This doesn't work for that because it's a different load of maths. Um But if you are on a contract that mirrors the 2016 1, which is to be honest, the one that goes wrong and it goes wrong all the time, this will work for you. So it slightly depends on which contract you're employed under. You need anything you want to add to that. No, that's, that's right. At some stage, we may create a calculator for 2002. But um it's probably a long way off because this is creating a lot of work for us at the moment. Um And then we've got one more to prevent the calculation you've explained going wrong, does ensuring the trust has the correct study leave and annual leave days, minimize it going wrong. So that will help minimize one aspect of it going on. So yes, if you know that you're eligible for 32 days annual leave and that can happen if you're, you know, ST one and ST two because you may have done work for the NHS before you started work as a doctor in your foundation training, the trusts aren't going to know that you worked for three years as an HC or a nurse or a reporter or whatever else. You did for the NHS. So if you know, you've worked for five years and we're for 32 days of annual leave, you will need to tell your trust each time you start or else they will just give you 27 days. Um, and just checking, they've given you the correct month of study leave and bank holidays as well will help. But as we went through in the common errors, the leave amount is just one of the ways that this calculation can go wrong. There's also the amount of standard days, uh the, the length of a standard day and a few other factors as well. So, um yes, it always helps to start with the right amount of leave. Um But do keep checking, the numbers are actually correct as well. It is crazy like you, the fact that you will definitively be paid wrong if you've got like more than five years experience in the NHS and you're, you know, F one F two ST 123 because they just defaults are saying no, no, no, you get 27 days and we're not going to look too much into it. And it's worth remembering if you've been on maternity leave or long term sick leave, that still counts as time in the NHS as well. So you might still be ST one because you've had two years of maternity leave. But actually that still counts towards your five years work. So they'll need to know to up your annual leave allowance as well. There was, there was a comment I saw a while back which II actually wanna touch on cos it's, it's kind of hilarious. Um, uh, the, the, the, the London waiting. Um, long waiting. Yes, thanks. Um, it is in theory how far out of London you are. But we spent a long time trying to work out exactly what determined that and the thing that determined it is something from literally decades ago and there is no list that exists to say exactly which hospitals pay which values. Um So as part of developing doctor's paycheck, we painstakingly went round and, and found out from each and every hospital vaguely within London which value they pay. And it's remarkable to find out that some places will pay the wrong London waiting because different people think it should be different values. Um So that's also something that's worth checking, getting paid the right London waiting. It's not as simple as it's like zones around London. Um I think that's all the questions.