RCN members rejected a 4% offer from Manx Care in November 2024. This was however awarded in March 2025. The RCN remains in dispute with Manx Care regarding a final offer.

Manx Care has asked the RCN to confirm what percentage our members would be happy with.

It is important that you have your say about your pay for the pay year 2024-25 so that we can potentially agree a percentage suitable to members with Manx Care as soon as possible.

It is for RCN members employed by Manx Care to have the final say on this offer.

We will present the results of this survey to Manx Care and ask them to present their revised offer for 2024/5.

This offer will be sent to members to vote on, and it will ultimately be RCN members who decide if the figure offered to them is acceptable. 

Members were balloted in February 2025 to ask them if they would be willing to take strike action.  A large majority said they would.  The RCN presented this information to Manx Care.

Manx Care has responded to ask what percentage our members would be happy with. The RCN Isle of Man Branch has agreed to further survey members to see what would be a suitable offer.

Should Manx Care not respond with a suitable offer following this process, a statutory ballot for strike action, could be the next step.

We would expect an award to already be agreed and in place for the 2025/6, however this is not the case.  Negotiations are yet to commence with staff side.

You will be sent an survey via email to the address you have registered on MyRCN. You will need your RCN membership number to enable you to log in to vote.

To update or check your details log in to MyRCN or call RCN Direct on 0345 772 6100 (select option one), or email membership@rcn.org.uk. Please include your membership number in your email, and you will be asked for it if you call. 

If you have issues accessing the voting website, please log in to MyRCN or call RCN Direct on 0345 772 6100 (select option one), or email membership@rcn.org.uk. Please include your membership number in your email, and you will be asked for it if you call. You can find out more about RCN membership and other ways to get in touch on our membership FAQs.

Your voting email will be sent from noon on Wednesday 23 April, and not before then.  If you haven’t received your email, please check your junk email in the first instance. 

If you still can’t find the email, check which email we have for you at: MyRCN or call RCN Direct on 0345 772 6100 (select option one), or email membership@rcn.org.uk 

The voting link will also be available on the Isle of Man branch page however, you will need your membership number to log in.

Only RCN members who are directly employed by Manx Care are eligible to participate.

Although an employer may pay staff in line with Manx Care terms and conditions, if the employer is not part of the organisation (eg an independent employer) then the staff are not eligible to take part in this consultation.

This survey is only directly applied to staff who are employed by Manx Care. 

Only those who are eligible can vote. Votes will be checked against the employer you have registered on MyRCN, therefore it is imperative that your employer is correct on the RCN system to ensure it is counted.

Your employer will not know if or how you chose to vote in this ballot. Your vote is confidential.

Yes, provided you are an RCN member and employed on a Manx Care contract, you are eligible to take part. For your vote to be counted your MyRCN record must be updated to include that you work at Manx Care.

To update your details, log in to MyRCN or call RCN Direct on 0345 772 6100 (select option one), or email membership@rcn.org.uk. You must include your membership number in your email, and you will be asked for it if you call. You can find out more about RCN membership and other ways to get in touch on our membership FAQs.

RCN student members who are directly employed by Manx Care are eligible to take part in this survey.

Only staff directly employed by Manx Care are eligible to take part.

To update your details, log in to MyRCN or call RCN Direct on 0345 772 6100 (select option one), or email membership@rcn.org.uk. Please include your membership number in your email, and you will be asked for it if you call.

It is important to include as much information about your workplace and employer as possible.

Students who are not directly employed by Manx Care can still support the Fair Pay for Nursing campaign, help spread the word about the pay dispute and encourage colleagues to participate.

All staff currently employed by Manx Care and are eligible to participate in the survey. If you are no longer employed by Manx Care, then you will not be included as you will not be affected.

If you have received an email encouraging you to vote it might be that your details in the RCN membership database are out of date. To update your details, log in to MyRCN or call RCN Direct on 0345 772 6100 (select option one), or email membership@rcn.org.uk. Please include your membership number in your email, and you will be asked for it if you call. 

Any information you share with us will be encrypted and stored securely and will only be visible to our staff for the purposes of handling your claim. Your claim will always be subject to the RCN’s Privacy Policy. 

You can change your vote as many times as you would like. However only your last vote will count. 

As soon as votes are verified, we will communicate the result via email to you. 

