How Well Do You Know Your Contract?

2.

From Foundation Year 2 onwards, how much study leave should a junior doctor expect?

A maximum of 3 days per year / one day per university term
A maximum of 15 days per year / one week per university term
A maximum of 30 days per year / one day per week during university term
There is no contractual expectation - you don't have to get any; it depends on your training programme

Correct Answer

A. A maximum of 30 days per year / one day per week during university term

Explanation

Junior doctors should expect a maximum of 30 days of study leave per year, which equates to one day per week during the university term. This means that they are entitled to take time off from their regular duties to focus on their studies and professional development. However, it is important to note that this expectation may vary depending on the individual's training program, and there is no contractual obligation for study leave.

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3.

If a junior doctor has a public holiday off work, but they work the day before and their shift runs into the early hours of the morning of the public holiday, what is their entitlement?

The rest of the public holiday off, but nothing more. It doesn't matter how late the previous shift ends
The rest of the public holiday off, but nothing more, as long as it finishes before 9am. If it finishes after 9am, they are also entitled to an extra day off in lieu
The rest of the public holiday off, and they are also entitled to an extra day off in lieu
An employer cannot require a junior doctor to work a shift that runs into a public holiday

Correct Answer

A. The rest of the public holiday off, and they are also entitled to an extra day off in lieu

Explanation

The correct answer is that the junior doctor is entitled to the rest of the public holiday off, and they are also entitled to an extra day off in lieu. This means that if their shift runs into the early hours of the morning of the public holiday, they still get the rest of the day off and an additional day off to make up for the hours worked during the holiday. The specific time does not matter, as long as their shift overlaps with the public holiday in some way.

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4.

If a junior doctor has a 'trade union duty' - such as a duty as part of a BMA role - are they entitled to take leave for this?

No
Yes, but you have to count it against your annual leave
Yes, but it would be unpaid
Yes, and it would be paid

Correct Answer

A. Yes, and it would be paid

Explanation

Yes, if a junior doctor has a 'trade union duty' such as a duty as part of a BMA role, they are entitled to take leave for this and it would be paid. This means that they can take time off from their regular duties to fulfill their responsibilities as part of their trade union role, and they will still receive their regular salary during this time.

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5.

How frequently is a junior doctor entitled to take breaks during a full-intensity shift (a period of duty on a 'full shift' rota)?

After approximately four hours of continuous duty
After approximately six hours of continuous duty
After approximately eight hours of continuous duty
You can only take breaks out-of-hours

Correct Answer

A. After approximately four hours of continuous duty

6.

What should happen if a monitoring exercise shows that junior doctors are not getting these natural breaks on at least three quarters of the occasions when they should get them?

The employer should apologise. If monitoring exercises consistently show the same result, the employer should work with the junior doctors to find a way to make sure they do get their breaks in future
The employer should immediately begin to work with the junior doctors to find a way to make sure they do get their breaks in future, and should immediately pay a Band 3 (100%) supplement until monitoring shows they are getting their breaks again
The employer should immediately begin to work with the junior doctors to find a way to make sure they do get their breaks in future. If the next monitoring exercise shows that they are still not getting them, the employer should pay a Band 3 (100%) supplement until monitoring shows they are getting their breaks again
The employer should apologise, and immediately begin to work with the junior doctors to find a way to make sure they do get their breaks in future

Correct Answer

A. The employer should immediately begin to work with the junior doctors to find a way to make sure they do get their breaks in future, and should immediately pay a Band 3 (100%) supplement until monitoring shows they are getting their breaks again

Explanation

The correct answer suggests that if a monitoring exercise shows that junior doctors are not getting their natural breaks on at least three quarters of the occasions when they should, the employer should take immediate action. They should start working with the junior doctors to find a solution to ensure that they do get their breaks in the future. Additionally, the employer should immediately pay a Band 3 (100%) supplement until the monitoring shows that the junior doctors are indeed getting their breaks again. This demonstrates the importance of addressing the issue promptly and providing compensation for the missed breaks.

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7.

What does an employer need to do if they want to change a rota of junior doctors, where this change might lead to an increase in working hours?

