The Additional Roles Reimbursement Scheme (ARRS) undergoes significant transformation for 2025/26, introducing greater flexibility and addressing persistent workforce challenges in primary care. This guide walks Primary Care Network (PCN) leaders, practice managers, and GPs through the key changes and provides a practical framework for claiming and managing your ARRS funding effectively.

The 2025/26 updates represent the most substantial change to ARRS since its inception, with funding now combined into a single pot, restrictions on staff types removed, and increased salary reimbursement for GPs. These changes aim to empower PCNs to build teams that respond to local population needs while addressing critical workforce shortages.

Understanding the New ARRS Funding Structure

The most fundamental change for 2025/26 is that all ARRS funding will be added directly to Integrated Care Board (ICB) allocations. This represents a significant departure from previous years where PCNs accessed separate funding pots for different staff types.

Key Structural Changes

• Combined funding pot eliminates the need for separate drawdowns
• Removal of restrictions on the number and types of staff that can be recruited
• Increased salary reimbursement for GPs from £73,113 to £82,418
• Expanded eligibility to include newly qualified GPs and practice nurses

This restructuring gives PCNs unprecedented flexibility to design their workforce according to local needs rather than being constrained by role-specific funding allocations. The changes respond directly to feedback from PCNs that previous arrangements were too restrictive and didn't account for regional workforce availability challenges.

"The combined funding approach removes artificial barriers to recruitment, allowing PCNs to build teams based on population needs rather than funding structures." – NHS England

Claiming Your ARRS Funds: Step-by-Step Process

With the new combined funding approach, the process for claiming ARRS reimbursement has been streamlined, though PCNs still need to follow specific protocols to access their allocation.

Step 1: Calculate Your Allocation

ICBs will notify PCNs of their total ARRS allocation for 2025/26 based on weighted population figures. Unlike previous years, this will be a single allocation figure rather than role-specific amounts. This allocation information should be communicated by March 2025.

Step 2: Develop Your Workforce Plan

Create a comprehensive workforce plan that identifies:

• Priority roles based on local population needs
• Recruitment timelines and potential challenges
• Estimated costs including salary, on-costs, and training requirements
• How roles will integrate into existing PCN services

Step 3: Submit Your Plan to ICB

Submit your workforce plan to your ICB for approval. While the new scheme offers greater flexibility, ICBs will still review plans to ensure they support wider system objectives and represent value for money.

Step 4: Claim Monthly Reimbursements

Once approved, PCNs can submit monthly claims for reimbursement through the established local system. Most ICBs will continue to use existing claims processes, but check with your local team for any updated procedures.

Claims should include:

• Staff details including name, role, and WTE (Whole Time Equivalent)
• Accurate salary information and on-costs
• Evidence of employment (for new staff)
• Confirmation of working patterns across the PCN

Step 5: Monitor and Adjust

Regularly review your workforce plan against actual recruitment and expenditure. The new flexible system allows for adjustments throughout the year, so you can reallocate funding between different roles as needed.

Expanded Role Eligibility Under the New ARRS

The 2025/26 ARRS introduces critical expansions to eligible roles, specifically designed to address the most pressing workforce challenges in general practice.

Newly Qualified GPs

For the first time, PCNs can claim ARRS reimbursement for newly qualified GPs. The scheme will reimburse up to £82,418 per annum (full-time equivalent), reflecting the lower quartile of the salaried GP pay range. This represents a significant opportunity to bring new medical talent into primary care networks.

Practice Nurses

Practice nurses are now included in the ARRS eligible roles, addressing a long-standing gap in the scheme. This addition recognizes the essential role nurses play in primary care delivery and the ongoing challenges in nurse recruitment and retention.

Continuation of Existing Roles

All previously eligible ARRS roles remain available for reimbursement, including:

• Clinical pharmacists and pharmacy technicians
• Social prescribing link workers
• Health and wellbeing coaches
• Care coordinators
• Physician associates
• First contact physiotherapists
• Dietitians
• Podiatrists
• Occupational therapists
• Mental health practitioners
• Paramedics

Importantly, the removal of role-specific caps means PCNs can recruit any combination of these roles based on local needs, without the previous numerical restrictions.

Workforce Planning Strategies for Maximum Impact

The enhanced flexibility of the 2025/26 ARRS creates both opportunities and challenges for PCNs. Effective workforce planning is essential to maximise the impact of your allocation.

Needs-Based Approach

Start with a comprehensive needs assessment that considers:

• Population health data and demographics
• Current service gaps and waiting times
• Patient feedback and experience measures
• Staff feedback on current pressure points
• QOF performance and areas for improvement

This evidence-based approach ensures your workforce plan addresses genuine service needs rather than simply filling traditional roles.

