Our guidance, Managing industrial disputes: guidance for employers in the NHS, will help employers in the NHS to manage the legal, practical and operational risks presented by the threat of industrial disputes.
The NHS Employers organisation believes that early engagement with local staff side partners and honest, open discussions are a key to successfully resolving disputes before they escalate. Unfortunately there are occasions where partnership working can break down and industrial action can follow.
This is a complex legal area and the guidance provides an easily accessible source of basic information on this topic. However, in individual cases we suggest that trusts consult their legal advisors on the detailed local situation.
Strike action and deduction of pay
Following a number of requests from employers, we have worked with DAC Beachcroft LLP to provide practical guidance on strike action and the deduction of pay.
This guidance document covers how NHS employers may wish to deal with the issue of pay during industrial action. The guidance is not intended to be a substitute for definitive legal advice: employers should seek their own specialist legal advice on any contentious issues concerning pay.
FAQs: Managing industrial disputes
To help employers prepare their contingency plans in relation to industrial action, we complied a list of the most frequently asked questions and answers.
Example template for policy statement on pay and related issues
It is important that during a balloting period, individuals understand the consequences for them of deciding to take part in any form of industrial action. Following requests from employers for assistance in this area, we have now included a suggested template for local organisations to use if you have not already produced your own.
This example template covers issues such as the impact on pay and pensions.