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COVID-19 (coronavirus) FAQs

Our frequently asked questions about COVID-19 and work

Find out how to protect yourself, what you should expect from your employer and what to do if you have concerns.


The information below has been compiled by RCN advisers in public health, infection control, and employment relations. We'll be updating it as the situation develops - so please do check back often.

We are working hard in these challenging times to keep you updated. If you can't find what you are looking for please see our Get help page or contact us and we will get back to you as soon as we can.

The HSE/HSE NI and MHRA both issue alerts and notices relating to equipment, PPE or treatment of patients. 

The below list is non-exhaustive. Please speak to your employer or local procurement team about any concerns and keep up to date with any local reporting procedures and policies.

KN95 face masks

Personal protective equipment (PPE)  cannot be sold or supplied unless it is CE marked. KN95 masks are manufactured to a Chinese Standard and are not CE marked. Therefore KN95 masks must not be used as PPE at work.  If you need further support please contact us or the Health and Safety Executive

Thermal cameras and temperature screening products

Please see Medicines and Healthcare products Regulatory Agency (MHRA): Don't rely on temperature screening products for detection of coronavirus (COVID-19).

Can employers re-designate bank holidays as normal working days?

The UK government has not introduced any legislation or guidance which annuls or delays bank holidays. Some NHS services, including acute hospitals and primary care, may decide to respond to the unsustainable pressures caused by the COVID-19 pandemic by deciding to run some or all services at weekday service levels during bank holidays. 

In these instances, where possible, we expect organisations to approach their local staff side or trade union representatives to clarify which services this will affect and consult on communications which will go out to staff on this matter. Wherever possible, organisations should maintain staff goodwill and request volunteers rather than requiring staff to work on bank holidays. 

Staff covered by NHS terms and conditions who are required to work on bank holidays, should be paid the appropriate bank holiday rate as set out in the NHS terms and conditions of service handbook. Their leave should also be credited with the public holiday so it can be taken at a later date. 

If staff would normally not have worked the bank holiday (without having needed to book it off) or usually work shifts and had booked it off, the normal notice requirements for cancelling leave would apply. 

If you are being asked to work bank holidays and weekends as part of a move to a full seven day service due to unsustainable pressures arising from the pandemic you will be entitled to unsocial hours payments as set out in section 2 of the NHS terms and conditions of service handbook
For staff working in an NHS organisation, if you are being asked to cover bank holidays or weekends as overtime then section 3 of the handbook will apply. 

All NHS staff are entitled to the full allocation of bank holidays, so if you are asked to work a bank holiday then you will be entitled to that day back as set out in the handbook. 

For staff working in primary care (including GP practices), entitlement to pay (including enhancements) when working on public holidays will depend on your contract of employment. However, the RCN expects employers not to seek to vary contractual entitlements during the pandemic. If you have concerns regarding bank holidays you need to raise the issue with your HR Department or a more senior manager and ask the reason for this in writing. This should be done before contacting the RCN for further advice. If you have your employer’s written response but you haven’t been able to resolve the issue, you should raise your concerns with your local RCN representative directly or by contacting our advice team.

For staff working for independent employers the re-designation, or changing, of public holidays will depend on your individual contract. Staff not covered by NHS terms and conditions should check their contract of employment for their annual leave and holiday pay entitlements. If your existing contract makes provision for public/bank holidays and conditions related to those days (e.g. pay or additional leave), you are not obliged to accept a change to your existing contract. However, employers can cancel booked leave if they give the appropriate statutory notice. If you have concerns regarding bank holidays you need to raise the issue with your HR Department or a more senior manager and ask the reason for this in writing. This should be done before contacting the RCN for further advice. If you have your employer’s written response but you haven’t been able to resolve the issue, you should raise your concerns with your local RCN representative directly or by contacting our advice team.

Am I allowed to car share for work purposes, for example when visiting patients in the community?

Under health and safety legislation, your employer and/or your placement provider, has a legal duty to carry out a COVID-19 workplace risk assessment. This includes sharing a car for the purposes of work for example, providing care in a patient's home.

As part of that risk assessment process, adequate control measures should be identified.

For the purposes of sharing a car, this might include:

  • limiting the number of occupants to two (with the passenger sitting in the back of the car)
  • keeping windows open (if practical to do so) and
  • face coverings to be worn when sharing the vehicle.

The RCN risk assessment toolkit provides information and guidance on how to undertake a risk assessment, taking into consideration the responsibilities of both employers and employees, in accordance with the Health and Safety at Work etc Act 1974 and the Health and Safety at Work Order (Northern Ireland). 

The requirement to carry out COVID-19 workplace risk assessments for healthcare workers will remain in place after the 1st April 2022.

Note: Your personal travel arrangements, before and after starting work, are not covered as part of your employer's risk assessment. However, you are advised to follow the same identified control measures.

Students should liaise with their placement provider for further information.

If you have concerns about cardiopulmonary resuscitation (CPR), please see our guidance on CPR and PPE.

To help control the spread of COVID-19, additional cleaning and disinfection will be needed.  For larger spaces a number of cleaning options are available, such as fogging and the use of vapour.

It is important to note:  

  • Where exposures to cleaning chemicals, pathogens or other substances, could cause a risk to health, the a risk assessment in accordance with the Control of Substances Hazardous to Health (COSHH) Regulations should be carried out. 
  • The control measures identified from that risk assessment should then be implemented.
  • Staff must receive suitable and sufficient training and be competent in the use of equipment.  
  • Staff must also be made aware of, and adhere to, Infection Prevention and Control (IPC) procedures and agreed protocols.
  • The cleaning of equipment provided for patient care, must be carried out as per the manufacturers guidance/instructions.  
  • Alternative cleaning agents/disinfectant products may be used with agreement of the local IPC team or the Health Protection Team (HPT). 

If you have any concerns, please see our guidance on raising concerns.

See our clinical guidance pages for information and advice on issues including:

See our clinical pages for information on critical care and our news story on staffing ratios in ICU.