Give one week of notice
Give two weeks of notice
Give one month of notice
An employer should not change a rota that might lead to an increase in hours without the agreement of all junior doctors on it

Correct Answer

A. An employer should not change a rota that might lead to an increase in hours without the agreement of all junior doctors on it

8.

What is the most that a junior doctor's contract entitles them to do if they think their rota is requiring them to work longer or more antisocial hours than they are being paid for?

Wait for their next round of monitoring, which should normally be every six months. If it shows their rota should be in a higher band, they should get paid the appropriate supplement following the monitoring
Raise this concern and ask for an extra round of monitoring. If it shows their rota should be in a higher band, they should get paid the appropriate supplement following the monitoring
Raise this concern and ask for an extra round of monitoring. If it shows their rota should be in a higher band, they should get paid the appropriate supplement backdated to the date they asked for an extra monitoring round
Raise this concern and ask for an extra round of monitoring. If it shows their rota should be in a higher band, they should get paid the appropriate supplement backdated to the date they asked for an extra monitoring round. If they have left the post before this takes place, they should still get the supplement backdated for the period until they finished their post

Correct Answer

A. Raise this concern and ask for an extra round of monitoring. If it shows their rota should be in a higher band, they should get paid the appropriate supplement backdated to the date they asked for an extra monitoring round. If they have left the post before this takes place, they should still get the supplement backdated for the period until they finished their post

Explanation

If a junior doctor believes that their rota is requiring them to work longer or more antisocial hours than they are being paid for, they should raise this concern and ask for an extra round of monitoring. If the monitoring shows that their rota should be in a higher band, they should receive the appropriate supplement backdated to the date they requested the extra monitoring round. Even if the doctor has already left the post, they should still receive the supplement backdated for the period until they finished their post.

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9.

If a rota changes while a junior doctor is in a post, and the new rota has a lower banding, do they have an entitlement to pay protection?

No
Yes, for a maximum of sixth months, but their protected salary does not increase with annual incremental progression
Yes, for as long as they stay in the post, and their protected salary does increase with annual incremental progression
Yes, for as long as they stay in the post, but their protected salary does not increase with annual incremental progression

Correct Answer

A. Yes, for as long as they stay in the post, and their protected salary does increase with annual incremental progression

10.

If a junior doctor accepts a future post in their rotation, and the rota then changes to one with a lower banding before they start the post, do they have an entitlement to pay protection?

No
Yes, for a maximum of sixth months, but their protected salary does not increase with annual incremental progression
Yes, for as long as they stay in the post, but their protected salary does not increase with annual incremental progression
Yes, for as long as they stay in the post, and their protected salary does increase with annual incremental progression

Correct Answer

A. Yes, for as long as they stay in the post, and their protected salary does increase with annual incremental progression

Explanation

The correct answer is "Yes, for as long as they stay in the post, and their protected salary does increase with annual incremental progression." This means that if a junior doctor accepts a future post in their rotation and the rota changes to a lower banding before they start the post, they are entitled to pay protection. This protection will continue for as long as they stay in the post, and their salary will also increase with annual incremental progression.

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How Well Do You Know Your Contract?

How many weeks of annual leave is a junior doctor entitled to?

Quiz Preview

From Foundation Year 2 onwards, how much study leave should a junior doctor expect?

If a junior doctor has a public holiday off work, but they work the day before and their shift runs into the early hours of the morning of the public holiday, what is their entitlement?

If a junior doctor has a 'trade union duty' - such as a duty as part of a BMA role - are they entitled to take leave for this?

How frequently is a junior doctor entitled to take breaks during a full-intensity shift (a period of duty on a 'full shift' rota)?

What should happen if a monitoring exercise shows that junior doctors are not getting these natural breaks on at least three quarters of the occasions when they should get them?

What does an employer need to do if they want to change a rota of junior doctors, where this change might lead to an increase in working hours?

What is the most that a junior doctor's contract entitles them to do if they think their rota is requiring them to work longer or more antisocial hours than they are being paid for?

If a rota changes while a junior doctor is in a post, and the new rota has a lower banding, do they have an entitlement to pay protection?

If a junior doctor accepts a future post in their rotation, and the rota then changes to one with a lower banding before they start the post, do they have an entitlement to pay protection?