RCN publishes new independent sector employment standards

The seven-point standards have stated what nursing staff working in the independent sector should expect from their employer and what RCN representatives should seek from employers on behalf of members.

“These employment standards are key in outlining what nursing staff in these settings should expect, and deserve, from their employers”

Brian Morton

It follows a resolution passed at RCN Congress 2023, to lobby governments for minimum standards for employment terms and conditions for all nurses.

Katherine Gerrans, a clinical director who put forward the motion, said: “It felt like the ideal way to get my voice and other voices like mine working in independent settings heard, and it was exciting to see an appetite for something less focused on traditional hospital nursing.

“It’s inspiring that in the space of a year we’ve seen movement on something we’ve been struggling with for decades.”

Ms Gerrans added that the standards could be used to “underpin our conversations around levelling up our pay, terms and conditions in independent health and social care settings”.

“There’s still work that needs to happen alongside the employment standards and it’s vital that they’re supported by appropriate funding to ensure they’re implemented, but it’s a great a step in the right direction,” she added.

The first standard put forward by the RCN is around fair pay.

The document said employers must have a “transparent pay policy” which sets out pay structures and criteria for how pay is increased annually to reflect changes in the cost of living.

In addition, it said staff should be compensated for the additional costs and inconvenience of working unsocial or additional hours.

Proper job evaluation schemes and provision of an enhanced pension package must also be provided by employers in the independent sector, the document said.

The second standard is around nurses’ employment contracts.

The RCN noted that contractual occupational sick pay, parental leave, paternity pay and annual leave should be provided by all employers.

Meanwhile, having supportive policies to help nurses balance home and work life is the third standard set out by the college.

The document said that employers should support opportunities for employees to work flexibly “where possible”.

In addition, it said employees should be granted five days – one working week– of paid special leave for unavoidable domestic situations, such as bereavement or compassionate leave.

Standard four sets out the duties for employers to ensure the health, safety and wellbeing of the nursing workforce.

For example, it noted that staffing and rosters should allow for nurses to have uninterrupted breaks, so they can “rest, recuperate, rehydrate and refuel”.

Offering wellbeing support and having a transparent and easy reporting system for any incident, error or near miss must also be available to employees, said the RCN guidance.

The fifth standard is around working relationships and culture.

The RCN said that employers should support nurses to become a trade union representative, should they wish.

In addition, the college called on organisations to demonstrate “sustained investment and improvement” to ensure workplaces are fully inclusive in culture and are anti-discriminatory.

The document noted that employers must ensure that there is visible leadership in this area with high levels of accountability, so staff have clarity about who they can reach out to if they have concerns about their workplace.

Meanwhile, standard six is around learning and development.

Employers must support paid time off for nurses to undertake continuous professional development (CPD), the RCN said.

Provision must also be made for restorative or clinical supervision, annual appraisals, preceptorship, support with revalidation and support to undertake formal education and research.

Lastly, the seventh standard highlights the specific requirement for independent sector employers to look after internationally educated nursing staff.

The document said there must be support for these nurses to settle into the UK workforce, including around securing suitable accommodation.

Brian Morton, RCN associate director of employment relations, said: “These employment standards are key in outlining what nursing staff in these settings should expect, and deserve, from their employers.

“Developed with RCN members and RCN representatives, the standards will help equip members with information and resources they need to advocate for fair pay, terms and conditions – which in turn ensures employers can recruit and retain the nursing staff needed to ensure safe patient care.

“Employers and commissioners of services can also use the employment standards to inform their decisions when developing employment terms and conditions, and commissioning services to take account of the pay, terms and conditions of the skilled nursing workforce.”

It comes as parliament is currently debating a new Employment Rights Bill, which aims to advance workers’ rights across the UK.

The bill, tabled last week by the government, would see major changes to sick pay, rules on striking, sexual harassment protections and more.

The RCN said the new employment standards for the independent sector had informed its lobbying strategy on the new bill.