If you are working in a patient's home where family members are refusing to socially distance or ventilate the home, please see our guidance on prioritising personal safety

If you are a student nurse, please see our COVID-19 advice for students

The UK governments have made financial provision in the event that eligible health care workers sadly die as a result of exposure to COVID-19 at work. These are known as Coronavirus Life Assurance schemes and are detailed in rules set out by health ministers under their delegated powers.

Members should refer to the individual scheme rules for eligibility criteria.


A one-off lump sum 'coronavirus life assurance' payment of £60,000 will be payable in the event of the death of a health and social care sector worker (who worked in a publicly funded service) who dies on or before 31 March 2022 as a result of COVID-19 and, it is likely that they contracted COVID-19 in the course of their work.

If you are a member of the NHS Pension Scheme your survivors will also receive the life assurance benefits you are entitled to under scheme rules. These are usually a lump sum plus an ongoing payment for a surviving partner and any dependent children. 

This scheme is scheduled to end on 31 March 2022. Claimants have until 31 March 2023 to submit claims for deaths that occurred while the scheme was open. Deaths which occurred before the announcement of the scheme will also be considered. 

The RCN has written to the Secretary of State calling for an extension to the life assurance scheme, until a time when nursing staff and all health and care workers are assured that their lives are not at such risk from the pandemic.


The survivors of NHS staff who die as a result of COVID-19 exposure at work will receive coronavirus life assurance benefits. This includes a lump sum of twice the workers annual salary plus an ongoing pension payment for a surviving partner and any dependent children. If the worker is in the NHS Pension scheme, their coronavirus life assurance benefit will be reduced by the amount of life assurance they receive from the NHS Pension scheme.

If a publicly funded social care worker dies without death in service cover in their contracted pension arrangements, the Scottish Government will provide a one-off payment of £60,000 to a named survivor.

This scheme is scheduled to end on 31 October 2022. The scheme policy notes state the scheme will automatically expire when the NHS in Scotland is stood down from an emergency footing, or at the direction of Scottish Ministers, whichever is first. Individuals who develop symptoms of COVID-19 related illness after this date and subsequently die, will not automatically be accepted. Scottish Ministers however reserve the right to extend or amend the scheme if deemed necessary, provided any amendment will not have any significant adverse effect on any person then benefitting from the scheme.

Northern Ireland

In the event of a staff member dying due to COVID-19 a lump sum payment of £60,000 will be made to their estate, if they meet the qualifying work-related criteria for the scheme. The scheme is non-contributory, meaning there is no cost to staff or employers.

The Health and Social Care Coronavirus Life Assurance Scheme is independent of the HSC Pension Scheme. Any lump sum or pension benefits payable to the relatives or dependents of HSC Pension Scheme members will continue to be processed and paid as before.

The scheme will close on 31 March 2022. HSC Pension Service, who administer the Coronavirus Life Assurance Scheme on behalf of the Department of Health, will continue to accept and process applications for twelve months after the closing date of the scheme for eligible individuals who passed away before the closing date of the scheme.
Please see The Health and Social Care Coronavirus Life Assurance Scheme 2020 for further details.  


The scheme manager may pay a single lump sum of £60,000 in respect of a qualifying death to the eligible individual’s personal representatives, where a claim is made before or on, the date six months after the scheme end date

The scheme will close on 30 June 2022. Claimants have until 30 June 2023 to submit claims for deaths that occurred while the scheme was open.
Please see the NHS and Social Care Coronavirus Life Assurance Scheme 2020 (Wales) for further information.  

How would my surviving family apply for this?

Your family should make contact with your employer who will initiate the application, discuss claim forms and any necessary documentation checks. The coronavirus life assurance schemes are being administered by the relevant NHS Pension scheme administrators.

Will this lump sum payment be taxable?

No, but it may be counted as part of your estate for inheritance tax purposes. It will also be treated as capital for means tested welfare benefit payments from the Department for Work and Pensions (DWP) (e.g. Universal Credit and tax credits).

Where can I find more information?

NHS and Social Care Coronavirus Life Assurance Scheme (England) 
NHS Scotland Coronavirus Life Assurance Scheme 
The Health and Social Care Coronavirus Life Assurance Scheme 2020 (Northern Ireland)
NHS and Social Care Coronavirus Life Assurance Scheme 2020 (Wales)

The RCN will provide support and assistance to the families of members who die due to COVID-19 to ensure that they receive the payments they are entitled to. Should they encounter any problems with the applications they should contact RCN Direct.

Do I need to wear PPE to undertake verification of death? 

The RCN guidance on DNACPR and verification of death includes the need to wear PPE as an element of standard infection control precautions.  Please refer to your local policies for guidance on the correct PPE to wear to undertake verification of death.

Last offices - care given after death

During the COVID-19 pandemic, care after death (last offices) including personal care, may be carried out by nursing staff who are not normally requested to complete this within their scope of practice. In some circumstances nursing staff may be redeployed into a role where this procedure is expected. Their line manager ultimately has responsibility to ensure the relevant support and competencies are in place and that staff members feel confident in carrying out last offices.

When undertaking care after death, the following considerations must be made:

  • The principles of delivering dignified and compassionate care following death remain in place, including consideration of the individual’s spiritual and cultural beliefs.
  • Last offices should be performed according to local policy.
  • In line with UK Infection prevention and control guidance, PPE must be worn whilst performing last offices for individuals with either suspected or confirmed COVID-19

Registered Nurses who wish to undertake this extension of their role are required to understand the Special Edition of Care After Death: Registered Nurse Verification of Expected Adult Death (RNVoEAD) guidance (Hospice UK 2020) and undertake appropriate training in order to be deemed competent to verify an expected adult death. This session is designed to support this training by presenting a case study highlighting the process and responsibilities of an RN when verifying an expected adult death. The session is available via the e-lfh hub.

The Registered Nurse Verification of Expected Adult Death session will also be added to the eELCA learning path, Resources to support staff with difficult conversations and end of life care which was created to support staff during the COVID-19 pandemic. This learning is available on the e-lfh hub.

