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It replaces national on-call rules and aligns with AfC Terms and Conditions guidance, excluding exceptional emergency major incidents. The document defines on-call, emergency call, standby, and normal working hours, and sets out roles, responsibilities, and operational requirements for managers and employees. It supports equal pay, consistency, fairness, and EWTD-related compensatory rest, including TOIL options, travel expenses, public holidays, and sleeping-in where needed.",{"@graph":69,"@context":122},[70,84,105],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":35,"@type":76,"position":81},"https://docshare.wps.com/document/healthcare/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/policy-for-on-call-standby-revision-version-control/488781/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/policy-for-on-call-standby-revision-version-control/488781.png","ImageObject",300,407,{"name":92,"@type":93},"Ophelia","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-11-10","2026-10-01",true,{"@type":102,"interactionType":103,"userInteractionCount":39},"InteractionCounter",{"@type":104},"ViewAction",{"@type":106,"mainEntity":107},"FAQPage",[108,114,118],{"name":109,"@type":110,"acceptedAnswer":111},"What does the policy cover for non-medical AfC staff?","Question",{"text":112,"@type":113},"It covers remuneration and the terms and conditions that apply to all on-call and standby undertaken by non-medical staff on AfC contracts at the Trust. It does not cover exceptional emergency circumstances such as major incidents.","Answer",{"name":115,"@type":110,"acceptedAnswer":116},"How does the policy define on-call, emergency call, and standby?",{"text":117,"@type":113},"On-call means being available outside normal working hours under an established Trust arrangement. An emergency call can be made when a staff member is not on an on-call rota. Standby means being required to be on Trust premises/accommodation ready to undertake work immediately and it is not classed as on-call.",{"name":119,"@type":110,"acceptedAnswer":120},"What responsibilities do managers and employees have under this policy?",{"text":121,"@type":113},"Managers must ensure rotas meet service, cost-effectiveness, and European Working Time Directive requirements, agree departmental arrangements in writing, and provide at least 4 weeks’ notice. 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INTRODUCTION  \nThis policy sets out (1) the arrangements for the remuneration of and (2) the terms and conditions that apply to all on-call and standby undertaken by staff on AfC (Agenda for Change) contracts. This policy replaces the national on-call rules in paras 2.27-2.28 and is in line with the principles contained in Annex A3 in Section 2 of the AfC Terms and Conditions of Service Handbook and any previous local or Whitley arrangements.  \nThe policy applies to all non-medical staff on Agenda for Change terms and conditions of employment. It applies to full-time staff and part-time staff, and to all staff groups including staff on contracts with the Temporary Staffing Bureau (‘bank’) .  \nThe policy excludes arrangements for exceptional emergency circumstances such as major incidents.  \n2. PURPOSE  \nThis purpose of this policy is to establish a set of payments, terms and conditions that reflect equal pay for equal value, consistency and fairness across all nonmedical staff groups employed by University Hospitals Bristol NHS Foundation Trust.  \n3. DEFINITIONS  \nOn-call . A member of staff is on-call when, as part of an established arrangement with the Trust, he/she is available outside his or her normal working hours to work as and when required. This includes arrangements where a member of staff chooses to remain on Trust premises/accommodation in order to fulfil their on-call requirements, but it is not a Trust requirement for them to remain on-site.  \nEmergency call. A member of staff may be called in for an emergency when not on an on-call rota, eg for a major incident  \nStandby. A member of staff is on standby when the Trust requires him/her to be on Trust premises/accommodation ready to undertake work immediately. It is not classed as being ‘on-call’.  \nNormal working hours are those which are regularly worked and/or fixed by the contract of employment. This does not include overtime.  \nPlanned out-of-hours working is not defined as on-call or standby and must be covered by alternative payment arrangements (eg unsocial hours)  \n4. ROLES AND RESPONSIBILITIES  \n4.1 Managers  \nManagers must  \n􀁸 Ensure that rotas for out-of-hours work meet the requirements of the service  \n􀁸 Ensure that rotas for out-of-hours work are cost effective and kept within budget limits set by the department or Division.  \n􀁸 Ensure that rotas for out-of-hours work abide by the European Working Time Directive including rest periods and compensatory rest (see section 6)  \n􀁸 Ensure that departmental arrangements are agreed in writing, approved by the Trust Pay Assurance Group and reviewed on a regular basis.  \n􀁸 Regularly review the operation of on-call and standby schemes against service requirements to ensure that the out-of-hours service is being delivered in the safest and most cost effective way (eg no. of call-outs and standby-consider 24/7 working)  \n􀁸 As far as is reasonable and practically possible, ensure that rotas offer choices for staff who have family and other responsibilities.  \n􀁸 Give sufficient notice to staff of the dates and times that they are required to work on out-of-hours rotas. Minimum standard is 4 weeks’ notice.  \n􀁸 Ensure equal treatment of staff, applying pro-rata rules to part-time workers  \n􀁸 Ensure that the Trust policy and process for the authorisation and payment of on-call and standby is followed.  \n4.2 Employees  \nIf the requirement to work on-call or standby is specified in an employee’s contract of employment or job description, the employee is contractually obliged to do either on-call or standby as specified in ","cbCairNsbrQTj9Pq","https://ap.wps.com/l/cbCairNsbrQTj9Pq","pdf",1167249,"English","# INTRODUCTION\n## PURPOSE\n## DEFINITIONS\n# ROLES AND RESPONSIBILITIES\n## Managers\n## Employees\n# PRINCIPLES","[{\"question\":\"What does the policy cover for non-medical AfC staff?\",\"answer\":\"It covers remuneration and the terms and conditions that apply to all on-call and standby undertaken by non-medical staff on AfC contracts at the Trust. It does not cover exceptional emergency circumstances such as major incidents.\"},{\"question\":\"How does the policy define on-call, emergency call, and standby?\",\"answer\":\"On-call means being available outside normal working hours under an established Trust arrangement. An emergency call can be made when a staff member is not on an on-call rota. Standby means being required to be on Trust premises/accommodation ready to undertake work immediately and it is not classed as on-call.\"},{\"question\":\"What responsibilities do managers and employees have under this policy?\",\"answer\":\"Managers must ensure rotas meet service, cost-effectiveness, and European Working Time Directive requirements, agree departmental arrangements in writing, and provide at least 4 weeks’ notice. Employees must be contractually available as specified, remain fit for duty, communicate how they can be contacted during periods, and follow local standard operating procedures and cover arrangements.\"}]","POLICY FOR ON-CALL & STANDBY - Revision Version Control | PDF",1790817538]