NHS personnel

Doctors and local functions: light contracts and a 'forgotten' socio-health role

The Acts of Guidance for the opening of negotiations on the renewal of the 2022-2024 collective agreements outline streamlined interventions in view of the 2025-2027 match with the Pta management acn that neglects sociologists and social workers

by Stefano Simonetti

19 September 2025

3' min read

3' min read

It seems that we are finally there. On 17 September, the competent sector committees issued the Acts of Guidance for the opening of negotiations for the renewal of the collective agreements for the three-year period 2022-2024, respectively for the Health Care Area and for the Pta executives section of the Local Functions Area. For its part, the AANR has convened for 11 a.m. on 1 October next the eight most representative acronyms of the health executive; one less than the previous bargaining, although on the website of the negotiating agency curiously appears the communiqué with the nine organisations recognised in the three-year period 2019-2021. While there is still no news of convocation for the other executive area.

The two documents are rather slim (less than 5 and 4 pages, respectively) and for the financial framework they are essentially the same, setting the percentage of increases at 5.78% of the 2021 payroll, together with the additional non-contractual resources provided by the 2025 budget law. Both target groups are slightly increased as at 31.12.2021 compared to 31.12.2018: the 10 profiles of healthcare managers from 134,436 to 137,370 and the 8 of their Pta colleagues from 4,913 to 5,218.

Two speeds

Before going into detail, we would like to point out a formal difference in the texts that appears truly singular. The Act relating to healthcare management calls for a 'rapid closure' of the contract in order to then start, again rapidly, the negotiation for the three-year period 2025-2027. The Local Functions can, on the contrary, take it easy, since the contract yet to be negotiated expired 'only' 10 months ago.

Highlights for health managers

- a call to increase the position pay of new recruits by also providing for increases in the variable pay when two annual evaluations are exceeded;

- possibility of exempting trainees from the probationary period in order to prevent them from being deprived of position pay for six months;

- valorisation for highly professional posts and, for those of the subordinate type, take seniority into account;

- Implementation of Article 23(2) of the 2024 Collective Bargaining Agreement concerning the revaluation of the variable component in the presence of the necessary resources with a preference for allocation to professional development;

- With regard to working time, the regions consider not touching the algorithm concerning the overtime owed and, if anything, postponing its revision to the next contract, but it is indicated that greater emphasis should be placed on the responsibilities of the structured managers in governing working hours;

- light detail work on on-call time (including remote mode), holidays (as for the sector), additional services (exceptions to the financial ceiling to be entrusted to the regional government), reconstitution of the relationship (clarification of the concept of the last company).

Role socio-sanitary forgotten

For the Pta managers, one must first of all point out a gap that can no longer be justified, namely the fact that the managers of the socio-sanitary role (sociologist and social worker), which formally exists since 2021, have been forgotten for the umpteenth time, also in light of the innovative content of Article 7, paragraph 5, of the Ccnq signed on 17 June last. The historical acronym Pta has thus become obsolete. On the contents there is very little to be done. It is a matter of rather generic and often intangible indications concerning: the valorisation of the Opi, the recognition of annual training hours, the selectivity in the distribution of the result pay, the umpteenth useless indications on welfare. Lastly, the possible maintenance of previous institutes is left to bargaining; and here there would really be a lot to do for the PTA managers.

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