Please see our guidance on redeployment and the NHS England guidance on care after death for more information. 

Please see our guidance COVID-19 and mandatory vaccination.

Should Patients and visitors still wear face coverings in health and care settings?

The RCN recommend that the public patients and visitors continue to wear face coverings when entering health and care settings. 

There is clear advice across the UK everyone accessing or visiting health care settings must continue to wear a face covering where it is appropriate to do this:

England: NHS England NHS Improvement: NHS Patients, staff and visitors must continue to wear face coverings in healthcare settings
Northern Ireland: Coronavirus (COVID-19): face coverings
Scotland: Coronavirus (COVID-19): face coverings guidance
Wales: Face coverings to continue to help keep Wales safe 

Face coverings help minimise the risk of transmission of the virus to NHS staff and other patients and should be worn wherever possible. The condition of the patients and the environment does need to be considered.

What do I do if patients refuse to wear a face covering?

Where patients or visitors refuse to wear masks nursing staff should liaise with their line manager in the first instance. If they feel unsafe the RCN has further guidance on refusal to treat and prioritising personal safety

See below for answers to your questions about self-isolating, shielding and underlying health conditions.

Our redeployment page also offers advice for staff with underlying health conditions. You can also find information on our COVID-19 and individual risk assessments page.

For more information and resources for staff with ill health or disability issues - including to speak to other members with lived experience of disability at this time - visit our Peer Support Services pages.

Employers should have suitable policies and procedures in place to support all their employees who are working from home, whether this is permanently or because they have been asked to do so as a consequence of the pandemic. 

To remain current and relevant, policies and procedures should be reviewed on a regular basis and/or where there has been significant change.  The areas covered should include ensuring the health, safety and welfare of the employee (so far as is practical), maintaining patient confidentiality and general data protection and, ensuring suitable resources are provided. This includes suitable work equipment and secure storage, if confidential documents are being held at home.

If you are homeworking you may also want to see our information on COVID-19 and individual risk assessments.

If you are an NMC registrant, you will also need to be aware of your professional responsibilities and accountability in line with the NMC Code

You should raise any areas of concern with your employer. Useful information is also available from NHS Employers and from ACAS.

See our Immigration Advice Service pages.

What incidents do I need to report?   

You should follow your existing organisational policy and guidelines on reporting patient safety and clinical incidents. 

The RCN is encouraging members to report incidents relating to potential breaches in health and safety requirements which have led to exposures to COVID-19. Examples include a lack of personal protective equipment (PPE), defective PPE or not being fit tested for FFP3 masks. This includes breaches due to unsustainable pressures in the workplace. 

Where possible provide as much evidence as you can, including witnesses and where able to do so upload photographs. If this is not possible, you should keep your own records e.g. photographs. If there were unsustainable pressures in the workplace e.g. low staffing levels, increased demand, please also mention these. 

The Health and Safety Executive (HSE) describes an incident as a: 

  • near miss - an event not causing harm, but has the potential to cause injury or ill health (in this guidance, the term near miss will include dangerous occurrences), or an
  • undesired circumstance - a set of conditions or circumstances that have the potential to cause injury or ill health, e.g. untrained nurses handling heavy patients.     

The RCN believes that lack of appropriate or sufficient PPE (including where shortages lead to re-use of PPE designated for single use) and issues around lack of training or fit testing for PPE are examples of undesired circumstances which should be reported. See our PPE guidance for more information.

Being deployed to an area and not receiving appropriate training to carry out your role safely would also justify an incident report, as it is an undesired circumstance - as would not being trained in how to don and doff PPE safely. 

See our PPE guidance and guidance on raising concerns for further information on escalating issues relating to PPE 

Reporting psychological harm 

The RCN would also encourage members to report any work-related harm to their psychological health including work related stress and cases of violence, bullying and harassment or abuse. If these are due to unsustainable pressures in the working environment, please include this information in your report. 

If you don’t feel able to complete an incident form or are worried about confidentially, log your concern in writing with your occupational health provider who can support you to make your manager aware of the problem. 

You should never be discouraged or victimised from completing an incident form. If you are please see our bullying and harassment guide for more information.

If you have an RCN representative in your workplace let them know about any incidents or injuries at work, so that they can follow up with your employer and offer you any necessary support, especially if you are off work as a result of an incident or injury.   

An incident form also provides a useful record should you go on to develop any health conditions as a result of any workplace incidents.  

Find out more in our accidents and work and personal injury guide.

What happens if something goes wrong?

You might be concerned about what protections are in place if something goes wrong in the course of your work during the COVID-19 pandemic. This is where your professional indemnity becomes relevant. 

The term ‘professional indemnity’ is sometimes used to describe two different types of cover: clinical negligence cover, and representation for workplace issues.

When we talk about indemnity, we’re referring to clinical negligence cover, i.e. the cover that pays out if a patient is harmed and makes a claim for compensation against a practitioner or health care provider.

Clinical negligence cover 

See COVID-19 and indemnity: what you need to know

Representation for workplace issues

Aside from indemnity cover for clinical negligence claims, you may also be concerned about support with workplace issues such as disciplinary action, inquests or NMC referrals. Unions like the RCN provide this to their members as a benefit of membership. Some Medical Defence Organisation cover includes this service as well.

If you’re an RCN member and need our help, visit Get help to see the full range of support is available to you. If you’re not an RCN member, find out more about membership.

I can see clinical waste bags piling up awaiting collection - what do I do?

Waste is generated as a result of health and care practice/processes. There are clear responsibilities for both the ‘producer of the waste’ (the member) and the organisation responsible for the management of waste produced.  

UK NHS guidance, Health technical Memorandum (HTM) 07-01 is the overarching guidance for health care organisations to manage waste. This document provides a framework for best practice waste management to enable healthcare organisations/other waste producers meet their legislative requirements and minimise waste production.

