Category: news releases

Pay is key to persuading staff to stay in the NHS

Commenting on new analysis analysis by researchers at the University of Bath published today (Thursday) showing the extent to which NHS are looking for work outside the health service, UNISON head of health Helga Pile said:

“When some NHS workers are earning just a penny more than the minimum wage, it’s little wonder many don’t feel like staying.

“Supermarkets are paying higher rates and can offer staff discounts and much less stressful jobs.

“But a prompt and decent pay rise could persuade demoralised staff to stay so vacancies don’t worsen.

“Proper investment in the NHS would also help relieve some of the pressure and ensure patients get quality care.”

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:
Anthony Barnes M: 07834 864794 E: a.barnes@unison.co.uk
Liz Chinchen M: 0778 158175 E: press@unison.co.uk

The article Pay is key to persuading staff to stay in the NHS first appeared on the UNISON National site.

Pay is key to persuading staff to stay in the NHS

Commenting on new analysis analysis by researchers at the University of Bath published today (Thursday) showing the extent to which NHS are looking for work outside the health service, UNISON head of health Helga Pile said:

“When some NHS workers are earning just a penny more than the minimum wage, it’s little wonder many don’t feel like staying.

“Supermarkets are paying higher rates and can offer staff discounts and much less stressful jobs.

“But a prompt and decent pay rise could persuade demoralised staff to stay so vacancies don’t worsen.

“Proper investment in the NHS would also help relieve some of the pressure and ensure patients get quality care.”

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:
Anthony Barnes M: 07834 864794 E: a.barnes@unison.co.uk
Liz Chinchen M: 0778 158175 E: press@unison.co.uk

The article Pay is key to persuading staff to stay in the NHS first appeared on the UNISON National site.

Why insourcing isn’t always a win

On the final day of UNISON’s health conference, delegates heard a series of debates on defending the NHS against privatisation.

Tam Hiddleston for the service group executive warned that, while “we invariably think of insourcing as a positive,” some insourcing “is about private operators being brought into the NHS.”

UNISON needs to be very careful to monitor “any wider implications for Agenda for Change pay and conditions,” he continued.

Chris from London noted: “What’s the point of insourcing people and you just change their uniforms?”

Moving a motion on mega trusts for the Eastern region, Glen Carrington (pictured above) highlighted the rising problems facing staff in such trusts in his region.

NHS England is pursuing trust mergers in an attempt to save money, “but after 14 long years of Tory cuts, has anyone ever looked to see what the impact is on staff?

“The chances of starting a shift in Cromer and ending up in London happens all too often,” said Mr Carrington. “Don’t let anyone tell you big is always better.”

In another motion, conference heard of staff left devastated at learning that their jobs were being outsourced.

Yet even as outsourced services have been shown to cause major problems, it is an approach that continues, and causes even more problems – not least in the increase of a “two or three or four-tier workforces” as contracts are passed from one company to another.

That situation is a “national scandal that the Tory government continues to be complicit in,” said one speaker.

Steady recruitment of healthcare students

Also on Wednesday morning, conference heard of the “steady recruitment of healthcare students” and agreed that “continuing to recruit healthcare students to UNISON is an essential part of a strategy for a strong UNISON presence in the NHS”, and welcomed the success of the union’s Future Healthcare Leaders programme.

The motion, from the national young members’ forum, noted that a recent survey of heathcare students had revealed increasing struggles with the cost of living crisis and the levels of financial support they received, with 35% agreeing that they might not be able to complete their studies because of the situation.

Among a raft of calls, conference urged the executive to:

  • engage with regional health committees, the strategic organising unit, the national young members’ forum to build and develop strategies for recruitment and organisation of healthcare students
  • campaign for better financial arrangements for healthcare students
  • work with the national women’s committee to explore the additional financial challenges facing healthcare students with childcare responsibilities.

The article Why insourcing isn’t always a win first appeared on the UNISON National site.

Why insourcing isn’t always a win

On the final day of UNISON’s health conference, delegates heard a series of debates on defending the NHS against privatisation.

Tam Hiddleston for the service group executive warned that, while “we invariably think of insourcing as a positive,” some insourcing “is about private operators being brought into the NHS.”

