NHS continous service - break?

[MakeMineALarge1]

Can anyone help me who works in the NHS

I have done 9 yrs in my current trust, 2013 to current, I have a new post in a different trust - from 17th October - I intend to finish work w/c 3rd october - my last day will be the 8th

Have a week off

Then start my new job on the 17th but does this count as a break in service? for annual leave and pension purposes? ie will I lose those 9 years?

your length of service will continue for both pension and annual leave will continue.

Great, thank you, it just occurred to me at 0600 this morning and I thought I had better check
don't want to lose 10 years annual leave and pension

I have recently moved trusts and was told I couldn't do this as it is a break in service

Someone I used to work with did this and lost her annual leave entitlement, so I assume it counted as a break in service. Definitely speak to her and double check. If it does, you could always take it as unpaid leave if thay would be authorised so you dont have a gap on paper?

@Dancetherain interesting, I have emailed my new trust and will see what they say

I would check this, I’ve been told that similar would be a break in continuous service.

@IwillrunIwillfly I am going to ring and find out thank you

You can be off for 3 months before it counts as a break in continuous service

Yoles you would lose your continuous service even if you had a break of one day. If you want to have a week off before starting you need to use A/L from your old job if you have it.

Section 12 of the T+Cs cover this. (Short answer, doesn’t impact on annual leave.)

www.nhsemployers.org/publications/tchandbook

Not true.

That was against the National T+Cs.

My mum had a 2 week break between trusts and the new trust wouldn’t honour the service! But this was early 90s!

There are 3 continuous service dates and there’s also aggregated service. Annual leave is calculated on aggregated service therefore you will still accrue annual leave for any time you have worked in any NHS organisation in a substantive role ie not bank. You will continue to pay into a pension unless you opt out. The clock will stop and restart however if you face a redundancy situation or want to go on mat leave.

I was told you can have a break of seven calendar days between roles and it won't count as a break. Annual leave counts as your contest still so using up any leave, contract end date, and then seven days max before contract start date.

Worrying the different numbers flying around on this thread. Some organisations will ignore breaks of years but you need to discuss upon joining. I am reasonably confident the seven days I was told is correct, because I asked different NHS organisations and got the same answer.

There’s 3 csds recorded in ESR 1 week, 3 months and 12 months which is separate to aggregated service for annual leave. The 1 week csd is used to calculate redundancy payments if they ever arise. When staff retire and return they must have a break in service because of these calculations (relaxed during peak covid pandemic) and the impact this has on pay for example someone that has retired and returned will not be eligible for redundancy payments in the same way they were if they hadn’t of retired in effect the clock is stopped and a new record created however they will be entitled to their previous leave entitlement

We'll at 49 if I get pregnant
I'll need more than nat leave haha.

I would arrange for your jobs to run consecutively, with a week unpaid leave from the old job at the end. They have no reason to refuse you a week of unpaid leave really.