The term clinical waste is commonplace in all health care environments including community settings, and is defined within the Controlled Waste (England and Wales) Regulations 2012 as waste from a health care activity that: 

  1. contains viable micro-organisms or their toxins which are known or reliably believed to cause disease in humans or other living organisms,
  2. contains or is contaminated with a medicine that contains a biologically active pharmaceutical agent,
  3. is a sharp, or a body fluid or other biological material (including human and animal tissue) containing or contaminated with a dangerous substance (based on regulations for the classification, packaging and labelling of dangerous substances) [summarised].

Waste generated as a result of providing care to suspected or confirmed patients with COVID-19 falls into the category of clinical waste (Category B waste) as defined by the COVID-19 waste management standard operating procedure. It is the responsibility of the person generating the waste (e.g. a nurse, HCSW, midwife) to categorise the waste correctly and place it in the correct waste receptacle (bin).

Who is responsible for the management of waste, specifically safe storage?

It is the responsibility of managers to ensure that health care waste is stored securely so as to prevent the escape of waste, harm to the environment and harm to human health. Failure to do so is a breach of the statutory duty of care. This applies to storage at the point of production and bulk storage areas whilst awaiting transport for onward disposal.  

Where waste accumulates and is deemed excessive members should:

  • refer to their local employer’s waste policy 
  • report the issue to their line manager or waste manager (if present)
  • complete an incident report if the issue is unresolved.

Capacity for the management of clinical waste across the health and care system is limited at times due to the amount of waste generated as a result of the pandemic.  The communication/feedback of issues relating to waste management/co-ordination can be found in the NHS COVID-19 waste management standard operating procedure (England).

Please see our guidance COVID-19 and mandatory vaccination

During these challenging times, you may be finding it difficult to maintain your mental health and wellbeing when coping with so much uncertainty and turmoil at home and at work.

For tips and resources on self care and looking after your mental health during the COVID-19 outbreak, see COVID-19 and your mental wellbeing for more details.

If you need further emotional support, you can access the RCN Counselling service, who are operating as normal to support members during this time.

You may also find these resources helpful:

NHS Pathways

RCN Foundation mental health and wellbeing repository

Rest, Rehydrate, Refuel

Time and space

OpenLearn: Understanding depression and anxiety

e-Learning for Healthcare: Introduction to Mindfulness


Turas Learn: Psychosocial mental health and wellbeing support for staff

Where can I find information on pregnancy and the care of pregnant women?

Please see our clinical advice under Pregnancy and fertility care.

I am returning to midwifery practice but I need to refresh my skills. What support is available?

Health Education England (HEE) has developed a module specially for returning midwives.
The RCN has also created a new Return to Practice (RTP) network to support nurses working in health and social care who are returning to work during the COVID-19 pandemic. Further information is also available from the NMC.

If you have more than one job and are being told that you cannot continue to work in all of your roles due to potential infection control risks, you need to first establish whether your employment contract or any local policy, related to second employment, allows you to hold more than one job. If you are permitted or the information is not clear, please contact us for further advice. 

The process of registration and revalidation is managed by the NMC.

The NMC recognises that this is a difficult time and has put together information and advice on how they'll support you to meet the requirements.

Get in touch with the NMC directly if you have any issues or concerns.

Worried about meeting your revalidation deadline?

See our guidance on revalidation and the NMC's How to revalidate during COVID-19. The NMC recognises that it might be difficult for you to complete your revalidation on time.

Read about the NMC's revalidation extensions here and talk to the NMC if you think you need one. 

Concerned about meeting your Continuing Professional Development (CPD) revalidation requirement? 

See our  guidance on revalidation in a pandemic - meeting your CPD requirements, along with the NMC's How to revalidate during COVID-19.

The NMC has helpful guidance sheets on CPD which give examples of relevant CPD activity. 

Following the government announcement on the ‘Living with Covid’ plan, the NMC announced that the temporary register will close to new applicants on 24 March 2022.

The NMC have also confirmed that the temporary register will close on 30 September 2022. For full details please see the NMC’s website.

If you have been asked to witness a patient's will, please see the 'signing legal documents during the course of your employment' section of our advice for witnesses.

The RCN recognises that due to unsustainable pressures, these are unprecedented times. As a result, nursing support workers may be required to make adjustments to their normal day to day duties.

The principles of accountability and delegation can be applied to the nursing support workforce and this includes health care assistants, assistant practitioners, trainee nursing associates and nursing apprentices. 

Health service providers have a duty to ensure that they meet their legal requirements to provide a safe working environment for nursing support workers to fulfil their delegated responsibilities. 

Am I still accountable if a task has been delegated to me by a registered nurse (RN)?

Yes, providing you have agreed to accept it, verbally or by deed. The RN may be in overall charge of the nursing care, however, may need to appropriately delegate to others, according to delegation frameworks/guidance in the four nations.

If you are unable to carry out the delegated task inform the RN in order to protect yourself, your patients, the organisation and even the delegator. If you are still unsure, always seek further advice or clarification. It is advised that you may want to observe a task before asking to do it under supervision, to give you the necessary skills and knowledge you need.

It is important that you have an understanding of local policies and for you to keep your skills and competencies under constant review through regular meetings, debriefing sessions with your line manager and through clinical supervision. 

Further resources to support practice are available here:

First steps: accountability and delegation

First steps: supporting medication administration

Medicines management 

Learning resources for HCAs, APs and TNAs

Northern Ireland:

NIPEC Delegation Decision Framework


Turas learn: Delegation

Turas Learn: Making delegation safe and effective: information for support workers in health and care settings in the context of COVID-19 outbreak


Health Education and Improvement Wales: All Wales Guidance for Delegation

When am I personally accountable for my practice as an employee?

You are accountable if you accept the responsibility to perform a task. As a nursing support worker you need to be sure that you have the ability to competently perform tasks allocated to you and you are working within your scope of competency, which includes your job description and terms and conditions. You must inform a senior member of staff if you are unsure or you are being expected to work beyond your competence due to unsustainable pressures at work. 