UNISON needs to be very careful to monitor “any wider implications for Agenda for Change pay and conditions,” he continued.

Chris from London noted: “What’s the point of insourcing people and you just change their uniforms?”

Moving a motion on mega trusts for the Eastern region, Glen Carrington (pictured above) highlighted the rising problems facing staff in such trusts in his region.

NHS England is pursuing trust mergers in an attempt to save money, “but after 14 long years of Tory cuts, has anyone ever looked to see what the impact is on staff?

“The chances of starting a shift in Cromer and ending up in London happens all too often,” said Mr Carrington. “Don’t let anyone tell you big is always better.”

In another motion, conference heard of staff left devastated at learning that their jobs were being outsourced.

Yet even as outsourced services have been shown to cause major problems, it is an approach that continues, and causes even more problems – not least in the increase of a “two or three or four-tier workforces” as contracts are passed from one company to another.

That situation is a “national scandal that the Tory government continues to be complicit in,” said one speaker.

Steady recruitment of healthcare students

Also on Wednesday morning, conference heard of the “steady recruitment of healthcare students” and agreed that “continuing to recruit healthcare students to UNISON is an essential part of a strategy for a strong UNISON presence in the NHS”, and welcomed the success of the union’s Future Healthcare Leaders programme.

The motion, from the national young members’ forum, noted that a recent survey of heathcare students had revealed increasing struggles with the cost of living crisis and the levels of financial support they received, with 35% agreeing that they might not be able to complete their studies because of the situation.

Among a raft of calls, conference urged the executive to:

  • engage with regional health committees, the strategic organising unit, the national young members’ forum to build and develop strategies for recruitment and organisation of healthcare students
  • campaign for better financial arrangements for healthcare students
  • work with the national women’s committee to explore the additional financial challenges facing healthcare students with childcare responsibilities.

The article Why insourcing isn’t always a win first appeared on the UNISON National site.

Delegates support calls on wellbeing and health and safety

Delegates to UNISON’s health conference debated a series of motions under the collective heading of health, safety and wellbeing, on Monday and Tuesday afternoons.

“Let’s commit to fostering a workplace where every woman feels valued,” said Susan Parkinson (pictured above).

Moving a motion on women’s mental health at work for the national women’s committee, she explained that women experience higher levels of mental health problems than men.

Karen Buckley from Greater Manchester stated that 76% of the NHS staff are women. Alongside the fact that the majority of carers – paid and unpaid – are also women, and that low pay, the cost of living crisis and discrimination particularly affect women, it is little surprise that, as inequality has worsened, so mental health issues for women have increased.

“Most of all,” continued Ms Buckley, “we need social justice.”

Angie from the Homerton Hospital branch raised the issue of how being a Black women can intensify mental health problems, while a delegate from Northern Ireland, called out, to applause: “Stuff the stigma [around mental health]! Get the support from the people around you!”

Several delegates spoke movingly of their own experiences, as conference called on the service group executive to “work with the national women’s committee to campaign for mentally healthy workplaces where women can thrive”, and to “promote UNISON’s guide to bargaining on mental health to woman members working in the health sector, branch and regional women’s officers and self-organised groups”.

Brenda, moving a motion for the North West, pointed out that helping members deal with mental health issues “isn’t covered in the organising stewards’ course”. Delegates agreed that the executive should “encourage regions to provide training and guidance on signposting to help stewards support members who may be facing challenges with poor mental health.”

Delegates also backed motions calling for:

  • improved mental health access within the NHS
  • improved gender identity services and trans healthcare, as underfunding has turned the issue into a health and safety issue for NHS members
  • Long COVID to be recognised as a disability
  • the service group to encourage NHS organisations and outsourced providers of NHS services to sign up to the Sexual Safety Charter and support branches to work for full implementation of the charter.

A busy afternoon

Emma Dale addressing UNISON's health service group conference

On a busy Tuesday afternoon, delegates also discussed the issue of safe staffing within the health service – noting that this also has health and safety, and wellbeing considerations.

Moving the motion, Martin Mackay from Scotland said that, while the Health and Social Care (Staffing) (Scotland) Act 2019, which has just come in to force, is welcome, it still does not include “all staff in our One Team”.

