Mutually agreed termination is a system in which an individual employee decides, in agreement with his employer, to leave the employment relationship in exchange for severance pay. MARS is not a termination and is entirely voluntary from the point of view of the employer and employee, and there is no legal obligation on the part of the trust to accept an individual application. This document is available for trusts to download (Word Doc) and can be customized as their local systems develop, the template includes the original framework for the national system, a sample application form, and guidance on how to create a settlement agreement. The proposed departure date of each employee is subject to mutual agreement between the employer and the employee. This should be the case by the end of September 2019. The registration of an interest does not require employees to voluntarily severance pay. Employees can withdraw their request at any time until they sign a compromise agreement. If an employee returns to the NHS in England within 6 months and before the end of the period for which he or she was compensated (measured in equivalent months/partial monthly wages), an employee would have to repay all unexpired components of his or her remuneration. This amount would be reduced to reflect any appointments at a lower grade and to reflect the net salary. The compromise agreement should specify whether the funds are to be repaid in such circumstances and may provide for a repayment period.

A mutually agreed termination system (MARS) is a form of voluntary severance pay designed to allow employees to voluntarily abandon their employment relationship in exchange for severance pay in agreement with their employer. HM Treasury is simply extending the delegated authority to NHS England and NHS Improvement to approve local MAR programmes in NHS trusts by 31 March 2022. This is subject to the conditions that previously applied. The delegation will allow NHS England and NHS Improvement to approve local schemes offered by NHS trusts that follow the terms of the previous national scheme, including the payment rate – this payment rate being set using the notional salary cap of £80,000 (pro rata for part-time workers). Any trust wishing to pay a higher rate will still need the initial approval of NHS England and NHS Improvement. If NHS England and NHS Improvement are satisfied with a different programme from the national programme, NHS England and NHS Improvement must obtain approval from HM Treasury. Employees are not fired under MARS because they leave voluntarily. National performance rules are very complex and depend on personal circumstances. If employees feel they can be dependent on benefits, they should seek advice before applying. You can contact the National Benefits Helpline for advice: tel: 0800 055 6688, or visit the Directgov website or contact Citizens Advice on 0844 8487979 for more information.

The base salary is confirmed to employees if their application is accepted. The payment is based on the basic salary to which they are entitled on the last day of their service. If employees decide to transfer their benefits, they should contact their new provider. They will explain the amount of pension their transfer value will buy in their system, and employees will be able to decide if they want the transfer. The transfer can only take place if your new system is registered with HMRC. Hm Treasury is also content to extend the authority delegated to NHS Foundation foundations to implement local MAR programmes until 31 March 2022 under the following conditions: From Tuesday 8 January 2019, a temporary mutually agreed resignation programme (MARS) will be introduced to support the changes and redesign of services. The information sheet on the pension scheme`s website on “Early departure and payment” can be downloaded from the pension fund`s website. Employees can access the pension website at www.nhsbsa.nhs.uk/pensions People with a membership of at least two years can request a transfer at any time before reaching normal retirement age. Those with less than two years of membership should enroll in a new registered pension scheme within 12 months of leaving the NHS pensionable job.

In addition, they should apply for a transfer within 12 months of joining a new plan or before reaching normal retirement age, whichever comes first. Organisations would not be able to take this into account while an application for illness is being reviewed by NHS Pensions. However, if employees are informed that it was unsuccessful and do not appeal the decision, they may apply for voluntary severance pay until the end of October 2010. The voluntary departure scheme does not provide for organisations to be able to make a payment that would give workers an increase in the early retirement payment. If employees leave their organization under voluntary severance pay conditions beyond the age of 50, they are not entitled to an extended pension plan. If they wish to leave the organization in these circumstances, they should be advised to seek further advice before deciding on voluntary severance pay so that they are aware of all the implications. .