arrow_up-blue blog branches consultations events facebook-icon facebook-icon2 factsheet forum-icon forum hands key link location lock mail measure menu_plus news pdf pdf2 phone policies publications related search share subjectguide twitter-icon word instagram-icon youtube-icon

Northern Ireland safe and effective care campaign

Members of the Royal College of Nursing in Northern Ireland expected a minimum 3% pay uplift for 2018-2019 for all staff employed by the HSC on Agenda for Change contracts, in order to keep pace with staff in the other countries of the UK.

In partnership with the other health trade unions in Northern Ireland, this was put to the Department of Health and HSC employers in a formal proposal on 26 September 2018.


The Department of Health unilaterally announced a formal pay offer for staff on 22 November 2018. The RCN recognises that low-paid staff will, under this award, receive the national minimum living wage. Nurses support this move and the RCN commends it. However, for the majority of our members, the pay award announced in November falls significantly short of the 3% minimum proposal. A significant number of nurses have received a 1.5% pay uplift, equating to between £7.50 and £8.50 per week. Furthermore, it denies many nurses and other staff the incremental pay progression to which they are contractually entitled.


This pay announcement must be viewed in the context of the growing pay gap between Northern Ireland and the other countries of the UK, where three-year pay deals have been agreed. All of this is taking place at a time when we have 2,600 vacant nursing posts in the HSC and when the cost of employing nurses via nursing agencies has grown from £10 million in 2012-2013 to £32 million in 2017-2018, with up to 40% of this money going directly to the agencies rather than in to nurses’ pay.


In November 2018, the RCN conducted a consultative ballot of members employed by the HSC on Agenda for Change contracts in Northern Ireland. Our members made it overwhelmingly clear that, if agreement on pay could not be reached, they are prepared to be balloted for industrial action. Under the direction of the RCN Northern Ireland Board, the Trade Union Committee of RCN Council, and RCN Council we continue to engage with members in advance of any potential ballot.


A new RCN pay campaign leaflet, setting out the growing inequalities in pay for Northern Ireland nurses compared with colleagues in the rest of the UK as from 1 April 2019, can be downloaded here


On 10 April 2019, the RCN UK Council approved a request from the RCN Northern Ireland Board to ballot members employed within the HSC on industrial action, including strike action. During May 2019, the RCN held a successful of public meetings across Northern Ireland to explain to the people of Northern Ireland the RCN’s priorities on pay and safe staffing. Discussions on a pay award for 2019-2020 are currently taking place between the RCN and the other health trade unions, the Department of Health and employers. Once the outcome of these discussions is known, around the end of June 2019, the RCN Northern Ireland Board will determine the next steps in the campaign for safe and effective care in Northern Ireland.




Members' stories

Share your story anonymously

Northern Ireland safe and effective care campaign background

Find out more about the main areas we are focusing on as part of our campaign activity


Keep up to date with all the latest news from the RCN in Northern Ireland

Page last updated - 14/06/2019