Emma Dale (pictured above) from South Wales gave an example of how not all NHS staff are covered. “I worked in forensic mental health,” she explained, so wasn’t covered. After an incident with a violent patient, she had to move from a job she loved into an admin post.

The article Delegates support calls on wellbeing and health and safety first appeared on the UNISON National site.

Delegates support calls on wellbeing and health and safety

Delegates to UNISON’s health conference debated a series of motions under the collective heading of health, safety and wellbeing, on Monday and Tuesday afternoons.

“Let’s commit to fostering a workplace where every woman feels valued,” said Susan Parkinson (pictured above).

Moving a motion on women’s mental health at work for the national women’s committee, she explained that women experience higher levels of mental health problems than men.

Karen Buckley from Greater Manchester stated that 76% of the NHS staff are women. Alongside the fact that the majority of carers – paid and unpaid – are also women, and that low pay, the cost of living crisis and discrimination particularly affect women, it is little surprise that, as inequality has worsened, so mental health issues for women have increased.

“Most of all,” continued Ms Buckley, “we need social justice.”

Angie from the Homerton Hospital branch raised the issue of how being a Black women can intensify mental health problems, while a delegate from Northern Ireland, called out, to applause: “Stuff the stigma [around mental health]! Get the support from the people around you!”

Several delegates spoke movingly of their own experiences, as conference called on the service group executive to “work with the national women’s committee to campaign for mentally healthy workplaces where women can thrive”, and to “promote UNISON’s guide to bargaining on mental health to woman members working in the health sector, branch and regional women’s officers and self-organised groups”.

Brenda, moving a motion for the North West, pointed out that helping members deal with mental health issues “isn’t covered in the organising stewards’ course”. Delegates agreed that the executive should “encourage regions to provide training and guidance on signposting to help stewards support members who may be facing challenges with poor mental health.”

Delegates also backed motions calling for:

  • improved mental health access within the NHS
  • improved gender identity services and trans healthcare, as underfunding has turned the issue into a health and safety issue for NHS members
  • Long COVID to be recognised as a disability
  • the service group to encourage NHS organisations and outsourced providers of NHS services to sign up to the Sexual Safety Charter and support branches to work for full implementation of the charter.

A busy afternoon

Emma Dale addressing UNISON's health service group conference

On a busy Tuesday afternoon, delegates also discussed the issue of safe staffing within the health service – noting that this also has health and safety, and wellbeing considerations.

Moving the motion, Martin Mackay from Scotland said that, while the Health and Social Care (Staffing) (Scotland) Act 2019, which has just come in to force, is welcome, it still does not include “all staff in our One Team”.

Emma Dale (pictured above) from South Wales gave an example of how not all NHS staff are covered. “I worked in forensic mental health,” she explained, so wasn’t covered. After an incident with a violent patient, she had to move from a job she loved into an admin post.

The article Delegates support calls on wellbeing and health and safety first appeared on the UNISON National site.

Let more NHS staff work flexibly to help solve staffing crisis

NHS managers should do more to allow staff to work in flexible ways, including having more control over shift patterns or doing compressed hours*, says UNISON today (Wednesday).

Data from a new UNISON survey** shows a significant proportion of healthcare workers are not being given the alternative work patterns they’ve asked for.

The survey found two-thirds (65%) of women employed in healthcare across the UK who’ve asked for different work arrangements had their requests agreed in full.

But more than one in five (22%) were unable to obtain flexible working. A further one in eight (13%) had their requests initially refused, but eventually found acceptable compromises.

Health workers who took part in the survey included a woman who was refused changes to her work pattern despite the fact that her young daughter was diabetic and needed regular insulin injections.

Another NHS employee who looked after her 99-year-old grandmother requested a change in a shift start time to 9pm, to enable her to put her relative to bed. But her managers insisted she start at 7pm.

A more flexible approach could prove enough to persuade experienced, but jaded, staff to stay in the service and ensure the NHS can become a more attractive career option for would-be recruits, says UNISON.

Flexible working reforms were introduced in the NHS in 2021 in response to negotiations between health unions and the government. And from this month, staff across all sectors of the economy can ask for flexible arrangements from the first day of their employment.

