Last updated29 March 2021 Case study Improving staff engagement the Chesterfield way Explore how Chesterfield Royal Hospital NHS Foundation Trust improved its NHS Staff Survey results through a programme of staff engagement.
Last updated19 November 2020 Article Closing band 1 FAQs Frequently asked questions on the closure of band 1, including transition arrangements, pay protection and support for staff.
Last updated4 March 2022 Case study Streamlining internal transfers for nurses Sherwood Forest Hospital implemented an internal transfer scheme for band 5 nurses that led to reduced recruitment costs and staff turnover.
Last updated10 April 2023 Guidance Back to basics for a healthy working environment: guidance The rising cost of living makes it more important than ever to prioritise and fulfil staff wellbeing needs.
Last updated30 April 2024 Article Guidance on contractual issues of flexible working This page details guidance from the NHS Staff Council on contractual issues arising from certain forms of flexible working.
Last updated11 October 2022 Case study Recruiting specialist grade doctors The Queen Elizabeth Hospital King’s Lynn NHS Foundation Trust (QEHKL) used the SAS contract reform as an opportunity to promote its experienced staff.
Last updated19 August 2025 Case study Transforming workplace culture through an OD approach Read how organisation development colleagues led a system-wide culture transformation strategy with positive, measurable results.
Last updated18 November 2024 Guidance Guidance on reviewing flexible working policies This page details guidance from the NHS Staff Council for joint union and employer partnerships on reviewing flexible working policies.
Last updated27 June 2022 Case study Dartford and Gravesham NHS Trust “Joy at Work” campaign Dartford and Gravesham NHS Trust have developed their people strategy to strive for the strategic objective of their staff finding joy at work.
Last updated14 November 2025 Guidance Making workplace adjustments to support disabled staff Under the Equality Act 2010, employers have a legal responsibility to make reasonable adjustments for disabled staff.