Overview

The 2025/26 GP contract introduces greater flexibility in ARRS funding and adjustments to workforce reimbursements. Managing staffing costs effectively while maximising available funding is crucial to maintaining financial stability and ensuring optimal service delivery.

Key Workforce & Financial Considerations

1. ARRS funding flexibility – More roles can be funded, but reimbursement rules must be followed.
   
2. Balancing salaried staff vs. ARRS roles – Practices must decide on cost-effective workforce structures.
   
3. Avoiding unclaimed reimbursements – Practices need to ensure full funding utilisation.
   
4. Understanding contract obligations – Mismanagement of workforce costs can impact profitability.
   

Action Points:

1. Review ARRS funding rules and align workforce planning accordingly.
   
2. Maximise claims for reimbursements to avoid losing funding.
   
3. Optimise staff roles and responsibilities to reduce unnecessary costs.
   

Strategies for Workforce Cost Management & Funding Optimisation

Maximise ARRS Reimbursements Before Year-End

1. Review PCN workforce allocations to ensure all available funding is used.
   
2. Prioritise high-impact roles, such as Clinical Pharmacists and Physician Associates, for maximum service efficiency.
   
3. Ensure accurate claims submission to avoid delays or funding clawbacks.
   

Checklist:

1. Confirm which ARRS roles are most beneficial for your practice.
   
2. Submit all claims before deadlines to secure funding.
   
3. Work with your PCN to redistribute any unspent funding before year-end.
   

Balance Salaried Staff vs. ARRS Roles

1. Evaluate cost-effectiveness of employing salaried GPs vs. expanding ARRS-funded workforce.
   
2. Use ARRS roles to shift workload away from GPs where clinically appropriate.
   
3. Ensure ARRS staff are fully integrated into workflows to maximise efficiency.
   

Checklist:

1. Assess which roles provide the best return on investment.
   
2. Avoid over-reliance on salaried positions when ARRS alternatives exist.
   
3. Monitor ARRS staff workload distribution to ensure efficiency.
   

Avoid Common Financial Pitfalls

1. Underutilising ARRS funding – Practices failing to claim available funding may miss significant financial opportunities.
   
2. Incorrect workforce planning – Hiring non-reimbursable roles instead of ARRS-funded ones increases costs.
   
3. Failing to optimise skill mix – Ensuring staff are working to the top of their licence avoids wasted resources.
   

Checklist:

1. Ensure all ARRS roles are being effectively utilised.
   
2. Check whether salaried GP workload can be reduced through alternative roles.
   
3. Monitor monthly workforce expenditure to avoid budget overspending.
   

Plan for Future Workforce Sustainability

1. Consider long-term funding stability when making hiring decisions.
   
2. Monitor potential contract changes beyond 2025/26 that could impact workforce reimbursements.
   
3. Work with PCNs to develop shared staffing strategies for efficiency.
   

Checklist:

1. Establish contingency plans for potential funding shifts.
   
2. Work with PCNs to optimise shared workforce planning.
   
3. Stay updated on NHS England workforce strategy updates.
   

Next Steps & Deadlines

1. Immediately: Review ARRS workforce allocations and ensure full reimbursement claims.
   
2. Before April 2025: Submit final workforce funding claims for the financial year.
   
3. Ongoing: Monitor workforce expenditure and adjust hiring strategies accordingly.
   

Immediate Actions:

1. Ensure all ARRS roles are fully funded and utilised.
   
2. Review staffing models to balance salaried vs. reimbursed roles.
   
3. Work with PCNs to optimise workforce planning and funding usage.