I am more involved in end of life care during the COVID-19 pandemic. What do I need to know?

Nursing support workers in all settings must be supported - which includes relevant and adequate training, guidance and support - in order to provide the best possible end of life care. Due to COVID-19 there will be an increase in numbers of people with palliative and end of life care needs. This will include those who have also become palliative during the pandemic and those who have been impacted by changes to the health and care services. The RCN has developed palliative and end of life care information to support all of its members.  

Dignity, respect and compassion must remain at the core of the delivery of end of life care. As far as reasonably possible, people’s cultural, religious and spiritual beliefs should be explored and respected. However, as the pandemic increases this may not always be possible. You must inform your team leader or line manager if you do not have the relevant skills, education, competencies and resources to support end of life care. 

Further resources to support practice are available here: 

Fundamentals of end of life care

First steps: end of life care

Health Education England: End of life care for all

Open Learn: An introduction to death, dying and grief

The Six Steps Programme: Six steps to success in end of life care


Turas Learn: Palliative and end of life care


Social Care Wales: End of life care

What if my employer asks me to move from my normal role? 

Please see our guidance on redeployment for more information.

Further resources 

Northern Ireland:

Northern Ireland Social Care Council

Public Health Agency

Department of Health


Scottish Social Care Council: Codes of Practice

Turas Learn


NHS Wales: Code of Conduct and Code of Practice

Social Care Wales: Codes of Practice and guidance

NHS Wales: All Wales Induction Programme

I'm working extra hours outside the NHS. What are my entitlements?

Overtime and TOIL arrangements should be detailed in your contract of employment and/or employer's policy. Please check with your employer for more information about how additional working hours will be allocated, recorded and recouped.

I’m working extra hours in the NHS. What are my entitlements? 

Any change to your working patterns should be agreed with you, in accordance with your employer's policies and your contract of employment. 

Overtime entitlements are set out in section 3 of the NHS terms and conditions of service handbook

Systems should also be put in place to ensure that you can take TOIL as soon as possible after you accrue it. Where TOIL cannot be taken within 3 months, managers are responsible for ensuring payments are made, as set out in section 3.5 of the NHS terms and conditions of service handbook

Please check your employer’s policy for more information about how additional working hours will be allocated, recorded and recouped.  

I am a band 8 or band 9 nurse. What are my entitlements? 

It is expected that managers will need to work additional hours to support their teams respond to the pandemic. 
NHS staff at bands 8 and 9 are not usually eligible for overtime when they work beyond their contracted hours. However, the RCN is calling on all UK governments to ensure that all NHS staff receive overtime payments for hours worked beyond full-time contracted hours.

The Scottish Government issued a variation order confirming that the bar on entitlement to overtime payments for staff employed on bands 8 and 9 (section 3.6 of the National Handbook) and for Executive and Senior Managers (ESMs) should be waived in Scotland for the course of the pandemic.

The Health Department for Northern Ireland has made a temporary amendment to Agenda for Change terms and conditions to allow overtime to be paid to bands 8 and above, where required for additional duties relating to COVID-19.

In England, the NHS Trade Unions and NHS Employers have issued guidance to NHS employers outlining the issues that should be included in local policies on overtime during this period – including payment for additional hours for bands 8-9.

The Welsh Government have confirmed that Welsh NHS organisations have discretion to pay overtime at time and a half to these bands where the additional activity relates specifically to the management of COVID-19.

The RCN believes that where local policies are agreed, overtime payments for band 8-9 staff should be calculated on the same basis as for staff on bands 2 to 7.

See section 3 of the NHS terms and conditions of service handbook.  

What if I’m pregnant?

The RCN expects employers and occupational health departments to carry out (or review) pregnancy risk assessments for all pregnant workers. The assessment will look at your role, your work environment and the context of your health (including any underlying conditions). It must highlight any potential risks and take steps to remove the risk of harm to you and your unborn child. The NHS has produced guidance on Pregnancy and coronavirus (COVID-19) which includes a section on pregnancy and risk.  Our COVID-19 and individual risk assessments guidance includes a template letter to help you request a pregnancy risk assessment.

If the risk can't be removed, your employer should look at suitable alternative work, including home working, the use of a single office or redeployment in line with health and safety standards.
If suitable alternative work is not available then you should be suspended on full paid leave for as long as necessary to protect your health and safety, or that of your unborn child. Employers who do not undertake risk assessments or organise suitable alternatives may be breaching the Management of Health and Safety at Work Regulations 1999 (MHSW).

If you have any concerns, discuss these with your line manager in the first instance. You may also wish to discuss the matter with your GP, midwife and Occupational Health department. It is important to contact us if you feel at risk.  

The government guidance is available using the links below:

England: The Department of Health and Social Care and the UK Health Security Agency has issued Guidance for people previously considered clinically extremely vulnerable from COVID-19
Northern Ireland: Coronavirus (COVID-19): guidance for people at higher risk from COVID-19 – NI direct
Scotland: Coronavirus (COVID-19): advice for people on the Highest Risk List –
Wales: People at increased risk from coronavirus and Guidance on shielding and protecting people defined as extremely vulnerable from coronavirus – previously known as ‘shielding’

If you are pregnant and want to know more about the COVID-19 vaccine, please see our COVID-19 and vaccination FAQs and the UK government guidance COVID-19 vaccination: a guide on pregnancy and breastfeeding

For further clinical guidance on contraception, pregnancy, childbirth and midwifery, please see our clinical page.  

Can I be made to start my maternity leave early?

If you’re being asked to take early maternity leave you should inform your employer that pregnant staff cannot be required to start maternity leave early. The only requirement to start maternity leave early is if a worker has a pregnancy-related illness in the 4 weeks before their baby is due.

If, following a health and safety risk assessment, the risks cannot be removed and your employer cannot offer you suitable alternative work, including moving to a different work area or working from home, you should be medically suspended on full pay. The statutory right to medical suspension pay applies to employees across the UK who have been in their job for one month and the right lasts for 26 weeks. 

