Health and Social Care Secretary, Wes Streeting, has announced a comprehensive support package aimed at tackling violence and improving the working lives of NHS staff. These measures are part of the recommendations accepted by the government under the Agenda for Change contract, which covers over a million frontline NHS workers, following the 2023 pay deal agreement.
The 2024 NHS Staff Survey revealed that one in seven healthcare workers experienced physical violence from patients, their relatives, or other members of the public. Additionally, a quarter of NHS staff reported at least one incident of harassment, bullying, or abuse in the past year. Many of these incidents go unreported, hindering systematic efforts to address the issue.
To combat this, new measures will encourage staff to report incidents of violence or aggression, with data collected at a national level. This data will be analysed to identify if certain staff groups, based on race, gender, disability status, or role, face disproportionate risks, allowing trusts to better protect vulnerable workers.
Health Secretary Wes Streeting commented:
“No one should go to work fearing violence. Yet one in every seven people employed by the NHS have suffered violence at the hands of patients, their relatives, or other members of the public.
“Protecting staff from violence is not an optional extra. Zero tolerance for violence and harassment of NHS staff. It’s a commitment to make sure healthcare workers can focus on saving lives without fear for their own safety.
“I owe my life to the NHS staff who cared for me through kidney cancer. I owe a debt of gratitude that I will never be able to repay, but I certainly intend to try. You were there for me, and I’ll be there for you.”
The support package also addresses issues around fair compensation for NHS staff. Many workers are required to perform duties beyond their job descriptions without appropriate compensation, leading to local disputes. The Department of Health and Social Care is collaborating with NHS England, NHS Employers, and the Staff Council to implement a national digital system for the fair and consistent application of the Job Evaluation Scheme, ensuring staff are placed in the correct pay bands.
Additional measures include:
- Enhanced career progression support for nurses, including more learning and development opportunities, leadership training, and career coaching for managers.
- New guidance for recognising overseas experience during NHS appointments and sharing best practices in recruitment and selection processes.
- Steps to reduce reliance on expensive agency workers by facilitating flexible working for NHS staff and developing good practice guidance on working patterns.
- Encouraging six-month career reviews for ethnic minority nurses to identify progression pathways and provide targeted interview preparation support.
In total, 36 recommendations have been accepted by ministers. These measures are expected to significantly improve the NHS workforce's morale, enhance recruitment and retention, and create a safer working environment for healthcare professionals.
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