This lecture is in memory of John Goodlad, an RCN Labour Relations Officer from 1977, to his untimely death in 1991.

John was instrumental in supporting work injured nurses and, against a backdrop of nurses retiring early from career ending back injuries and other work-related health conditions, fighting for improvements in their working conditions.

Poorly managed disciplinary processes can cause significant harm to employees and organisational culture. Drawing on lessons from patient safety, prioritising psychological safety and a person-centred process, the Avoidable Employee Harm initiative, developed in NHS Wales, is now influencing wider practice.

The initiative focuses on reducing unnecessary investigations and using disciplinary processes as a “last resort” approach, as well as better supporting employees who are taken through the process.  

Whilst this work started in a Welsh NHS Board, it can be applied across the four countries and within the independent sector.