Feedback - extended response on the independent sector

Jane Bunnett emailed bulletin@rcn.org.uk, asking what the RCN offers to members in the independent sector. “It is about time the RCN supported nurses whichever sector they work in,” Jane wrote.

Clare Jacobs, RCN Employment Relations Adviser, responds:

About 30 per cent of the RCN's membership works outside the NHS and this is growing. I appreciate that the independent sector is extremely diverse with nursing staff working in criminal justice, occupational health, schools, care homes, GP practices, private hospitals, clinics and care centres to name a few, so it is important to ensure RCN activity and services are appropriately focused.

As part of the RCN’s strategic plan, Council has committed to better supporting members in independent sector workplaces by strengthening current relationships with employers; through recruiting new local representatives; and forging new relations with other employers.

The RCN is keen to understand how to better support nursing and explore the challenges presented to both members and employers in the independent sector. We have started to do this by surveying baseline employment information and meeting with employers to develop joint work we can engage in together around professional development and support.

RCN central communications are reflective of issues that are high profile and of the moment, and has published articles regarding Southern Cross and Marie Curie, and independent sector activists, as well advice on payments for public holidays. I also link in with a member of RCN staff in each regional office who is a nominated lead for RCN activity in the independent sector.

These colleagues are currently scoping and pulling together region-wide activity plans to improve local communications, profile and relations outside the NHS. I’m sure your regional lead would be interested in linking in with you regarding activity in your area.

Pensions are important to us and we recognise that pension provision varies between employers in the private and independent sector and between the public and private sector. We have been in favour of the introduction of the National Employment Savings Trust (NEST) from next year which will ensure that all employees are automatically enrolled into a pension scheme.

In NEST, the employer will pay in three per cent, the employee four per cent and the Government will contribute a further one per cent through tax relief. Many members in the private and independent sector will have worked in the NHS in the past and thus be “deferred members” of the NHS scheme. Some current non-NHS staff may well work in the NHS in the future.

It is important that we try to deliver the best pensions we can and to look at this not just in terms of who is affected now but who may be affected long term. November’s Day of Action, and the pension debate, was not just about having or not having. It is also about who has access to the NHS scheme and in that regard there are big issues to discuss about which non-NHS staff may have access and in what circumstances. To that end we are keen to protect the “fair deal arrangements” that enable those moved into the private sector to remain members of the NHS scheme and those currently in the independent sector who are in the scheme to retain membership of it.

Finally, it is the case that current NHS staff pay towards their pensions. They pay 6.5 per cent of their salary towards a pension and often for 40 years. It is expected of us that we protect where we can their pension benefits.

I hope that this explains some of the work we are trying to do for you and our members working outside the NHS, and reassures you we are committed to supporting and advising members wherever they work.