UNISON’s survey of more than 12,000 women working in the healthcare sector found half (50%) of the women had not asked for flexible working, a third of whom were unaware it was even an option***. The union says staff and employers need greater awareness of the opportunities.

UNISON head of health Helga Pile said: “All NHS staff – whether they’re nurses, paramedics, operating theatre staff, porters, cleaners or control room workers – have a right to request flexible working. But some managers still have a take-it-or-leave-it attitude.

“NHS staff are leaving the service because they have no proper work-life balance. More freedom over working arrangements would help attract new staff and persuade more experienced employees to stay. That would help reduce vacancy rates, cut waiting times and improve the quality of care.

“Everyone benefits from greater flexibility. Not just the individual changing the way they work, but employers and patients too. A flexible approach can help tackle burnout, improve staff wellbeing and make for a more productive, contented workforce too.”

Notes to editors:
-*Compressed hours are when someone works their total contracted hours over fewer working days.
-**UNISON carried out the survey online from 2 to 7 February 2024. The findings are based on 12,085 responses from women working across the NHS in the UK. 
-***Of those who said they had not requested flexible working, 30% said they did not need it, 30% said they did not know it was an option and 30% did not think any request would be approved.
-Click here for more details about Let’s Talk about Flex, a campaign involving NHS unions. This highlights how flexible working could play its part in helping ease the NHS staffing crisis. It says a better work-life balance for paramedics, nurses, healthcare assistants, cleaners and other NHS staff might help fill some of the thousands of vacancies. The initiative is aimed at raising awareness among staff – and employers – to use the right to request more choice over where, when and how they work.
-UNISON’s annual health conference continues until today (Wednesday) at the Brighton Centre, Kings Road, Brighton BN1 2GR. Health workers from across the UK have been debating a variety of motions including NHS pay, mileage rates, bank staff, shorter working weeks, support for healthcare students, tackling racism, mental health, sexual safety, healthcare assistant rebanding, artificial intelligence and safe staffing. 
– 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:
Anthony Barnes M: 07834 864794 E: a.barnes@unison.co.uk
Liz Chinchen M: 07778 158175 E: press@unison.co.uk

The article Let more NHS staff work flexibly to help solve staffing crisis first appeared on the UNISON National site.

Let more NHS staff work flexibly to help solve staffing crisis

NHS managers should do more to allow staff to work in flexible ways, including having more control over shift patterns or doing compressed hours*, says UNISON today (Wednesday).

Data from a new UNISON survey** shows a significant proportion of healthcare workers are not being given the alternative work patterns they’ve asked for.

The survey found two-thirds (65%) of women employed in healthcare across the UK who’ve asked for different work arrangements had their requests agreed in full.

But more than one in five (22%) were unable to obtain flexible working. A further one in eight (13%) had their requests initially refused, but eventually found acceptable compromises.

Health workers who took part in the survey included a woman who was refused changes to her work pattern despite the fact that her young daughter was diabetic and needed regular insulin injections.

Another NHS employee who looked after her 99-year-old grandmother requested a change in a shift start time to 9pm, to enable her to put her relative to bed. But her managers insisted she start at 7pm.

A more flexible approach could prove enough to persuade experienced, but jaded, staff to stay in the service and ensure the NHS can become a more attractive career option for would-be recruits, says UNISON.

Flexible working reforms were introduced in the NHS in 2021 in response to negotiations between health unions and the government. And from this month, staff across all sectors of the economy can ask for flexible arrangements from the first day of their employment.

UNISON’s survey of more than 12,000 women working in the healthcare sector found half (50%) of the women had not asked for flexible working, a third of whom were unaware it was even an option***. The union says staff and employers need greater awareness of the opportunities.

UNISON head of health Helga Pile said: “All NHS staff – whether they’re nurses, paramedics, operating theatre staff, porters, cleaners or control room workers – have a right to request flexible working. But some managers still have a take-it-or-leave-it attitude.

“NHS staff are leaving the service because they have no proper work-life balance. More freedom over working arrangements would help attract new staff and persuade more experienced employees to stay. That would help reduce vacancy rates, cut waiting times and improve the quality of care.

“Everyone benefits from greater flexibility. Not just the individual changing the way they work, but employers and patients too. A flexible approach can help tackle burnout, improve staff wellbeing and make for a more productive, contented workforce too.”

