22/08/2026
UNISON Yorkshire Ambulance Branch Member Update
August 2026
AAP TO AP Pay Progression
UNISON welcomes the recognition that staff undertaking development from AAP to AP should not experience financial detriment, this issue was raised at the time of implementation by UNISON, only to be told if members wanted to progress it was just something they would have to accept.
However, we continued to challenge this stance for members as it was clearly wrong, and that has now been fully acknowledged.
Although the new Trust process is better, as members no longer should lose money, the Trust has taken the stance of the cheapest possible solution, ensuring many do not receive any increase in pay. It is difficult to justify a pay model that leaves some staff without recognition for that commitment, involving increased responsibilities, whilst also creating a system that allows two people doing the same job, and importantly, the same experience in the role, to be on different pay rates.
Throughout this process, UNISON's position has remained consistent. Members progressing from AAP to AP are undertaking development into a higher-banded clinical role, accepting increased responsibility, additional training requirements, and experiencing greater expectations placed upon them by the Trust. This commitment should be rewarded and UNISON put forward, using Agenda for Change, a fair way to do that, this was to place affected members on the bottom of Band 5 from the commencement of the AP course, with incremental progression restricted until successful completion of the requirements laid out in the Training.
UNISON continues to believe that this is the most equitable and sustainable solution.
This approach:
Ensures that staff progressing into a higher-banded role receive an appropriate uplift in line with the principles of Agenda for Change.
Removes the financial detriment currently experienced by some members.
Recognises the increased responsibilities undertaken during the apprenticeship period.
Provides a simple, transparent, and consistent arrangement for both current and future cohorts.
Avoids creating a situation where individuals undertaking higher-level duties are financially disadvantaged for pursuing career progression.
Mirrors the process used before at YAS for other roles
Fits within Agenda for Change Terms and Conditions
Members should not be disadvantaged for supporting the Trust's workforce development ambitions.
End of shift paperwork/ welfare
Recently the Trust appears to be increasing pressure on crews to complete paperwork at hospitals at the end of shifts rather than en route to station. We are not clear why this is the case as at this stage handover should be complete and signatures etc received .
This obviously can have a knock on effect for members who will then experience even more overtime and late finishes than they already are.
Being able to complete paperwork whilst going back to station supports the welfare of members, reduces the pressure to rush paperwork and potentially make mistakes and ensures vehicle availability for the next crew, all of which should be seen as a positive for the Trust.
It has also been highlighted that pressure is being put on crews to complete the paperwork within the allotted 15 minute window after patient handover in order to come clear. Although we acknowledge that crew availability is important, and that where possible, members will complete paperwork en route, clinical before clerical should always be the case. It shouldn’t be a race against the clock, completeness and accuracy should be at the forefront of all members minds when it comes to paperwork.
It is a legal document that as we know could be scrutinised closely at some future time, Coroner’s Court for example, and the Court will not accept that you provided inaccurate or incomplete paperwork for a patient because you were in a rush.
Correct completion should not be jeopardised for the sake of a few minutes, and members should definitely not be pressured into rushing a vital part of the role. If you need to be unavailable to complete the paperwork correctly then so be it. Pressure to complete a legal document and to come clear before your paperwork is complete could be seen as harassment and intimidation. We have had numerous members feeling this, and any such cases should be reported.
If operational pressure systematically prevents a member from completing safe legal documentation, they should file an Datix (patient safety incident) report to log that employer pressure is compromising clinical safety. Members and the Trust need to recognise the need for, and prioritise, accurate clinical documentation over operational "clear times" to protect themselves, their patients and any professional registration.
This matter will be raised by UNISON at the next Operational JSG with senior managers, and members will be kept up to date with the outcome.
Annual leave
The Trust is wanting to look at and potentially change how leave is being booked. This is currently being looked at in East Yorkshire but certainly has the potential to be rolled out across Yorkshire.
Currently in East each station has their own process for booking leave, and it has been that way for a number of years. The Trust now isn’t happy with that approach and is starting a process to look if it can be changed to one that they feel is more in line with how they feel it should be approached.
We once again want members' feedback on what they want. UNISON fully supports individual stations being in charge of how they book their leave. Email [email protected] or speak to your local convenor; their contact details should be on the UNISON notice board.
Sickness levels
The Trust has made it one of their key objectives this year to reduce levels of sickness and plan to take a review of all sickness to ensure everyone who should be in a process or on a stage, actually is.
As always UNISON believes that if high sickness levels exist, then there is likely to be underlying reasons behind it, that are more than just simple sickness, and will probably reflect other issues, such as work life balance or workplace stress.
With added pressure being put on members daily, it is no coincidence that sickness is rising, and often a more compassionate approach rather than a heavy hand works much better in bringing high sickness levels down.
