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Keystone Healthcare Awarded Tier 1 Supplier at North Lincolnshire and Goole NHS Foundation Trust.

May 4, 2021

By: Richard Ward

We are pleased to announce that Keystone Healthcare has been awarded Tier 1 supplier status at North Lincolnshire and Goole NHS Foundation Trust.

This Means we will be able to view and fill the requirements of the trust first and Keystone workers will have priority access to these shifts..

The Contract includes Dianna Princess of Wales Hospital at Grimsby, Scunthorpe General Hospital and Goole and District Hospital.

The Contract covers Nursing Provision for ITU/HDU A&E, and All Wards.

It also Includes the Provision of Theatre Practitioners (ODP’s and RGNs ) for Scrub, Anaesthetics and Recovery

About The Author:

Richard Ward

Managing Director

Travel Expenses – Guidance for Locums

April 9, 2021

By: Richard Ward

If you qualify for travel expenses you can claim this on your P11d at the end of the tax year, this includes PAYE and Umbrella and Ltd Company Workers.

To qualify as a temporary workplace, all of the following conditions have to be met (s. 339(3)):

  • It must be a place which the employee attends in the performance of the duties of the employment.
    • You must attend it either:
      • for the purpose of performing a task of limited duration,
      • for some other temporary purpose

  • It must not be treated as a permanent workplace by virtue of any of the following rules, each of which is considered in the paragraphs below:

The 24-month rule

The fixed-term appointment rule

The depots and bases rule, or

The area-based employee’s rule.

The tax rules say that travel from home to a permanent workplace is not an allowable expense for tax purposes. By contrast, travel from home to a temporary workplace is an allowable expense

The HMRC 24 month rule

The 24 month rule is a specific condition that lets you claim travel expenses for trips between your home and your client’s offices or a “temporary workplace”. The idea behind it is that visiting a client’s workspace – as opposed to your own HQ – requires special travel and can lead to undue costs.

This travel should not be part of your standard commute; HMRC sees travel to a temporary workplace to be a business expense, unlike commuting.

The rule exists to help define what is (and isn’t) a temporary workplace. In order to set clear guidelines and limit abuse of this tax exemption, HMRC created a (relatively) simple test to figure out whether a site is temporary or not.

Put simply: if the conditions of the 24 month rule are met, you’re dealing with a permanent workplace.

So what are those conditions?

How the 24 month rule works

The 24 month rule has two key conditions. In order for the rule to apply – and for a business to NOT be able to claim this travel expense – both of these must be met:

  1. The employee must have spent or be likely to spend more than 40% of their working time at a workplace, AND;
  2. They must attend it or be likely to attend it over a period lasting more than 24 months.

If you meet both of these criteria, you cannot claim tax relief on your travel expenses to and from a workspace. In other words, if you spend 40% of your time in an office or onsite for more than 24 months, this is a permanent place of work.

Important extras to factor in

Here are a few key considerations to keep in mind as you apply for tax relief:

  • As soon as you become aware that a contract will last longer than 24 months, you must stop claiming relief. So if you know on day one that this will be a two-year contract, you’ll never be able to claim.
  • 24 months is the total calendar period in question, and not the actual amount of time you spend working with a client. So if you work two days a week with them starting January 1, or if you work six months on and then six months, you’ll reach 24 months on January 1 two years from now. This is the case even if you sign new contracts along the way.
    • The 40% rule (above) applies, however. So a 15-month break (60% of any two-year period) would be enough to ensure that the 24 month rule doesn’t apply.
  • If the length of the contract is unclear, you can claim tax relief if it’s assumed that the agreement won’t last 24 months or more.
  • It’s possible to have more than one permanent workplace. If the 24 month rule is met, the workplace is permanent, even if the rule can also be met in other workplaces.
  • Tax relief is not available for private travel. That is travel to any place that an employee doesn’t need to be for work purposes.

Fixed Term Appointment Rule

An employee undertaking a fixed-term appointment is not entitled to relief for home to work travel, even where it lasts less than 24 months, if the employee attends the workplace for all, or almost all of the period which they are likely to hold the appointment.

About The Author:

Richard Ward

Managing Director

The Power Of Social Distancing

March 20, 2020

By: Richard Ward

About The Author:

Richard Ward

Managing Director

Ophthalmic scrub, Pre-Assessment and Circulate required in West Yorkshire.