Notes to editors:
-*Compressed hours are when someone works their total contracted hours over fewer working days.
-**UNISON carried out the survey online from 2 to 7 February 2024. The findings are based on 12,085 responses from women working across the NHS in the UK. 
-***Of those who said they had not requested flexible working, 30% said they did not need it, 30% said they did not know it was an option and 30% did not think any request would be approved.
-Click here for more details about Let’s Talk about Flex, a campaign involving NHS unions. This highlights how flexible working could play its part in helping ease the NHS staffing crisis. It says a better work-life balance for paramedics, nurses, healthcare assistants, cleaners and other NHS staff might help fill some of the thousands of vacancies. The initiative is aimed at raising awareness among staff – and employers – to use the right to request more choice over where, when and how they work.
-UNISON’s annual health conference continues until today (Wednesday) at the Brighton Centre, Kings Road, Brighton BN1 2GR. Health workers from across the UK have been debating a variety of motions including NHS pay, mileage rates, bank staff, shorter working weeks, support for healthcare students, tackling racism, mental health, sexual safety, healthcare assistant rebanding, artificial intelligence and safe staffing. 
– 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:
Anthony Barnes M: 07834 864794 E: a.barnes@unison.co.uk
Liz Chinchen M: 07778 158175 E: press@unison.co.uk

The article Let more NHS staff work flexibly to help solve staffing crisis first appeared on the UNISON National site.

Health conference: Divided we fall

The debate on Agenda for Change pay merged into terms and conditions as business continued into the afternoon at health conference in Brighton.

Paying to work

First up were a group of motions that explored the various ways in which health workers are losing out financially in the course of their work. This included paying for their own uniforms, DBS checks, paying for hospital parking – with one delegate even saying her employer asked for staff to pay for their key-fobs.

Elsewhere motions discussed out-of-date mileage and subsistence rates with the mover of the mileage motion, Trudy Martin of the SGE, noting that: “HMRC rates haven’t changed since 2011 and workers are paying the price” and that if rates kept up with inflation, it should be 63p a mile, not 45p.”

Meanwhile, a speaker on the motion about inadequate subsistence rates said: “if the £15 dinner allowance had risen in line with inflation from 2004 to 2024, it would be worth around £28 now.”

NHS Bank workers

An NHS staff bank is an entity managed by a trust, or third-party organisation who contract healthcare professionals to take on temporary shifts at hospitals.

Often, those working on bank contracts often have inconsistent pay terms and conditions outside of the Agenda for Change pay framework.

One motion noted that the framework agreement for the 2018 three-year pay deal required the NHS Staff Council to explore the scope for a collective framework agreement on bank and agency workers.

As the mover, Jim Clawson, noted: “That was six years ago.”

Trudy Martin of the SGE added: “Employers are using bank contracts more than ever before, making people take up zero-hour contracts without good terms and conditions.

“While bank contracts may work for some people in specific circumstances, they are often not the most appropriate way to solve the problem.”

The motion called on the SGE to work with the staff council to finally deliver the promised framework agreement to ensure that Trusts treat their bank staff in a fair, consistent and equitable manner.

A shorter working week ­– better for patients, better for staff

Bryn Webster introduced the next motion, saying: “Reducing the working week with no loss in pay has been a UNISON goal for years.

“And the recent UNISON survey showed that a reduction in the working week was a top priority for members.”

He noted that 45% of NHS staff had felt unwell as a result of work related stress over the last 12 months, and more than 15 million working days were lost due to stress last year.

Jennifer Dutton (pictured, above) a call-handler with North West Ambulance service said: “Our mission statement for this entire conference is one team for patient care and this motion has the chance to do that.

“I regularly see fellow call handlers with red bulls and coffees in their hands, ready to fall asleep at their desks.

“How can my first call on day one possibly be as good as my last call on my tenth day straight? Patient care is at risk and we deserve a break.”

A nurses-only pay spine

The final motion in the section was an emergency motion called Divided we fall – invest in Agenda for Change, don’t destroy it.

It noted that the Department for Health and Social Care recently launched a consultation to “consider the benefits and challenges of a separate pay spine for nursing staff.”

