Category: Helga Pile

UNISON opinion: Let’s talk about flex

By UNISON acting head of health and chair of the NHS Staff Council, Helga Pile

The right to request flexible working from day one of employment.

Every request considered fairly – whatever the role, whatever the reason.

These were the rights secured by the NHS Staff Council back in 2021 for everyone employed by the NHS.

There was huge willingness around the table to get them in place, because unions, employers and members all know what a positive difference flexible working can make. From April, even more people will benefit as the Flexible Working Act takes effect.

So far, so good.

But despite all the goodwill and evidence, we’re not making as much use of flex as we could or should be.

Unless you’ve been living under a rock, you’ll know that the health service is under unprecedented pressure.

Workloads are high. Resource is low. Members tell us they are stressed, they have no work-life balance, and their wellbeing is suffering.

The story is backed up by the data, with over 120,000 vacancies across the health service and people leaving in their thousands due to a lack of work-life balance.

So while we need to continue banging the drum for better investment in the NHS, it’s important that we think about how we can improve the situation in the here and now.

Thinking more creatively

If we can build on the examples and creative thinking that are already out there, flexible working has the potential to be a game-changer for the NHS.

Employers who have been able to break out of take-it-or-leave-it shift patterns and the ‘full time equivalent’ box for roles are tapping into a huge flexible workforce to fill vacancies. They are also creating a better working environment so people can stay and thrive in their roles.

Through this campaign, we’re hoping to make more people aware of the many ways that flex can work for you, your team – and ultimately for patients.

We want to provide staff and managers alike with the inspiration and tools to get started, as well as equip them to challenge outdated thinking, poor culture and practice around flex when it happens.

Achieving the win-win

There are few better ways for employers and managers to support staff than by actively encouraging and promoting flexible working.

Case studies from the NHS and elsewhere have shown that redesigning roles and processes to be more flexible has led to not only happier staff (with more autonomy and a better work-life balance), but also increased efficiency and safer working practices.

By embracing flex in the NHS, we are setting ourselves on the path to a happier, healthier workforce and a better service for patients.

So, let’s #TalkAboutFlex

  • Let’s talk about flex is a campaign from the joint NHS unions.

The article UNISON opinion: Let’s talk about flex first appeared on the UNISON National site.

UNISON opinion: Let’s talk about flex

By UNISON acting head of health and chair of the NHS Staff Council, Helga Pile

The right to request flexible working from day one of employment.

Every request considered fairly – whatever the role, whatever the reason.

These were the rights secured by the NHS Staff Council back in 2021 for everyone employed by the NHS.

There was huge willingness around the table to get them in place, because unions, employers and members all know what a positive difference flexible working can make. From April, even more people will benefit as the Flexible Working Act takes effect.

So far, so good.

But despite all the goodwill and evidence, we’re not making as much use of flex as we could or should be.

Unless you’ve been living under a rock, you’ll know that the health service is under unprecedented pressure.

Workloads are high. Resource is low. Members tell us they are stressed, they have no work-life balance, and their wellbeing is suffering.

The story is backed up by the data, with over 120,000 vacancies across the health service and people leaving in their thousands due to a lack of work-life balance.

So while we need to continue banging the drum for better investment in the NHS, it’s important that we think about how we can improve the situation in the here and now.

Thinking more creatively

If we can build on the examples and creative thinking that are already out there, flexible working has the potential to be a game-changer for the NHS.

Employers who have been able to break out of take-it-or-leave-it shift patterns and the ‘full time equivalent’ box for roles are tapping into a huge flexible workforce to fill vacancies. They are also creating a better working environment so people can stay and thrive in their roles.

Through this campaign, we’re hoping to make more people aware of the many ways that flex can work for you, your team – and ultimately for patients.

We want to provide staff and managers alike with the inspiration and tools to get started, as well as equip them to challenge outdated thinking, poor culture and practice around flex when it happens.

Achieving the win-win

There are few better ways for employers and managers to support staff than by actively encouraging and promoting flexible working.

Case studies from the NHS and elsewhere have shown that redesigning roles and processes to be more flexible has led to not only happier staff (with more autonomy and a better work-life balance), but also increased efficiency and safer working practices.

By embracing flex in the NHS, we are setting ourselves on the path to a happier, healthier workforce and a better service for patients.

So, let’s #TalkAboutFlex

  • Let’s talk about flex is a campaign from the joint NHS unions.

The article UNISON opinion: Let’s talk about flex first appeared on the UNISON National site.

Ridiculous pay plans would have spelt total disaster for the NHS, says UNISON

Commenting on reports today (Tuesday) that Conservative Party leadership contender Liz Truss has backed down on plans to cut the pay of public servants across the UK, UNISON deputy head of health Helga Pile said:

“The NHS is in the depths of the biggest staffing crisis it’s ever faced. Last month’s below-inflation pay award isn’t enough to stop experienced health workers from leaving a service that’s on the edge. This ridiculous policy would have spelt total disaster.

“Rather than make ill thought-out promises to appeal to Conservative party members, candidates should be thinking about what’s best for the country, the NHS and its patients.

“Cutting the wages of nurses, porters, paramedics and healthcare assistants in parts of the UK would have been the stuff of nightmares. Staff would simply have left for other hospitals paying better wages, or gone to work in other sectors, creating yet more chaos for struggling services.

“This sorry episode only serves to deepen the despair of staff battling to care for patients in horrendous conditions. That those vying to be PM were even thinking about slashing pay will be a huge blow to morale.

“The problems facing the health service need tackling from a national perspective. The starting point must be a reset on wages to an award that cushions staff against rising prices and helps the NHS boost its workforce so it can deliver for the millions awaiting treatment.”

Notes to editors:
-UNISON is the UK’s largest union with more than 1.3 million members providing public services in education, local government, the NHS, police service and energy. They are employed in the public, voluntary and private sectors.

Media contacts:
Liz Chinchen M: 07778 158175 E: press@unison.co.uk

The article Ridiculous pay plans would have spelt total disaster for the NHS, says UNISON first appeared on the UNISON National site.