Lynne Galvin, RCM regional officer for north of England, discusses what happens when an employer changes ‘on call’ procedures
Q: My employer expects us to be on call at busy times, even if it is during time off – what can we do?
A: The RCM has a similar ongoing case, so it might be helpful to look at that approach.
In 2023, the Trust in question proposed for staff to be on call on days off to cover the unit at times of high acuity to form part of the escalation plan. The RCM submitted a member response that challenged the on call being rostered on a day off, the number of on calls that midwives would be expected to cover over the year and the travel time disadvantages of those who live further away.
However, the plan to implement went ahead. A collective grievance was lodged by the RCM on behalf of members relating to failure to consult, and at that point the process was paused.
The failure to consult was upheld in 2024, but the proposal itself was unaffected by the outcome of the grievance. The Trust therefore decided to continue the implementation.
As a consequence, the RCM wrote to the head of midwifery expressing grave concerns about the proposals and advised it might be necessary to contact ACAS.
The Trust agreed to come back around the table, but no agreement was reached. At an impasse, RCM representatives advised the Trust to consult its staff members. The consultation was opened, then halted, then recommenced, with the Trust stating that the model would be implemented following the consultation.
As a trade union, the RCM recognised that members’ views were being dismissed, so it surveyed the staff members to gather the most up-to-date strength of feeling and comments. The survey asked that, if the model was imposed, would members be prepared to take some form of action – 74% were in favour. The current state of play is the RCM has informed the Trust that it is balloting members for industrial action and has contacted ACAS to join the negotiations.
While this is an unusually protracted process, it shows the strength in the RCM member voice and how collective action can help to preserve employment rights. The RCM regional team has fully supported this group of members to put forward alternative suggestions and raise how this imposition will affect them and their families. You don’t have to just accept changes to on call and certainly not without a consultation that takes on board your views. The RCM will continue to amplify members’ voices and fight for a better working life for all.
RCM Connect
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