Story Highlight
– UNISON conference in Edinburgh addresses NHS worker violence.
– 1,455 attacks on East of England ambulance staff reported.
– Supporters stress violence isn’t part of NHS jobs.
– Call for national standards and legal protections for staff.
– Union plans campaign to raise awareness and report incidents.
Full Story
In a significant move to safeguard the well-being of National Health Service (NHS) employees, a resolution was unanimously adopted during UNISON’s national health care service group conference held in Edinburgh this week. This measure calls for enhanced protections for NHS workers who often face violence in the workplace.
The motion was put forward by Becky Anstead, who represented the East of England ambulance service, an area noted for having one of the highest instances of workplace violence in the United Kingdom. Ms. Anstead highlighted the alarming frequency of abuse faced by emergency crews, stating, “All too often, our crews are being subjected to abuse, threats and violence simply for turning up and doing our jobs.” This statement underscores the troubling reality that those responsible for providing essential medical care are too frequently met with hostility.
Recent statistics concerning the East of England ambulance service paint a stark picture: in 2023, there were 1,455 documented incidents of attacks on staff, marking an 18% increase from the previous year. Breaking down the figures further, 362 cases were recorded as physical assaults, 522 as verbal attacks, and 571 instances were classified as non-physical abuse, including intimidation and threatening gestures. “We go to work to help people, we don’t go to work to be hurt by people,” Ms. Anstead remarked, pointing out that many violent incidents go unreported as staff often feel it is just part of their job description.
Echoing these concerns, Sarah Davies, the branch secretary for the Cwm Taf Morgannwg health branch, recounted disturbing experiences faced by her colleagues, who have been “spat at and screamed at” by individuals in the community. Ms. Davies cited a shocking statistic indicating that one in seven NHS staff faced physical assaults in 2024. She firmly stated, “If that happened in any other sector, it would be a national scandal.” Her assertion reinforces the notion that violence should never be considered part of the workplace culture within the NHS.
Another delegate described a particularly harrowing episode when she was “stabbed with a broken biro pen” and subsequently required security assistance to navigate to her vehicle safely due to safety fears. “Zero tolerance isn’t working,” she declared, noting that prominent anti-violence messaging displayed within hospitals is often overlooked by both patients and employees. “We have to make sure that our staff are supported and protected. We don’t get paid to get beaten up, we get paid to help people,” she stressed.
The unanimously passed motion called for several urgent actions from the Health Service Group Executive. Firstly, it urged the development and dissemination of clear guidelines to branches on how to assist members in reporting incidents involving violence, abuse, and aggression. Secondly, UNISON is to undertake a high-profile, union-wide initiative aimed at curtailing violence against NHS staff. This campaign will seek to heighten awareness regarding the prevalence and impact of violent acts across all regions while encouraging NHS personnel to report any such encounters dutifully.
Furthermore, the motion demands engagement with NHS employers and relevant government bodies, such as NHS England and the Department of Health and Social Care. The goal is to advocate for the establishment of national standards encompassing consistent reporting of incidents and data-sharing protocols. It also highlights the necessity for legal protections and effective enforcement measures for staff who encounter violence while on duty, as well as the provision of sufficient funding for safety initiatives—ranging from security staff, CCTV installations, safe spaces, to comprehensive de-escalation training.
The increase in violent incidents against NHS workers has become a pressing concern, prompting UNISON to intensify its advocacy for a safe working environment for all staff members. The union emphasizes the need for valuing every NHS employee, regardless of their specific role, conveying that each individual’s safety is a priority within the health care system. The call for enhanced workplace protections reflects a growing recognition of the unacceptable nature of violence against those who dedicate their lives to caring for others.
As this motion gains traction, it reinforces the ongoing conversation about the need for supportive measures for NHS workers. Many within the health care sector are rallying behind these initiatives, hoping to foster a workplace culture where safety and respect prevail. The resolution not only serves as a powerful statement against violence but also as a clarion call for comprehensive reforms aimed at ensuring the safety and dignity of NHS personnel across the nation.
With this landmark vote, union leaders and health care advocates are poised to confront these pressing issues head-on, aiming to create an environment where NHS professionals can deliver care free from the threat of violence and abuse.
Our Thoughts
The article highlights significant concerns regarding violence against NHS staff, particularly within the East of England ambulance service, where incidents have surged by 18%. To mitigate such violence, several measures could be implemented in accordance with UK Health and Safety legislation.
Firstly, a robust risk assessment under the Management of Health and Safety at Work Regulations 1999 should be conducted to identify potential hazards and implement preventative measures. Improved training for staff in conflict de-escalation techniques and personal safety could also be mandated, aligning with the Health and Safety at Work Act 1974, which requires employers to ensure the health, safety, and welfare of employees.
Furthermore, a strong reporting mechanism must be established, as unreported instances undermine safety efforts. The employer’s duty to protect staff could be reinforced through adherence to the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR) 2013.
Lastly, enhancing security measures, such as increased staffing and security technology, could create a safer environment. Implementing a zero-tolerance policy visibly supported by all management levels may also strengthen the culture against violence. Addressing these key areas could significantly reduce the frequency of such incidents and improve the overall safety of NHS staff.