December 5, 2018

By: Richard Ward

Keystone Healthcare are looking for additional workers to join established teams in West Yorkshire.

We are looking for qualified Nurses or ODP’s with experience in Ophthalmic Scrub, Pre- Assessment and Healthcare Assistants who can Circulate.

Call:  01484545990 to start the registration process or complete the form below.

General - Contact Us

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To stay safe in your job search we recommend that you visit SAFERjobs, a non-profit, joint industry and law enforcement organisation working to combat job scams. Visit the SAFERjobs website for information on common scams and to get free, expert advice for a safer job search

About The Author:

Richard Ward

Managing Director

Expansion of Nursing and Care Home provision

November 1, 2018

By: Richard Ward

Nursing and Care Home workers Needed

Keystone Healthcare have been working diligently over the last few months to expand our service provision within the Nursing and Care home Market.

We have made huge strides, gaining contracts with Leonard Cheshire Disability, The Disabilities Trust, St Annes, Kirklees Council along with many private Nursing and care Homes.

This means a significant increase in workload for our Nurses and Support Workers and a demand for further recruitment of High Quality Care Workers.

If you have the skills and experience and would like to join our dedicated team please call 01484546015

or complete the form below.


To stay safe in your job search we recommend that you visit SAFERjobs, a non-profit, joint industry and law enforcement organisation working to combat job scams. Visit the SAFERjobs website for information on common scams and to get free, expert advice for a safer job search

About The Author:

Richard Ward

Managing Director

NHS Improvement has listened to RCN members and paused a ban on NHS nurses taking extra agency shifts within the organisation.

April 3, 2017

By: Richard Ward

The chief executive of NHS Improvement confirmed the U-turn in a letter this morning, after a campaign by the RCN and its members.

The rule, which originally stated that trusts should ensure that staff engaged through an agency are not substantively employed elsewhere, was dropped a day before it was due to come into force.

The RCN had said the rule was unfair, punitive and damaging to high-quality patient care, and it is right to be withdrawn.

The RCN had begun to seek advice on the legality of the change, and members had been advised they were not obliged to join an NHS bank.

“This was an ill-conceived plan by NHS Improvement and today’s U-turn will be welcomed by nursing staff across the country,” said RCN Chief Executive & General Secretary, Janet Davies.

The RCN says that for many NHS nurses, the only way to ensure a decent level of income is to undertake additional work through an agency.

It warned the change could have forced NHS nursing staff into the private sector or see their earnings drop by an average of £1,150 per year from tomorrow.

The RCN has been invited to participate in the drafting of new rules around the use of staffing agencies.

About The Author:

Richard Ward

Managing Director

RCN condemns lack of consultation over NHS agency ban and says members should be free to work in ways that suit them best.

March 31, 2017

By: Richard Ward

RCN members in England have reacted angrily to a ban on trusts employing agency nurses whose main employment is in their own trust or another NHS trust.

NHS Improvement wrote to trusts last month advising them of the new arrangements but neither the RCN nor the NHS Staff Council agreed the move and there was no consultation.

Members have begun receiving letters from their employers telling them that trusts will only be able to engage staff working additional hours through staff banks and overtime. They have taken to social media to express their anger.

The initiative comes as NHS nursing staff await an announcement about pay, which has been suppressed for many years.

RCN Head of Employment Relations Josie Irwin said: “We do not support this agency ban and we were not consulted. We support the right of our members to work in whatever way is best for them and their families.

She added: “There is no obligation on nurses to join a hospital bank. It is the employer’s responsibility to ensure that shifts are filled. It is not right that nurses should work for less than they are worth.

“We will be taking this matter up further with NHS Improvement and the Department of Health.”

RCN advice to members

  • Staff are entitled to make whatever employment/bank/agency arrangements suit them and their families. The RCN supports the right of nurses with a substantive NHS contract to choose how they work any extra hours.
  • Employers should not be using “bank arrangements” to deprive staff of their full entitlement to overtime under Agenda for Change – which undermines their national conditions of service.
  • NHS staff are entitled to overtime pay for working in excess of their contracted hours and should insist on this. They should not be forced to work on a hospital bank and not accept poor pay on the bank.
  • Members should not undertake extra hours without confirming in advance how they will be paid – for example, overtime pay.
  • Members should ask to be paid overtime rather than being offered time off in lieu.
  • Members should ensure that if they are happy to work on a bank basis they are paid at least their substantive rate for their job plus any overtime – they should not work bank hours for pay less than their substantive grade.
  • The RCN will be advising local representatives to lodge disputes with trusts intending to prevent members from working in their own hospitals through agencies just because they have substantive NHS contracts.