Previous to this survey members we’re asked to indicate whether they would be willing to take strike action regarding this dispute.  The majority of members said they would. Manx Care has been informed of the result and has now asked what percentage RCN members would be happy with. 

Your elected RCN Council and Trade Union Committee gave the result and views of the RCN North West board careful consideration after members employed by Manx Care rejected a 4% pay offer in November 2024.

They decided the most appropriate course of action was to test member's appetite for industrial action. Specifically, members were asked if they would be willing to take strike action.

An indicative ballot is not a vote on whether or not to strike. It told us that you would be willing to take strike action.

Manx Care offered a 4% pay uplift with effect from 1 April 2024 for staff employed at the time an agreement is reached. This was the third offer that was made for this pay period and previous offers were rejected by staff side. This offer was rejected by RCN members but awarded in March 2025. RCN members remain in dispute and a final award has not been agreed. 

The RCN conducted a consultative survey of members which concluded in November 2024. Over 50.15% of RCN members participated in the survey and 56.06% rejected the pay offer. A supplementary question asked, ‘If you selected reject, would you accept if back pay were included?’ and 42% of those who rejected the offer said they would have accepted if back pay were included.

After all trade Unions had consulted members a pay meeting was conducted with the employer on 20 December 2024. 6 of the 9 trade unions responded to accept the offer, 2 trade unions agreed to follow the majority and RCN members chose to reject the offer.

The employer has taken the view that as the majority of trade unions have accepted the offer, they will apply the pay award.  The opportunity to consult further is not available. The RCN branch are seeking guidance from the membership in this indicative ballot to determine if there is an appetite for strike action which may result in the opportunity to discuss the offer and backpay with the employer

A pay award is when an employer (such as Manx Care) or government (Department of Health and Social Care) that controls pay decides on the pay for staff and implements that decision by automatically applying it to the employee’s contract of employment. 

A pay offer is usually generated from discussions or negotiations between an employer or government that controls pay, and the employees or the employees’ trade union.

Once an offer is made, the employees are given an opportunity to consider if they wish to accept the offer made by the employer or government.

A pay award is when an employer or government that controls pay decides on pay for the staff and implements that decision by automatically applying it to the employee’s salary. In these circumstances, a recommendation would be redundant.

We reviewed the offer and did not make a recommendation as to whether members should have voted to accept or reject it. 

Manx Care has stated that they will not pay anyone back-pay who is no longer in their employment.

We challenged this position and will continue to do so.  It is the RCN’s position that staff who were employed in that time should receive a cost-of-living increase which they would reasonably expect to be afforded.  The RCN also recognises that any staff who have retired before the date of an agreement would suffer a financial loss.

The effect on an individual’s benefits depends on individual circumstances and the type of benefit. To find more detail on your benefit situation, go to www.gov.im/categories/benefits-and-financial-support

Members who are facing significant hardship and who need additional support and advice, can also seek support from the RCN Foundation.

The pay award is a gross (total) figure, and you need to take deductions into account when considering the pay award.

Pay is subject to tax, national insurance contributions and, if you are a member of the GUS pension scheme, pension contributions. You should check your current income tax, national insurance rates and pension contributions on your pay slip to assess how the pay offer will affect your take-home pay.

Further information is also available on the IoM government website.

Rises in pensionable pay can affect the contributions you will pay into the scheme. 

Some staff, as a consequence of their annual pay uplift and/or incremental pay progression, may end up paying a higher percentage of contributions. This is because their pensionable earnings have increased, and they move into a higher tier in the pension contribution framework.

This may make it seem like the value of the individuals pay uplift has been lost. Staff receiving pensionable allowances in addition to their basic pay (for example unsocial hours payments) may also be affected by this.

This pay award related to all health and social care staff directly employed by Manx Care on the Isle of Man on an Manx Pay Terms and Conditions (MPTC) contract.

Part-time workers employed by Manx Care were included in the pay award.  The 4% award was a consolidated award and will be applied across each pay band. The monetary amount would have been adjusted for those not employed full-time (ie pro-rata based on employed hours for part-time staff).

Bank staff working for Manx Care terms and conditions would have been affected by the pay award and therefore were eligible to participate in the consultative survey in November 2024.

The RCN expected this to be a fully-funded pay award from the Isle of Man Government.  

You can find out more about the campaign on the RCN website.