Recruitment Realities

Factor in the practical challenges of recruitment when developing your plan. Consider:

• Local availability of different professional groups
• Competitive salary considerations in your area
• Training and supervision capacity within your PCN
• Physical workspace and equipment requirements

A phased recruitment approach may be more realistic than attempting to fill all positions simultaneously, particularly for hard-to-recruit roles.

Integration Planning

Develop clear integration pathways for new staff to ensure they can quickly contribute effectively:

• Establish supervision and mentoring arrangements
• Create role-specific induction programmes
• Define clear objectives and success measures
• Plan for cross-PCN working where appropriate
• Consider how roles interact with existing practice teams

The most successful PCNs take time to properly integrate new ARRS roles rather than treating them as separate from the core general practice team.

Effective Budget Management for ARRS Funding

The more flexible ARRS funding structure for 2025/26 requires robust financial management to ensure resources are used effectively throughout the year.

Forecasting and Tracking

Develop a detailed financial forecast that accounts for:

• Phased recruitment timelines and associated costs
• Salary increments and potential cost of living increases
• On-costs including employer National Insurance and pension contributions
• Training and development expenses
• Potential recruitment costs

Implement monthly tracking of actual versus forecasted expenditure to identify any underspend early and allow for plan adjustments.

Managing Underspend Risk

While the new system offers more flexibility, PCNs should still aim to utilise their full allocation to maximise workforce capacity. Strategies to manage underspend risk include:

• Developing contingency recruitment plans for alternative roles if primary targets prove difficult to recruit
• Considering part-time or fixed-term roles to fill gaps if permanent recruitment is challenging
• Working with neighbouring PCNs on shared roles where appropriate
• Regular communication with your ICB about recruitment challenges and potential solutions

The removal of the requirement to submit plans to NHS England for approval of underspend reallocation means PCNs now work directly with their ICB to manage funding effectively throughout the year.

Evaluating Value for Money

Implement evaluation mechanisms to assess the impact and value of different roles:

• Activity metrics appropriate to each role
• Patient outcome measures where applicable
• Impact on GP workload and appointment availability
• Staff and patient satisfaction measures

This data not only supports ongoing budget management but also strengthens future workforce planning by identifying the roles delivering the greatest impact in your specific PCN context.

ARRS Funding FAQs and Troubleshooting

Common Questions

Q: Can we use ARRS funding to increase hours for existing staff?

Yes, under the new flexible arrangements, PCNs can use ARRS funding to increase hours for existing eligible staff, provided this represents additional capacity and is clearly documented in claims.

Q: Is there still a maximum reimbursement amount per role?

Yes, while there are no longer caps on the number of each role type, maximum reimbursable amounts still apply to each role based on NHS AfC bands or specified rates (e.g., the £82,418 cap for newly qualified GPs).

Q: Can ARRS funding be used for locum or agency staff?

No, ARRS funding is intended for substantive staff employment. Temporary cover through locums or agencies is not eligible for reimbursement.

Q: What happens if we cannot recruit to our planned roles?

Under the new flexible system, you can adjust your workforce plan throughout the year, reallocating funding to alternative roles that are easier to recruit. Communicate proactively with your ICB about any significant plan changes.

Q: Can ARRS funding cover training costs for new staff?

The primary purpose of ARRS is to cover employment costs. While some training might be included within the overall reimbursable amount, dedicated training budgets should be used for significant development costs.

Troubleshooting Common Issues

Delayed Reimbursements: If experiencing delays in receiving reimbursement, ensure all claim documentation is complete and accurate. Follow up with a named contact at your ICB and escalate through PCN leadership if necessary.

Recruitment Challenges: If struggling to recruit specific roles, consider:

• Working with local education providers on placement and recruitment pathways
• Reviewing job descriptions and employment packages
• Exploring shared roles with neighbouring PCNs
• Engaging with professional networks and associations

Staff Retention Issues: If experiencing high turnover in ARRS roles, conduct exit interviews to identify underlying issues and develop a specific retention plan addressing common concerns such as professional development, supervision quality, and integration into the wider team.

Maximising the Opportunities of the New ARRS Funding

The 2025/26 ARRS changes represent a significant shift towards a more flexible, locally-responsive approach to primary care workforce development. By combining careful planning with agile management, PCNs can leverage this funding to address their most pressing workforce challenges.

The inclusion of newly qualified GPs and practice nurses, alongside the removal of role-specific restrictions, creates unprecedented opportunities to build truly multidisciplinary teams that reflect local population needs rather than national funding structures.

Success in this new landscape will depend on strong leadership, collaborative working with ICBs, and a commitment to continuous evaluation and adjustment of workforce plans. PCNs that embrace this more flexible approach while maintaining robust financial management will be best positioned to deliver improved access and outcomes for their patients.

For further support with workforce planning and development, consider engaging with your local Training Hub or PCN development support services provided through your ICB.