Northern Ireland pay campaign background

Because of the current absence of a Northern Ireland Executive and Assembly, nurses here still do not know whether or not they will receive a pay award this year. Their colleagues in England, Scotland and Wales have already received a 1% increase from April 2017. Once again, Northern Ireland is therefore isolated as the only UK country in which no pay award has been implemented for the current financial year. 

This follows several years of pay restraint for nurses, including two years of a pay freeze and the 2014-2015 non-consolidated award, which meant that many nurses in Northern Ireland yet again received no cost of living pay increase. 

At the moment, a typical health care assistant in Northern Ireland earns £17,776. Without the pay cap, they should be earning £19,909, a shortfall of £2,133 each year. A newly-qualified staff nurse here earns £21,909. Without the pay cap, they should be earning £25,195, a shortfall of £3,286 each year. An experienced staff nurse earns £28,462. Without the pay cap, they should be earning £32,731, a shortfall of £4,269 each year. A highly qualified and experienced specialist nurse earns £41,374. Without the pay cap, they should be earning £47,580, a shortfall of £6,206 each year.

Nurses in Northern Ireland are now at least 14% worse off in real terms than in 2010. They are seeing their standard of living fall, with no sign of light at the end of the tunnel. According to the most recent RCN Employment Survey, 40% of nurses in Northern Ireland say that they struggle to pay gas and electricity bills (compared with 34% in Wales, 29% in England and 27% in Scotland). 24% of Northern Ireland nurses struggle with childcare costs (compared with 12% in England and Wales and 11% in Scotland. Around one in five nurses has been forced to take a second job just to make ends meet. We are also hearing reports of nurses in Northern Ireland, and across the UK, accessing food banks. The failure to announce an award for 2017-2018 is intensifying the hardship felt by hard-working nursing staff and adding to the perception that the care they provide to the people of Northern Ireland is not valued.

It is also clear that the 14%+ real terms fall in nurses’ pay is having a negative impact upon recruitment and retention and, therefore, on staffing levels and patient care. The Northern Ireland Department of Health recently confirmed that there are currently 1,262 nursing vacancies in the HSC in Northern Ireland. The RCN estimates that there could be an equivalent number of vacancies in the independent (nursing home) sector. A recent RCN member survey in Northern Ireland confirmed that the two most significant priorities for nurses here are [1] safe staffing and [2] pay. Nurses believe that the cap on nursing pay is putting patient care at risk. It devalues nurses and nursing, means people are not joining the profession and many people are leaving. And because there are not enough nurses, patients often cannot get the care they need. 

In May 2017, RCN members voted overwhelmingly to take action on nursing pay. The results of the three-week pay poll revealed 91% of RCN members working in the NHS would take industrial action short of striking, with 78% saying they were prepared to strike. These unprecedented results show a real appetite for industrial action from RCN members for the first time ever. We hope to be able to avoid this by persuading the UK government, with your support, to Scrap the Cap.

Alongside our UK-wide Scrap the Cap campaign, the RCN in Northern Ireland is running a related campaign to highlight and close the gap between nurses’ pay here and that in the rest of the UK.

A newly-qualified band 5 staff nurse in Northern Ireland is now paid £285 less than a counterpart in England each year and £531 per year less than in Scotland. An experienced band 5 staff nurse is now paid £271 less than a counterpart in England each year and £572 less than in Scotland.

 A typical health care assistant in Northern Ireland is now paid £382 less than a counterpart in England each year and £1127 less than in Scotland. A specialist nurse in Northern Ireland is now paid £413 per annum less than a counterpart in England and £831 less than in Scotland.

We have a severe shortage of nursing staff in Northern Ireland, as the latest figures from the Department of Health illustrate, with 1,262 nursing vacancies in the HSC and around the same number estimated in the independent sector. Despite the recent welcome increase in pre-registration student nurse places, we are not training enough nurses and increasing numbers are going elsewhere to find employment with better terms and conditions. The Department of Health estimates that some 21% of newly-qualified nurses here plan to leave Northern Ireland to work elsewhere. The impact of this upon patient care in Northern Ireland is devastating.

The RCN aims to ensure that, as soon as the Northern Ireland Executive and Assembly are re-established, the need to close the gap with the rest of the UK in nurses’ pay is prioritised by our local politicians.

The negative impact of this treatment upon health and social care in Northern Ireland is readily apparent, with the high levels of vacancies across the HSC and the independent (nursing home) sector, and demand for nursing staff outstripping the supply. We have a significant over-reliance on the supply of nurses on an ad hoc basis through the nurse bank and nursing agencies. There are alarmingly high sickness absence rates amongst nursing staff that are largely attributable to stress and mental ill health. 

Nurses in Northern Ireland are more likely than nurses in England, Scotland or Wales to cite increases in workload, unfilled vacancies and recruitment freezes in their workplace. We need to invest in safe staffing across all areas of nursing practice. Mortality rates increase by up to 46% in hospitals with a 1:8 nurse-patient ratio compared with a 1:4 nurse-patient ratio. Every patient added to a nurse’s workload is associated with a 7% increase in deaths after general surgery. Higher patient satisfaction is recorded in hospitals with fewer patient per nurse workload and good nursing work environments.

We need proper workforce planning that is based on health needs and strategic priorities, not financial considerations. Three-quarters of all nurses in Northern Ireland currently work beyond their contracted hours each month because they are concerned about patient care. More than 50% of those that do so work unpaid for these extra hours. Nurses in Northern Ireland (84%) are more likely to work unsocial hours than nurses in Wales (79%), England (78%) or Scotland (77%). Nurses in Northern Ireland (68%) are less likely to be paid enhanced rates for working unsocial hours than those in Scotland (66%) and England (53%). Nurses in Northern Ireland are more likely to work additional hours than nurses in England, Scotland or Wales and are less likely than nurses in any country except Wales to be paid for these additional hours.

We need to make sure that health and social care transformation is delivered and this requires investment in community nurses such as district nurses, school nurses, and health visitors. However, we learned recently of significant cuts in the Northern Ireland training budget for these areas of practice.