How to Use the Additional Roles Reimbursement Scheme (ARRS) Strategically in Your PCN

• 16th October 2025

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The Additional Roles Reimbursement Scheme (ARRS) has transformed primary care by allowing Primary Care Networks (PCNs) to expand their multidisciplinary teams. From clinical pharmacists to First Contact Practitioners, thousands of professionals are now delivering care in new and flexible ways.

For ARRS roles 2025/26, the scheme changed significantly. Funding is now pooled into a single, flexible reimbursement pot with no role caps, and both GPs and practice nurses are now eligible for reimbursement. For PCNs, this is a turning point – it’s no longer about filling quotas; it’s about designing teams around services and outcomes.

“The networks seeing the biggest impact from ARRS are the ones designing services around outcomes and their patients, not job titles. When you start with what patients need – and then shape the workforce to deliver it – the value of ARRS funding really comes to life.”

– Adeem Azhar, CEO, Core Prescribing Solutions

3 Key Takeaways

1. ARRS flexibility enables true workforce design – no role caps, wider eligibility, and service-driven planning.
2. Service-first thinking beats role shopping – focus on outcomes like access, long-term condition management, and frailty care.
3. Governance and ARRS ROI (return on investment) are essential – supervision, compliance, and measurable data ensure ARRS delivers lasting value.

What the ARRS roles 2025/26 Changes Mean for PCNs

Here are the major updates every PCN leader needs to know (see the official NHS England ARRS guidance for full details):

• Single pot, no caps – PCNs can choose the mix of roles that best meet patient demand.
• New eligibility – Newly qualified GPs and practice nurses are now included.
• Claims process – new roles are reimbursed through the ARRS Claims Portal under the “Other Direct Patient Care” category.
• Expanded nursing routes – enhanced practice nurses and advanced practitioner pathways included.

The ARRS Claims Portal continues to play a key role in reimbursement tracking – ensuring networks can claim efficiently while maintaining governance and financial accuracy.

Step 1: Start with Service Mapping

The old question was “What ARRS roles can we fill?”

The smarter question is:

• Which clinical services create the biggest pressure (urgent access, long-term conditions, frailty)?
• What skills are needed to deliver them?
• How do those skills map to ARRS workforce planning priorities and reimbursement categories?

For many PCNs, ARRS has become the foundation of primary care workforce planning – enabling smarter, data-driven service design.

Step 2: Build Proven Workforce Models

High-performing networks use ARRS funding to create service-first workforce models such as:

• Urgent access hubs: paramedics, ANPs, and care coordinators reducing same-day pressure.
• Condition-led clinics: pharmacists and pharmacy technicians managing diabetes or polypharmacy workloads.
• Frailty teams: nurses and physician associates supporting proactive home visits.
• MSK first contact: physiotherapists resolving musculoskeletal cases early.
• Personalised care trios: link workers, health coaches, and coordinators improving activation and prevention.

Each model should tie directly to measurable patient outcomes and QOF/LTC performance metrics.

Step 3: Link to Measurable Outcomes

For every service model, PCNs should measure:

• GP time released (hours per week)
• Appointments redirected from same-day triage
• Structured medication reviews completed
• Patient satisfaction and access data

When monitored consistently, ARRS becomes a strategic investment, not just a workforce subsidy.

Governance, Supervision & Compliance

Flexibility demands structure. Without clear supervision, ARRS workforce planning can falter.

Networks should:

• Define accountability lines for every role
• Use structured induction and supervision frameworks
• Set escalation pathways and review performance monthly
• Capture incident data and apply learning

The Additional Roles Reimbursement Scheme (ARRS) gives PCNs greater flexibility, but this flexibility must be matched with strong governance and clinical oversight to maintain quality and safety.

For guidance on structuring governance and supervision, see our ARRS Support Services page.

Making the Money Work: Demonstrating ARRS ROI (return on investment)

The ARRS ROI (return on investment) conversation is critical in 2025/26. ARRS funding is generous, but underused or poorly planned roles risk inefficiency.

To evidence ROI, networks should:

• Model the full ARRS pot and forecast spend by service line.
• Tie every role to measurable outcomes and access targets.
• Benchmark against national NHS ARRS uptake data.

Our team helps PCNs translate these metrics into tangible savings and performance improvements – ensuring ARRS remains financially and clinically sustainable.

Building Progression and Long-Term Value

ARRS isn’t just about today’s workload. The scheme should underpin career progression and workforce stability.

Enhanced practice nurse and advanced practitioner pathways allow PCNs to grow advanced capacity in-house, reducing reliance on locums and agency staffing.

By investing in supervision, upskilling, and structured reviews, PCNs can retain talent and continuously improve care quality.

Turning Strategy into Action

Even the best workforce models fail without consistent implementation. To deliver at scale:

• Communicate clearly across practices about ARRS roles and responsibilities.
• Define scope through SOPs and supervision frameworks.
• Use digital dashboards to track outcomes and adjust monthly.

Frequently Asked Questions

Book a free 30-minute ARRS workforce review with our team to unlock the full potential of your network’s funding.

Visit our ARRS Support Services page to get started.