Maximising Workforce Flexibility: What the ARRS Funding Changes Mean for GP Practices

The recent GP contract agreement for 2025/26 brings significant financial changes, including the removal of ring fenced funding within the Additional Roles Reimbursement Scheme (ARRS). This update allows Primary Care Networks (PCNs) greater flexibility in utilising funds, particularly by enabling reimbursement for GPs and practice nurses. But what does this mean for workforce management, staffing optimisation, and payroll processes?

According to Pulse Today, nearly £800 million is being invested into the global sum, while an additional £80 million will fund an enhanced service for Advice and Guidance (A&G). These financial changes mark a shift in how GP practices can allocate their budgets, improving workforce sustainability (Pulse Today – GP Contract Deal).

Greater Workforce Flexibility and Budget Allocation

Previously, ARRS funding was restricted to a predefined list of roles, limiting how PCNs could allocate resources. With the removal of ring fencing, PCNs can now:

• Reimburse GPs and practice nurses, ensuring greater support for core clinical roles.
• Redistribute funds based on patient demand and service priorities.
• Reduce reliance on agency and locum staff by increasing permanent workforce investment.

This flexibility enables practices to make data-driven staffing decisions that align with evolving patient care needs.

Optimising Payroll and Workforce Planning

While the ability to reimburse GPs and practice nurses is a positive step, it also introduces complexities in payroll management. Practices need robust systems to:

• Track multiple pay rates across different contracts and reimbursement structures.
• Ensure accurate time and attendance monitoring to avoid payroll discrepancies.
• Streamline financial forecasting to maximise ARRS funding utilisation effectively.

Leveraging Technology for Efficient Workforce Management

With more flexibility in staff reimbursements, practices require efficient workforce management tools to:

• Automate payroll processing and reimbursement calculations.
• Monitor shift patterns and ensure adequate staffing levels.
• Provide real-time workforce insights to inform financial and staffing decisions.

Looking Ahead: Preparing for Change

The removal of ARRS funding restrictions presents an opportunity for practices to optimise staffing while maintaining financial stability. However, it also requires a strategic approach to workforce planning and payroll management. By implementing the right systems, practices can adapt to these changes smoothly while ensuring compliance and operational efficiency.

For more details on the contract changes and the new enhanced A&G service, read the full articles on Pulse Today:

• GP Contract Deal – Pulse Today
• New Enhanced Service for Advice and Guidance – Pulse Today

To explore how RotaMaster can support your workforce and payroll management, book a demo.

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