The National Minimum Wage (NMW) is due to increase from April, a welcome change for millions as the cost-of-living crisis continues to bite. However, it is an additional burden for employers with a knock on impact for the rest of the team. The new rates you must pay your workers from 1 April 2023 are:
Many employers who have previously advertised positions “above” the minimum wage may find their rates not as appealing now with these increases, which could possibly highlight a bigger problem as skilled workers demand a higher pay rate. As an example:
In 2021/22 a Trained Dental Nurse (aged over 23) in a private practice was on average paid £11.30 ph – this WAS above the NMW by £1.80 ph.
From April 2023 the same Trained Dental Nurse will be paid 0.88p ph above the NMW if their pay remained the same.
For some people your “above” the NMW hourly rate doesn’t feel quite as rewarding as it did previously.
If you were to increase this pay, at the same level as the NMW from April 2023, the trained dental nurse would be earning £12.40 ph.
We know from our previous pay surveys that dental practices are generous employers with many of you offering benefits to your staff such as cut-price dental treatment, extra holiday days, paying more than statutory sick pay, treating staff to a Christmas party, or paying out a bonus. It will be more important than ever to highlight these staff perks in your recruitment campaigns to ensure you employ and retain the right staff for a successful practice.
Our point is, that not only do you need to legally increase the pay of those on the NMW, but you also need to consider the impact of these increases on your other members of staff. Which is, we know, increasingly difficult with rising costs practice wide.
Contact Helen Tyson, our Payroll Manager, with any queries.
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