You are currently on the brown route. You are transferring from a job in the NHS organisation to a job in a GP practice or primary care contract holder.
If you are not transferring from a job in a NHS organisation to a job in a GP practice or primary care contract holder then you need to go back to the type of transfer page and choose another route by clicking here.
What do we mean by HR policies and practices?
All staff delivering NHS services can expect to work for an organisation that is committed to being ‘an employer of choice’. That is, an employer who provides a high-quality working environment for their staff - an employer people choose to work for and stay with.
One way of ensuring a high quality workplace is by having good HR policies and practices. These are the policies and practices developed by your employer in partnership with local trade union representatives, which have an effect on your employment. Although developed locally, they are often based on national initiatives and guidance. Areas covered by such policies include equality and diversity, health, well-being and safety, work-life balance and flexible working, discipline and grievance, and recruitment and promotion.
In the NHS there are a number of good employer initiatives that have been developed nationally in partnership with NHS Employers, the government and with trade unions. Such initiatives include Improving Working Lives in the NHS – a framework (2009), the NHS Staff Council Occupational Health and Safety Standards (2008), the Healthy Workplaces Handbook (2007) and Part 5 of the NHS Terms and Conditions of Service Handbook – Equal Opportunities.
The good practice guidance contained within these key national documents is accessible to both NHS and non-NHS employers as reference documents to help develop local policies and practices in partnership with staff and trade union representatives.
How will my transfer affect me?
If you leave direct NHS employment to join another organisation providing health care services to the NHS you will not necessarily continue with exactly the same HR policies and practices you had with your former employer, unless they form part of your existing contractual terms and conditions of employment.
Your new employer may take some or all of your former employer’s policies and practices and amend these to reflect the structure and size of the new organisation or, it may decide to develop a new set of policies and practices or, it may already have a set of existing policies and practices.
Contractual terms and conditions of employment (other than pensions which are handled differently) are protected in a transfer except in very exceptional circumstances. HR policies and practices, however, do not normally form part of your contractual terms and conditions. If you are unsure what is included as part of your contract of employment you should speak to your HR Department and/or trade union representative.
Your new employer is also expected to adhere to the, ‘Joint Statement on Access to Skills, Trade Unions and Advice in Government Contracting’. This means that if you want to speak to someone about your job, or any aspect of your working life, you can seek advice and support from someone who is informed such as your line manager or a member of staff from the HR department.
Regardless of who your new employer is following transfer, you can expect the HR policies and practices of your new employing organisation to not only meet the requirements of employment and discrimination law but also, to reflect a commitment to the provision of a high quality workplace and to being a good employer, as stated in the NHS Constitution and Handbook (2009). Your existing employer should work closely with you, your trade union representatives and your new employer to achieve this.
Legislation, policies, practices and supporting documents that may apply to you when you transfer.
Click here to download a table summarising the key policies and legislation that may apply to you when you transfer.
Please note that this is not an exhaustive list but is meant as a general guide to the various legislation and policies that apply in your case.
Frequently Asked Questions
See our FAQs on HR policies and practices
Next Step
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