The consultation put forward two options, one keeping nurses on the Agenda for Change job evaluation system, but giving them a different pay spine and the second where nursing staff would be given an entirely different and separate set of terms, conditions and pay and bargaining structures.

Eddie Woolley of the SGE (pictured, top) moved the motion saying: “Both of these options are unacceptable.”

He argued that they are aimed at dividing the NHS workforce weakening them as a result, and that it “could lead to other staff groups asking to be treated differently, which could mean the end of Agenda for Change.

“And let’s remember why we worked for Agenda for Change – it’s about pay and equality, it isn’t perfect. Banding for nurses has never rewarded clinical experience, but we need to remain united not divided, we are one team, we are UNISON.”

The article Health conference: Divided we fall first appeared on the UNISON National site.

Health conference: Divided we fall

The debate on Agenda for Change pay merged into terms and conditions as business continued into the afternoon at health conference in Brighton.

Paying to work

First up were a group of motions that explored the various ways in which health workers are losing out financially in the course of their work. This included paying for their own uniforms, DBS checks, paying for hospital parking – with one delegate even saying her employer asked for staff to pay for their key-fobs.

Elsewhere motions discussed out-of-date mileage and subsistence rates with the mover of the mileage motion, Trudy Martin of the SGE, noting that: “HMRC rates haven’t changed since 2011 and workers are paying the price” and that if rates kept up with inflation, it should be 63p a mile, not 45p.”

Meanwhile, a speaker on the motion about inadequate subsistence rates said: “if the £15 dinner allowance had risen in line with inflation from 2004 to 2024, it would be worth around £28 now.”

NHS Bank workers

An NHS staff bank is an entity managed by a trust, or third-party organisation who contract healthcare professionals to take on temporary shifts at hospitals.

Often, those working on bank contracts often have inconsistent pay terms and conditions outside of the Agenda for Change pay framework.

One motion noted that the framework agreement for the 2018 three-year pay deal required the NHS Staff Council to explore the scope for a collective framework agreement on bank and agency workers.

As the mover, Jim Clawson, noted: “That was six years ago.”

Trudy Martin of the SGE added: “Employers are using bank contracts more than ever before, making people take up zero-hour contracts without good terms and conditions.

“While bank contracts may work for some people in specific circumstances, they are often not the most appropriate way to solve the problem.”

The motion called on the SGE to work with the staff council to finally deliver the promised framework agreement to ensure that Trusts treat their bank staff in a fair, consistent and equitable manner.

A shorter working week ­– better for patients, better for staff

Bryn Webster introduced the next motion, saying: “Reducing the working week with no loss in pay has been a UNISON goal for years.

“And the recent UNISON survey showed that a reduction in the working week was a top priority for members.”

He noted that 45% of NHS staff had felt unwell as a result of work related stress over the last 12 months, and more than 15 million working days were lost due to stress last year.

Jennifer Dutton (pictured, above) a call-handler with North West Ambulance service said: “Our mission statement for this entire conference is one team for patient care and this motion has the chance to do that.

“I regularly see fellow call handlers with red bulls and coffees in their hands, ready to fall asleep at their desks.

“How can my first call on day one possibly be as good as my last call on my tenth day straight? Patient care is at risk and we deserve a break.”

A nurses-only pay spine

The final motion in the section was an emergency motion called Divided we fall – invest in Agenda for Change, don’t destroy it.

It noted that the Department for Health and Social Care recently launched a consultation to “consider the benefits and challenges of a separate pay spine for nursing staff.”

The consultation put forward two options, one keeping nurses on the Agenda for Change job evaluation system, but giving them a different pay spine and the second where nursing staff would be given an entirely different and separate set of terms, conditions and pay and bargaining structures.

Eddie Woolley of the SGE (pictured, top) moved the motion saying: “Both of these options are unacceptable.”

He argued that they are aimed at dividing the NHS workforce weakening them as a result, and that it “could lead to other staff groups asking to be treated differently, which could mean the end of Agenda for Change.

“And let’s remember why we worked for Agenda for Change – it’s about pay and equality, it isn’t perfect. Banding for nurses has never rewarded clinical experience, but we need to remain united not divided, we are one team, we are UNISON.”

The article Health conference: Divided we fall first appeared on the UNISON National site.