This Heart Unions Week, we’re celebrating the real difference collective action makes in maternity services. From tackling unfair parking costs and securing uniform equality, to improving workplace safety and winning flexible working appeals, RCM members are proving the power of standing together. These wins show what’s possible when midwives and maternity support workers raise their voices through their union – and when those voices are heard.

Midwife secures job-share after support from RCM

A midwife who was refused two requests for a job-share after returning from maternity leave won an appeal after support from the RCM.

The RCM member initially submitted a flexible working request to her trust but this was declined. A second request was submitted, which again was refused by management. As a result, she contacted her RCM rep for help and advice.

The member said: “With my rep’s support and advice, I submitted a formal flexible working appeal, which was heard the following month. During the appeal, management and HR agreed to explore potential job share and redeployment options. However, it was later confirmed that a job share was not possible. I was offered redeployment to a lower-banded post, which I thought was unfair and my RCM rep agreed. The RCM took some initial legal advice who said this looked like discrimination on the grounds of maternity and agreed to look in detail at my case.”

A formal grievance was raised, which was heard by a panel. The panel upheld the member’s grievance in her favour, acknowledging procedural failings and issued a formal apology on behalf of the organisation. They said that the member should be allowed to work her hours as a job share and told her managers to put those plans in place and advertise the other part of her role.

The member said: “This was a fantastic outcome and I am now back at work after what was a very stressful and uncertain time. I cannot thank the RCM enough for their tremendous support, friendliness, and professionalism throughout this process. Their guidance made a real difference, and I would wholeheartedly recommend the RCM to anyone seeking advice or representation.”

RCM members’ voices heard on parking issues at Basildon Hospital

Basildon Hospital will review its staff parking system after the RCM highlighted the high costs and difficulties faced by newly qualified midwives (NQMs).

Many NQMs had applied for permits but were unsuccessful, leaving them to pay £10 a day just to park while on shift. The trust’s Recruitment, Retention and Preceptorship Lead highlighted to the RCM Essex South branch how parking challenges were affecting them.

Branch activist Sarah Soanes said: “After hearing first-hand how this was affecting colleagues, and with a new NQM cohort starting soon, we knew this issue needed urgent attention.

“Working with our health and safety rep, we gathered evidence through a short survey of NQMs and feedback from appraisals. The message was clear – parking challenges were having a negative impact on staff wellbeing, finances, and recruitment and retention.”

Armed with the survey results, the RCM escalated the issue to Staff Side and met with the trust’s Chief Executive. He confirmed that a review of the hospital’s parking permit system is already underway following the introduction of ANPR across all three sites. A paper is being prepared to explore alternatives, including removing the permit system entirely and moving to a pay-as-you-go model, with the hope that the changes will be implemented before Christmas.

While reduced-cost parking options are still being considered, the RCM branch has created a map of nearby off-site and street parking to help staff find more affordable options in the meantime.

Sarah added: “Although this issue isn’t yet resolved, this is a significant step forward. Members’ voices have been heard, and we can now feedback the trust’s proposed plans and give NQMs hope that positive change is on the horizon. This campaign demonstrates the power of union activism: turning individual concerns into collective action and ensuring positive change is firmly on the agenda.”

RCM secures uniform equality for newly qualified midwives at Doncaster hospital

Band 5 midwives at Doncaster and Bassetlaw Teaching Hospitals (DBTH) will now wear the same uniform as their more senior colleagues, following concerns raised by members to the RCM about how the previous white uniform made NQMs feel undervalued.

NQM members reported that wearing a white uniform highlighted their banding and, in some cases, led to doctors overlooking their input in patient care. The issue was raised with trust leaders, and RCM representatives worked to highlight the impact on staff morale and workplace culture.

Following the RCM’s involvement, the trust has now agreed that all midwives, regardless of banding, will wear the same uniform. The change is expected to improve relationships between midwives and other staff and to boost morale across the team.

Teri Mason, RCM Regional Officer for Yorkshire and Humber, said: “This change is a positive example of how raising concerns collectively through the RCM can lead to practical improvements for midwives in the workplace. I have witnessed for myself the divide the uniform difference creates and contributes to some of the cultural issues.

“This is a small win, but one I have no doubt will improve relationships and morale among staff”

Midwives’ voices drive change at Essex hospital after RCM survey

Concerns over staff not getting breaks, high ward temperatures and inadequate rest areas have prompted a series of workplace improvements at Basildon Hospital, following a health, safety and wellbeing survey carried out by an RCM rep.

The survey asked members to identify the top five hazards in their working environment and share their ideas for improvement. The findings highlighted how basic workplace needs, such as rest, temperature control and space to rest during breaks, were affecting staff wellbeing and morale.

The rep is now feeding back members’ concerns to the trust’s management and helping to shape action plans to address them.

The rep said: “The survey gave members the opportunity to speak openly about the challenges they face day-to-day. It became clear to me that small, practical changes could make a big difference to their wellbeing, and it’s important that these concerns are not only heard but acted on.

“By working together with our members and acting on their concerns, we can create a safer, more supportive workplace where they can thrive.”

Following her recent RCM health and safety training, the rep also discovered that many of the trust’s risk assessments were expired and out of date. She raised the issue with management who have since instructed all departments to update them. She is supporting this process to ensure RCM members’ voices are included in those reviews.

She has now organised training sessions for members across the trust’s three branches, helping to strengthen confidence and awareness around workplace rights and safety.

We’d love to hear the wins from your regions/trust – please share them with us by emailing media@rcm.org.uk