The majority of ProMed’s staff are casual bank staff, working as self-employed subcontractors. Nonetheless, ProMed has made a committment to be a real living wage employer.
We’ve set out how we’ve calculated what we need to pay our staff, in line with our value of being clear.
Living wage calculation
| Work outside of London Boroughs | Amount |
|---|---|
| Real living wage (outside of London) | £12.00 |
| Holiday pay at 12.07% (equivalent to 5.6 weeks of paid annual leave for a full-time employee) | £1.4484 |
| Because the below lines are calculated based on what an employee takes home, including their holiday pay, the running total so far is | £13.4484 |
| National insurance contribution (NIC)* at 61.1% of 13.8% (because this is what an employer would contribute for an employee – we expect that our staff will use this to pay their Class 2 & Class 4 NICs) | £1.1339421912 |
| Pension contributions at 3% (because this is what an employer would contribute for an employee – we expect that our staff will place this in an appropriate pension scheme) | £0.36 |
| Living Pension contributions at 4% (because this is what a Living Pension accredited employer would contribute for an employee – we expect that our staff will place this in an appropriate pension scheme) | £0.48 |
| Rounding up, because we like to keep things simple | £0.0276578088 |
| MINIMUM HOURLY PAY TO PROMED STAFF | £15.45 |
| Work in the London Boroughs | Amount |
|---|---|
| Real living wage (London) | £13.15 |
| Holiday pay at 12.07% (equivalent to 5.6 weeks of paid annual leave for a full-time employee) | £1.587205 |
| Because the below lines are calculated based on what an employee takes home, including their holiday pay, the running total so far is | £14.737205 |
| National insurance contribution (NIC)* at 64.5% of 13.8% (because this is what an employer would contribute for an employee – we expect that our staff will use this to pay their Class 2 & Class 4 NICs) | £1.31175861705 |
| Pension contributions at 3% (because this is what an employer would contribute for an employee – we expect that our staff will place this in an appropriate pension scheme) | £0.3945 |
| Pension contributions at 4% (because this is what a Living Pension accredited employer would contribute for an employee – we expect that our staff will place this in an appropriate pension scheme) | £0.526 |
| Rounding up, because we like to keep things simple | £0.03053638295 |
| MINIMUM HOURLY PAY TO PROMED STAFF | £17.00 |
You’ll notice that we’ve not gone into the nitty-gritty of the NI category letters, nor have we used the pension threshold value. We want to be certain that all our staff will be able to meet their legal requirements for national insurance, fund their retirement pension, pay their taxes to HMRC, and still be left with enough money to live on.
Client questions
Why am I paying more than this?
Firstly, the above figures are the absolute minimum that we’d pay our staff. This is for a first responder grade, who we only deploy as part of larger teams.
Secondly, as you can appreciate, we have our costs of providing the services to you (ie the medical gases, the dressings, the forms we write on, the disposable gloves, removing the clinical waste, etc), in addition to our operating costs (this website, the phone system, various insurance policies, professional memberships, accountants, and so on…). Then we the high-quality operational support (the project managers who have prepared your cover proposals, operational plans & debriefs), the on-call managers available 24/7 to both you & our staff, and other background staff. We also reinvest in our equipment, to provide the best possible service. And after all that, there’s an teeny-tiny amount of profit left!
We think this is a good idea, how do we get involved?
We’re pleased that you want to join us in ensuring that everyone receives a fair wage for their hard work. You, too, can become a Living Wage Employer.
Staff questions
I live in London, but I was only paid £15.45 per hour?
The rate of pay is based on where the work is undertaken, not where you live. This is in line with the guidelines from The Living Wage Foundation.