Editor's message: The recruitment and retention of nurses, doctors and social care staff continues to be a pressing issue for NHS employers, particularly in the ever-changing Brexit landscape. For example, there has been a dramatic fall in the number of nurses that have entered the country since the 2016 referendum and this exacerbated an already acute shortage. The implications of Brexit on immigration laws is likely to result in a further reduction in the number of EU workers in key roles in the NHS. Despite the huge impact that Brexit will have on recruitment and retention within the NHS there are other issues that also need urgent attention.
Equality and diversity remain high on the HR agenda within the NHS. The workforce race equality standard aims to tackle inequalities faced by employees from black, Asian and minority ethnic backgrounds in relation to various aspects of their employment, including career progression and disciplinary proceedings. We recently explored what workforce equality standards actually mean for NHS employers.
Susan Dennehy, employment law editor
Consultant editor Darren Newman considers whistleblowing in the NHS, focusing on the public interest test and the danger of working on the basis that an allegation is malicious.
In South West Yorkshire Partnership NHS Foundation Trust v Jackson and others, the Employment Appeal Tribunal (EAT) held that, as long as the miscommunication came from an administrative error, an employee whose redundancy redeployment form was sent to an inaccessible work email address was not unfavourably treated because she was on maternity leave.
The government has announced an extension to the number of professions that will be exempt from the proposed £30,000 minimum salary threshold on workers requiring a Tier 2 visa.
Hundreds of bullying and sexual harassment allegations have been made against NHS staff over the past five years, further highlighting the "toxic environment" present in many hospitals.
Updated to include the details of two new pay awards across the sector.
Equality is high on the agenda of most NHS employers. As well as being subject to the gender pay gap reporting regime, NHS employers are required to comply with an equality standard in relation to race, and from April 2019 will be required to comply with a standard on disability. Nicky Green from law firm Capsticks explores what the standards mean for NHS employers.
More support and a "proactive" occupational health service is needed to help improve the mental health and wellbeing of the 1.4 million NHS staff who work in some of the "most challenging conditions imaginable", Health Education England (HEE) has urged.
In a stinging attack on 25 years of healthcare policy, Lord David Prior, chairman of NHS England, has described the inherent dysfunctionality of the NHS, saying that it needs to "recapture its vocational engaged spirit".
We explore the potential impact of workers' exposure to traumatic events and other stressful environments on their families and look at some of the measures that employers can take to support those families.
The NHS needs to make more investment in its current workforce rather than creating new roles if it is to reverse staff shortages and the rate of staff attrition, according to a report.
HR and legal information, news and guidance relating to employers in the health sector.