If you’re being forced to take early maternity leave notwithstanding the above, you should contact us.

What if I have concerns about how coronavirus is being handled in my workplace?

Organisations should have effective procedures in place to allow nursing staff and their representatives to raise any concerns in relation to equipment, policies and processes for managing COVID-19 at the earliest opportunity.

Nursing staff should feel able to raise concerns without detriment and should receive timely feedback on their concerns. If your concerns remain unresolved, refer to our raising concerns guidance and speak to your line manager. You can also contact us for advice.

If you have concerns about staffing levels, please see our COVID-19 and staffing levels advice for more information. 

Please see our working time and breaks advice guide for more information about your rights during Ramadan. 

What is the role of RCN safety representatives?

RCN safety representatives should be kept informed of measures being taken to protect staff and there should be mechanisms in place that allow safety representatives to raise concerns with senior managers, health and safety, or infection control leads on behalf of staff. 

Members who are concerned should speak to their local RCN safety representative and/or contact us.

Please see our guidance on redeployment.

What’s the RCN’s position on retired nurses returning to work to help with the response to COVID-19?

Retired nurses are being encouraged by the UK and devolved governments to return to clinical practice to support the COVID-19 response. However, this is a matter of personal choice and they need only return to work if they choose and feel able to. 

Re-introduction of abatement rules 

England and Wales - The abatement rules in England and Wales have been suspended until 31 October 2022. You can find further information in the Department of Health and Social Care and RCN news story.

Scotland- The abatement rules in Scotland have been suspended until 31 October 2022. You can find further information in the Scottish Public Pensions Agency FAQs and RCN news story.

Will I need to inform my NHS Pension administrator if I return to work under this initiative?

Your employer should make any necessary notifications.

All NHS Pension administrators (England & Wales, Scotland and Northern Ireland) are operating under their business continuity arrangements in order to provide a full service to scheme members and pensioners during this time. However, some non-critical processes may take more time as their workforce is reduced as staff have to work from home, are self-isolating or unwell. They are also supporting employers who may need to change some of their administrative processes due to other pressures.

What will I be paid if I return to the NHS? 

If you were covered by NHS terms and conditions before retiring, you should be paid at the top of the appropriate pay band for the role you are doing, providing you previously worked in that pay band or higher. 

If you return to the same pay band, you should not be paid at a pay point any lower than this. 

If you choose to return to a lower pay band, you should be paid at the top of that band.

What if I want to return to a different role?

If you want to return to a more junior role than the role you retired from, you should be paid the top of the pay scale for that junior role. 

What support will I have from the RCN?

Existing RCN members who are in the Retired category who join the temporary register will receive full support and representation as retired members whilst they are on the temporary register.

Any non members who are retired (and don’t have an active NMC PIN) who join as a retired member (£10 per year or 84p per month), will receive full support and representation as retired members whilst they are on the temporary register.

You can join the RCN online or to discuss your RCN Membership, please call 0345 772 6100 and choose option 1 (Membership) or email

The RCN believes if a member of health care staff contracts COVID-19 while working in clinical practice where they have been exposed to patients with COVID-19, employers should submit a RIDDOR report in line with HSE guidance.

Please see our COVID-19 and time off advice guide and we also have guidance relating to Long COVID.

During the COVID-19 crisis nursing staff will turn, like everyone else, to online communication to keep in touch and to connect with their communities.

Quite rightly, there is unprecedented interest in the experiences of nursing staff on the front line of the pandemic and concern for their welfare. Importantly, nursing staff have raised issues like lack of PPE and testing that influence government policy. They must continue to speak up.

Some members have reported pressure from their employer not to mention difficulties. Whilst sympathising with the challenges faced by employers, they must continue to draw attention to their own concerns. Nursing staff are in a unique position to provide the evidence that will lead to improvement.

The purpose of this guidance is to encourage you to keep pressing for safety improvements, but to do so in ways that will not risk damage to your career. Some disputes with employers and referrals to the NMC have arisen from the use of social media during the emergency. We want to alert you to potential problems, so that they can be avoided.

Using social media safely

The NMC Code has a section specifically devoted to the use of social media, as follows:

“Use all forms of spoken, written and digital communication (including social media and networking sites) responsibly.” (The Code, paragraph 20.10)

The NMC has also produced a useful guide that sets out uses of social media that might breach sections of the Code.

Recently, the NMC has received some referrals to their Fitness to Practise Directorate involving the use of social media. These include posting misinformation about the virus, promoting sales of dubious products, inappropriate information about an employer or inappropriate comments about individuals. Hopefully, these cases will be resolved without long term difficulty, but registered nurses must remain aware that they are exposed to more scrutiny than the general public. Anything posted can end up in a public place, even if originally covered by privacy settings.

Those working in unregistered positions can be disciplined by an employer for unprofessional social media use.

How to raise concerns safely

The RCN guidance on raising concerns will lead you step by step through the process.

Social media attacks

A few members have become the victims of trolling online. If this happens to you, you can escalate the matter to your manager and your HR department may become involved. They could even involve the police. The RCN advises members to not engage with trolls and to seek RCN support.

And remember, the RCN is here to support you. We are actively challenging local and UK-wide issues on your behalf. Come to us first by speaking to your RCN advisers or your local rep. Please visit our Get help pages or contact us.

Please see our COVID-19 and staffing levels advice for more information. 

Please see our position statement on staff living in care homes for more information. 

Read our guidance to support you and your team as you welcome those returning to practice at this time.

Precautionary regular testing of health and care staff

Regular testing is an expectation of health and care providers, including adult social care and represents one part of broader public health interventions such as vaccinations, social distancing and mask wearing to prevent COVID-19 infection.  

The RCN is urging employers to ensure that testing is carried out in working hours at a convenient location, if this cannot be undertaken at home. There should also be no detriment suffered by staff in the event of a positive test. Where that’s not possible, a conversation needs to take place with the employer.

