Support in the workplace 

RCN learning reps champion and promote the value of learning. They do this by offering support and signposting – helping all members to plan, manage and undertake their learning in whatever way suits their learning style. They work in collaboration with the RCN, employers and other stakeholders to negotiate, develop, protect and embed learning in the workplace.

A learning rep might:

• provide information, advice and guidance and signpost members to high-quality resources and learning opportunities
• engage with RCN members to organise an event in the workplace, or support a campaign relating to the promotion or protection of learning in the workplace
• support individuals to identify and address learning needs that arise from their practice, or from cases where they are being represented by stewards
• access and analyse information about learning and development, and work in partnership to question, understand and influence the learning agenda
• make sure an employer is delivering the learning they are contractually obliged to deliver.

Our health and safety reps encourage and promote a safe working environment, ensuring members’ rights to a safe and healthy workplace by working collaboratively with the RCN, employers and other stakeholders to recognise and influence the management of risk in the workplace. During the COVID-19 pandemic, the spotlight fell on a range of health, safety and wellbeing issues at the workplace, such as access to personal protective equipment (PPE), mental health support and welfare facilities. The role of the health and safety rep has never been more important for members than now.

A health and safety rep might:

• provide information, advice and guidance, and signpost members to information and resources that support a safe and healthy workplace
• organise initiatives and support campaigns that help to create a healthy and safe workplace and culture
• support individuals with health and safety needs, some of which may arise from cases where they are being represented by stewards
• carry out health and safety inspections and identify health and safety issues that need to be addressed and work in partnership with employers to ensure risks and issues are addressed.
• carry out investigations when an incident has occurred
• engage with members to identify collective issues.

RCN stewards promote the value of partnership working, facilitating the fair treatment of RCN members through collective and individual representation, and by working collaboratively with the RCN, employers and other stakeholders to negotiate, support and promote good employment practice in the workplace.

A steward might:

• provide advice and guidance and signpost members to resources relating to the terms and conditions of their employment
• organise an event in the workplace or support a campaign relating to the local or national issues of employment
• represent a member through a range of workplace issues, such as a disciplinary, sickness or capability review
• access and analyse information about employment-related issues and work in partnership to question, understand and negotiate terms and conditions of employment with employers, where these can be negotiated locally.

We are unique in our dual function as both a professional body and the largest trade union for nursing. This puts us in a unique position to stand up for nursing and work to improve terms and conditions and the working environment for members, leading to better patient and client care.

What is a trade union?

• A trade union is an organisation of workers formed to protect and improve their working conditions.
• Unions use the collective strength of their membership to negotiate for fair pay and decent working conditions.
• Trade unions redistribute power back to the workforce, ensuring all workers are treated fairly by their employers. Additional information on trade unions can be found via our Starting Out resource.

When RCN members work together, we can achieve real change – in our workplaces, in our profession and for our patients. Doing this will improve professional standards, pay, staffing levels, employment rights and workplace safety – together, you and your colleagues can make lasting change.

This is why you must vote in RCN ballots, engage with fellow members in your RCN branch and connect with your RCN Council and Trade Union Committee members.  

You are the voice of nursing. You can shape the future of nursing. Get active and get organised.

What is organising?

Organising is when members come together and, through the strength in their numbers, win meaningful improvements and positive change to their lives and workplaces. Groups identify issues and then collectively work together to bring about solutions on their own terms. Organising is an opportunity for you and your colleagues to take action on the issues that threaten your ability to practice safely and effectively, from being paid fairly to having enough staff on shift to deliver safe care.

Organising at RCN

You and your colleagues are experts in your workplaces and are best placed to speak for your patients and the profession. And when decision- makers aren’t listening, organising is a way for members to collectively demand change, take action and ensure the right steps are taken by employers.

Across the UK, no matter your job, employer, care setting, or issue, you can be part of the organising movement, leading on the issues that matter to you no matter how big or small. We are with you every step of the way. Together, let’s use our voices to demand the changes we deserve.

When organising works

In 2021, over 2,500 nursing staff won fairer shift patterns at the Royal Free London NHS Foundation Trust. This victory came after nursing staff, supported by RCN reps and activists, took a stand together to demand change. Over the course of six months, RCN members came together and made it clear that they were determined, united and growing in numbers and strength. Through writing letters and attending meetings, members gathered almost 900 signatures of support. In one meeting, over 140 nursing staff collectively presented their concerns to the chief nurse.

As a result of members' collective action, nursing staff are now paid the standard rate for a 12.5-hour shift. What’s more, the trust invested in extra nursing staff posts to ensure safer staffing levels and a better work-life balance for staff. This is a first-class example of how collective action can create positive change.