In preparation for the new contract and colleagues transferring, we have been holding ‘collective consultations’ with employee representatives from Royal Marsden Hospital. Any non-personal questions you have about the transfer can be fed into your employee rep who will ask questions on your behalf.

 

Please see below for the subjects that have been discussed with your employee representatives in the collective consultation meetings so far. By each subject, you will see the ‘measures’ – these are the specific proposed changes we have outlined during the employee representative meetings. As they constitute Measures under TUPE, they will be subject to consultation with the recognised Trade Unions, and we will only implement them— or intend to implement them—following the consultation process.

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1. Payroll Processing

As part of the mobilisation process, we have reviewed the current NHS pay cycle. Unfortunately, we are not able to replicate the NHS payroll model due to the way our internal payroll systems and processes are structured.  However, we are committed to engaging in open and meaningful consultation with recognised Trade Unions and elected Employee Representatives. For front line Placemakers we would like to bring forward two viable pay‑cycle options for discussion. At this stage, we cannot offer a hybrid model.

Option 1 – Monthly Pay (Hourly Paid):
Employees would be paid monthly in arrears on the 15th of the following month, based on hours worked in the preceding month.

Option 2 – Fortnightly Pay (Hourly Paid):
Employees would be paid fortnightly in arrears. This option is well‑established and widely used across our other healthcare contracts and provides regular, frequent payments.

We welcome feedback on these options as part of the formal consultation process to help determine the most appropriate approach for colleagues transferring to ISS.

Salaried Employees (Management, Support, Administrative):
These roles will transition to ISS’s standard monthly pay date of the 28th of each month

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2. Pay Review Dates

We are currently finalising the pay review timetable, and the confirmed dates will be shared as soon as they are available

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3. Payslips

Where paper payslips are currently used, these will transition to secure online payslips via an ISS digital portal. Guidance will be issued to support employees through registration

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4. Policies & Procedures

Transferring colleagues will become subject to the ISS Employee Handbook, Policies and Procedures, and Code of Conduct, ensuring consistency across the business.

This does not remove or alter any contractual terms and conditions of employment.
Copies of these documents will be provided upon transfer, along with details on how to access them electronically.

Examples include (but are not limited to):
• Dignity, Diversity and Inclusion Policy
• Internet & Email Policy
• Whistleblowing and Speak Up Policy
• Absence Policy
• Grievance Policy
• Disciplinary Policy

 

5. Holiday Year

The ISS holiday year runs from 1 January to 31 December.  We will work with you to ensure a smooth transition from current arrangements, with no loss of entitlement.

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6. Pensions

For transferring colleagues that are members of the NHS pension scheme, ISS will apply for Direction Status to allow continuity of membership unless individuals opt out

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7. Reporting Lines

Where possible, existing reporting structures will be maintained. Any changes will be communicated to the employees concerned.

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8. Operational Review

ISS will conduct an organisational review to ensure ongoing operational effectiveness and efficiency. Should any proposals arise that could impact employees, consultation will take place once outcomes are confirmed.

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9. Working Practices

Working practices will be reviewed to support operational effectiveness. Any resulting proposals affecting employees will be subject to consultation.

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10. New Equipment

ISS is assessing current equipment and may introduce new tools to support service delivery.   Where training needs are identified, ISS will ensure employees are fully supported and equipped

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11. Time & Attendance

ISS intends to implement a Time and Attendance system by the transfer date, applicable across all sites.

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12. Vetting Requirements

ISS is required to verify all employees’ right to work in the UK. Employees will be asked to provide evidence of eligibility and residency.  Where applicable, colleagues may need to provide their “Share Code” to confirm EU Settled Status.  Additional vetting requirements may apply, such as DBS, BPSS, or SC clearance

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13. Learning & Development

Through our online Learning Management System (LMS), ISS provides a wide range of development opportunities. Role‑specific mandatory training will be assigned to transferring colleagues.

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14. Uniforms & PPE

ISS will provide new uniforms and, where applicable, PPE suitable for each role.  Colleagues are required to follow ISS Health & Safety standards at all times.

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15. Flexible Benefit Schemes – Cycle to Work and Similar Arrangements

We have reviewed the current benefit arrangements in place, including any Cycle to Work or similar salary‑sacrifice schemes. ISS does not operate a Cycle to Work scheme or equivalent flexible benefit schemes. Due to the structure of ISS’s payroll and the requirement to ensure that no colleague’s pay falls below the statutory National Minimum Wage following salary‑sacrifice deductions, we are unable to replicate these schemes for transferring colleagues.​​