The testing frequency for this precautionary approach varies currently across the UK, however additional testing can be undertaken if a health care worker develops symptoms of COVID-19 or, requires testing for any other reason. Lateral flow devices are used as the primary testing method, with confirmatory PCR tests undertaken if a positive lateral flow test occurs or for other reasons, as indicated in national guidance. 

A temporary suspension of PCR testing has been announced (6 January 2022) in England, Scotland and Wales. 

I am unable to access lateral flow devices to undertake testing - what should I do?

In the event you are unable to access supplies of lateral flow devices for testing, you should contact your line manager immediately and follow your employer’s local policy.

Please contact us if you have concerns.

Does the RCN support the temporary changes on confirmatory PCR's after positive lateral flow test?

The RCN considers PCR tests as the gold standard for confirmation of COVID-19 infection. Although lateral flow tests (LFTs) provide a relatively quick and convenient test, PCR tests are more accurate and allow additional genetic analysis of the virus present in positive tests for potential new variants to be identified. In health and care settings the use of PCR tests can also support investigation of clusters and outbreaks of infection which is not possible with LFTs. The RCN wants PCR testing to remain available in health and care settings, for staff and patients/clients, to ensure safe care and working environments. 

Can I refuse to be tested?

Yes. Under the common law, any person with capacity to make decisions about their own treatment can refuse medical intervention. However, this right does not prevent an employer or regulator from then taking action.

What action can my employer take if I refuse to be tested?

If your employment contract contains a clause requiring you to undergo testing, then refusing to comply could result in your employer taking disciplinary action against you (or even dismissing you). However, it is unlikely that many employment contracts will contain such a clause.

Even if there is no express contractual requirement to be tested, refusing the test may well amount to a breach of the implied term of mutual trust and confidence and/or a failure to comply with a reasonable management instruction. This could be deemed an act of misconduct or give rise to ‘some other substantial reason’ that may give an employer grounds to dismiss you, depending on the context in which you work and your individual circumstances. Someone who works in ITU as opposed to a non-clinical setting, for example, would be more likely to be required to take the test. Your reason for refusing would also play a part (for example, you may have a medical reason), as would the ability of your employer to deploy you safely without testing.  

What should I do if my employer is asking me to be tested but I want to refuse or if I want the testing to be carried out in a different way?

If you do not want to be tested, or if you want to be tested in a different way, then you should raise your concerns with your employer. Your employer must consider the health and safety requirements of the service being provided alongside your own concerns.

The RCN advocates that testing is carried out in working hours, does not require unreasonable travel and is a proportionate response to the health and safety needs of the organisation. Testing should also be undertaken consistently.

If you are unable to resolve the issues by agreement with your employer, you should contact us for further support. 

Can the NMC take action against me if I refuse to be tested?

The Code requires you to reduce, as far as possible, any potential for harm associated with your practice. This includes keeping to and promoting recommended practice relating to controlling and preventing infection. It also includes taking all reasonable precautions to avoid any potential health risks to colleagues, people receiving care and the public. If you unreasonably refuse testing and as a result there is increased risk to patients or the public, there is a chance that the NMC could commence an investigation, but it would very much depend on all the circumstances at the time. 

Should staff be asked to sign a consent form for testing?

There is no need for the employer to obtain a written consent in respect of the medical procedure; provided the staff member knows what a throat-swab is and knows that the test is for COVID-19, then permitting the tester to take the swab constitutes implied consent. However, consent should also be obtained in relation to the processing of that test data. 

Can my employer share my result?

Ordinarily, your employer cannot share personal data about you with anybody else without your consent. However, if you have tested positive, then those with whom you have been in contact will need to be informed in order that they can self-isolate. This should not involve naming you, but you might be identifiable from the circumstances. Otherwise, your employer can describe their testing regime to the public.

Students on placement should be allowed access to lateral flow tests and undergo the same regular testing as other patient-facing staff. This applies to students in both NHS and social care placements. The testing for health care staff government guidance is listed below.  To access the tests, the portal for staff working in a patient-facing role, can be used by nursing students.

For further information on testing of health care staff, please see our external resources below. 

What if I have an underlying health condition and have concerns about exposure? 

Government guidance lists people who may be more vulnerable to or have a higher risk of complications and higher mortality than the general population. This means that they should avoid contact with someone who is displaying symptoms of COVID-19. Also avoid non-essential use of public transport, varying your travel times to avoid rush hour, when possible and work from home where possible.  

If you meet the definition of extremely clinically vulnerable as set out in government advice, and during the course of your work, you are likely to come into contact with someone who is displaying symptoms of COVID-19, you should inform your line manager immediately.

The RCN would expect employers and occupational health leads to carry out a health and safety risk assessment and put systems in place to minimise the risk of harm and allow the health care worker to work safely. The employer also has a duty to make reasonable adjustments where the staff member has identified themselves as disabled.   Please also see our COVID-19 and individual risk assessments guidance.

Organisations such as Diabetes UK and Asthma UK provide additional advice on working with long term conditions.   

Please also see our guidance on redeployment and our COVID-19 and time off advice guide.  

Speaking to your employer

You should escalate your concerns to your line manager in the first instance, having checked your employer’s COVID-19 response policy. The RCN has advice on how staff can approach raising concerns should your manager be unsupportive. 

Further guidance for employees and employers is also available.

Please contact us if you cannot resolve your concerns with your employer.

What if I have the vaccine?

Please see our COVID-19 and vaccination advice guide and the sections on refusal and protection from future infection.

Read our uniform and workwear guidance for more information.

Please see our COVID-19 and vaccination advice guide.

RCN members who wish to support the delivery of care and treatment to patients and the public during the pandemic can do so in a range of ways, including:

  • redeploying to a different clinical setting
  • returning to clinical practice
  • volunteering. 

Our guidance on redeployment will help you if you're changing or taking on a new role. 


For nurses who are already on the NMC register wishing to return to clinical practice you will need to apply directly to any local employers who you wish to work for (see below). This is the same for those who wish to work as a nursing support worker.

