HPV PRIMARY SCREENING The journey so far and Unite’s involvement

Sarah Carpenter – National Officer

Gary Owen – Lead Officer for HCS

Ian Evans – HCS National Committee Chair

THE JOURNEY

• January 2016 – UK NSC announce move from cytology to primary HPV screening for first stage screening for cervical cancer

• Subsequent reduction in number of testing centres inevitable (assuming no dispute with the science)

• November 2017 – almost two years later – no progress with regards to reductions in centre numbers

Unite Alerted

• Summer 2017 - frustrations regarding lack of progress (and uncertainty about future careers) grow

• Autumn 2017 - Unite discuss situation with BAC and IBMS

• 2 November 2017 – Unite write formally to NHS England and Public Health England

• 4 November 2017 – NHS England finally make formal announcement

Unite’s Efforts Continue

• No replies to letters of 2 November 2017

• 16 February 2018 – Unite meets with BAC and IBMS (Sheffield)

• 28 February 2018 – follow-up letters sent to NHS England and PHE

• “Holding” replies received early March 2018

• No further correspondence forthcoming

Fast forward to June 2018..

• NHS England, NHSi, RCPath meet – “HPV Stocktake Planning” – to ensure full geographical coverage by Dec. 2019

• NHSi undertaking “early mapping” – maximum of 13 providers (‘lots’) – i.e. one provider can run more than one centre.

Contracting / Tenders / Bids

• Invitation to Tender – November 2018

• Evaluation of Bids – April 2019

• First contracted services commence – July 2019

• Professional bodies not involved post-ITT (due to potential conflict of interest)

Other Key Issues

• Training / succession planning identified as important – survey shows over 50% uncertain of future role, and not prepared for it

• IT system requires careful consideration, especially for future screening interval changes

• NHSi to issue TUPE guidance

• NHSi consider no need for redundancies (!)

Practical Issues / Advice

• TUPE – “Transfer of Undertakings (Protection of Employment) Regulations”

• Redundancy

TUPE

• Occurs where there is a ‘business transfer’ or ‘service provision change’ – such as relocation of a cervical cancer cytology screening centre!

• Staff “in scope” (legally = ‘assigned to the undertaking’) transfer to the new employer

• Contractual T&Cs protected upon transfer

– But new employer can make changes…

TUPE, contd.

• ….changes can be made for Economic, Technical or Organisational reasons (“ETO”)

• - but these must entail changes to the whole workforce; and require individual agreement.

Redundancy

• Legal definition (abridged): cessation or diminution of work of a particular kind at a particular place (Employment Rights Act 1996)

• Laboratory relocates – how far?

• What is reasonable in the circumstances

• Individual circumstances

Redundancy

• Suitable Alternative Employment

• Suitable to employee (and employer)

• Factors to consider – status, hours of work, place of work, rate of pay, flexible working, etc.

• Suitability – individual test

• Trial Period (4 weeks)

ANY QUESTIONS?

… or discussion?....