About The Author:

Richard Ward

Managing Director

New ban on agency staff will ‘remove a lifeline’ from the NHS

March 29, 2017

By: Richard Ward

The NHS staffing crisis will get worse because of new measures to restrict trusts from hiring agency nurses and locum doctors who are also employed as substantive staff in the NHS, the Recruitment & Employment Confederation (REC) has warned.    

A recent survey of 199 healthcare recruitment businesses found that in 48 per cent of agencies, more than half of the temporary nurses, doctors, and allied health professionals on their books are also employed substantively in the NHS.

From 1 April, trusts will no longer be able to turn to these professionals to fill gaps in rotas. The move is designed to encourage nurses and doctors to seek overtime shifts via internal NHS banks, rather than agencies. However, according to REC research:  

  • Seventy-seven per cent of healthcare recruiters expect the candidates on their books to prioritise finding work in the private sector rather than the NHS in response to the ban.
  • Fifty-six per cent expect some nurses and doctors to stop working additional shifts in the NHS altogether.
  • Only 18 per cent believe that some candidates will transfer to hospital banks for additional work.

Last month, REC research in partnership with the National Institute of Economic and Social Research (NIESR) found that substantive NHS staff are deterred from signing up to internal banks due to unreliable communication, old-fashioned payment procedures, poor management, and lack of professionalism in comparison to specialist agencies.

 REC chief executive Kevin Green says: 

“The Department of Health is putting savings before patient safety. NHS trusts up and down the country will not be able to cover shifts, putting patients at risk.

“The NHS is facing one of the worst ever staff shortages. The pay caps introduced last year have resulted in doctors and nurses choosing to work fewer shifts, go abroad, or to leave the sector altogether, meaning more gaps in rotas. Meanwhile, EU nurses are quitting in increasing numbers because the government has failed to provide any security about their future in the UK. This new ban will remove a lifeline and make a difficult situation worse.  

“Costs must be controlled, and the REC is committed to working with NHS Improvement to develop flexible staffing models that work for all parties. However, now is not the time to make it more difficult and less attractive for doctors and nurses to take on additional shifts.”

Agency workers in the NHS accounted for 0.8 per cent of the total NHS employment in 2015.


Notes to editors:  

 1. For more information, contact the REC Press Office on 0207 009 2157/2192 or [email protected] An ISDN line is available for interviews on 0207 021 0584.

 2. In March 2017, the REC surveyed 199 recruitment agencies specialising in healthcare:

Question 1: Approximately, what proportion of your agency workers are also employed substantively in the NHS? (Choose one)

Responses %
0% 7 3.59
1% – 24% 32 16.41
25% – 49% 62 31.79
50% – 74% 70 35.9
75% – 100% 24 12.31
Total 195 100

Question 2: What do you think will be the impact of these new rules? (Select all that apply)

Responses %
Candidates will focus on the private sector rather than the NHS for additional shifts 153 76.88
Candidates will transfer to hospital banks for additional work 36 18.09
Candidates will choose not to work additional shifts at all 111 55.78
No impact 1 0.5
Don’t know 6 3.02
Not applicable 0 0
Total  199 N/A

3. Use of Agency Workers in the Public Sector has been produced by NIESR in partnership with the REC, and was commissioned by the Office of Manpower Economics (OME). The full report is available at

4. The number of EU nationals registering as nurses in England has dropped by 92 per cent since the Brexit referendum in June, and a record number are quitting the NHS. See:

 5. Jobs transform lives, which is why we are building the best recruitment industry in the world. As the professional body for recruitment we’re determined to make businesses more successful by helping them secure the people they need. We are absolutely passionate and totally committed in this pursuit for recruiters, employers, and the people they hire. Find out more about the Recruitment & Employment Confederation at

About The Author:

Richard Ward

Managing Director

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