Many employers are setting up fast track recruitment systems to support this. Check local websites for information. You can also join an employer’s bank or an agency to work flexibly.

Some organisations in England use NHS Professionals who have set up a rapid response process.
Most jobs within the NHS across England and Wales are advertised on NHS Jobs website

If you're interested in volunteering (as opposed to working) to support efforts to tackle the COVID-19 pandemic, NHS Volunteer Responders is a new group that will carry out simple, non-medical tasks to support people in England who have been asked to shield themselves from coronavirus because of underlying health conditions. They will be used by healthcare professionals to make sure people who are highly vulnerable are able to stay safe and well at home.

For more information:
NHS England

Northern Ireland

Members in Northern Ireland who are interested in volunteering in hospitals should contact their local Health and Social Care Board for more information,

For paid work opportunities, please go to the HCSNI Jobs website for more information.


Members in Scotland who are returning to clinical practice, or are currently practicing but want to be redeployed to work for NHS Scotland can find more information on the Scottish government webpages

Paid work opportunities can also be located through contacting agencies and through the NHS Scotland jobs site.

For members in Scotland, volunteering opportunities can be found by approaching your local NHS Board directly or through contacting Volunteer Scotland.


In addition to NHS Jobs, links to current vacancies for registered nurses and healthcare support workers can be found on each Health Board’s website

Volunteering opportunities can be found at Volunteering Wales.

What if I have the vaccine?

Please see our COVID-19 and vaccination advice guide.

Can my employer make me opt out of the 48-hour working week? 

The Working Time Regulations were adopted to ensure the health, safety and wellbeing of workers at the workplace. The 48-hour maximum working week is an average over an agreed reference period, usually 17 weeks. The reference period can be extended to up to 26 weeks without agreement or up to a maximum of 52 weeks with agreement between the employer and local trade unions.
Your employer can ask you to work more than 48 hours in any one week, without the need for an opt out - as long as they reduce your hours within the appropriate reference period, to even out your average weekly hours. 
The RCN expects that during the unsustainable pressures caused by, or as a consequence of the pandemic, all employers across the UK should refrain from approaching staff to sign up to ‘individual opt-outs’ of the 48-hour average working week. According to the regulations, employees can choose to opt out of the average working week. However, the regulations make it very clear that an individual opt out is entirely voluntary. 
Speak to your local RCN representative or contact us if you are facing unsustainable pressures at work and employer is seeking your opt-out on a continual basis or beyond the reference period that applies in your workplace.  
Where staff are working long hours, employers should provide an appropriate level of supporting facilities such as rest areas, accommodation, access to food and drink, toiletries etc. as required, to enable the safe and effective provision of services during this period.  
There should be no requirement for staff to sleep on site. If there are sleep facilities available for staff who wish to use them, this should be managed via existing or adapted local policies with increased infection control measures. 

See the Department of Health and Social Care (England) guidance on the health, safety and well-being of staff for more information.  

What if I have more than one job? 

The 48-hour weekly average is the limit of what you should work, even if you have more than one job. Your employer must make sure you are not working more than an average 48 hours a week in total across both jobs. Employers must maintain accurate records and take measures to protect the health, safety and wellbeing of workers even during the pandemic - so your employer(s) can ask you about your working hours with another employer. 

12 hour shifts in critical care

The risks of working 12-hour shifts in a critical care environment during the COVID-19 pandemic should not be ignored. They include:

  • wearing PPE for long periods which is physically demanding, and can result in potential heat stress
  • errors when donning and doffing PPE
  • high levels of moving and handling activity when positioning patients
  • increased time exposed to patients with infection, leading to a potentially increased viral exposure 
  • the potential for errors or safety lapses caused by fatigue.

There is also the significant psychological impact of caring for COVID-19 patients.

What safeguards should my employer put in place?

The Health and Safety Executive recommend the avoidance of shifts that are longer than 8 hours where the work is safety critical and physically demanding. They recommend that where 12-hour shifts are implemented there should be adequate rest breaks and that 12-hour night shifts should be limited to two or a maximum of three in a row.

The health and safety of health and care staff is of paramount importance. Where 12-hour shifts cannot be avoided, the RCN expect the following safeguards to be put in place:

  • regular rest breaks
  • introduction of ‘huddles’ or check-ins during the shift to check that staff have been able to take a break and arrange cover if not
  • assessment of any specific needs of staff who may be going through the menopause, have long term conditions or other protected characteristics which require reasonable adjustments to be put in place
  • avoid scheduling safety critical jobs (for example, drug rounds) towards the end of the shift when staff will be at risk of fatigue related errors
  • provision of adequate time for safely donning and doffing PPE
  • ease of access to rest facilities and quiet zones following the principles in RCN’s guidance: Rest, Rehydrate and Refuel
  • ease of access to food and drink during the shift, including night shifts
  • permission to have power naps during breaks
  • limit to three back to back 12 hour shifts (especially night shifts). The RCN believes that 4x12 hour shifts are unsafe in these situations and could lead to a breach of the working time regulations and the employer’s duty of care.
  • wellbeing check at end of the shift and check in on the safety of staff who need to drive home
  • respect days off and do not call in staff to work on their scheduled days off
  • compliance with the working time regulations 
  • where possible, offering staff flexibility and a choice of shift lengths.

If your employer isn’t following the above guidance, speak to your manger in the first instance. For further support, contact us.

COVID-19 Risk Assessment toolkit

Take a look at the new RCN Risk Assessment toolkit which supports RCN members and wider health care professionals manage the risks of COVID-19 in the workplace.

Winter wellbeing

Protecting yourself and your patients is vitally important this winter

Unsustainable pressures

The COVID-19 pandemic has intensified existing pressures on staffing and resources in all health and care settings.

This resource has been designed to support members in delivering safe and effective care and with the difficult decisions they make every day.

Hand washing guidance

Download a poster featuring our latest guidance on hand washing and hand hygiene

Page last updated - 03/05/2022