Please read the information below before voting.

Your vote will only be counted if your MyRCN record shows that you’re employed by Erskine in Scotland.

All other votes will be discounted.

What you’re voting on

Erskine has made a pay offer for 2024-2025.  

The offer is set out below and in this letter from Erskine: 

• A consolidated 5.14% uplift for all Registered Nurses, Clinical Leads, House Managers, Advanced Nurse Practitioners, Deputy Home Managers and Home Managers, through the creation of a “Register Nurse pay uplift” (3.50% general rise, plus a 1.64% Registered Nurse uplift).
• A minimum consolidated 3.50% increase in basic pay for all staff
• Retrospectively reinstate the “2/5ths” sick pay approach for the period 1 July 2023 through 31 March 2025, for the 250 employees who had at least once instance of absence due to non-covid related sickness during the five years ending 31 July 2023.
• A commitment to continuing to pay at least the Real Living Wage for all employees. This incorporates a commitment modify pay as required prior to 1 October 2025, in order to fulfil this commitment. 

You can accept or reject this offer by using the voting form below. You have until 12 noon on Tuesday 11 February to vote.  

You must accept or reject the offer in its entirety. This means you cannot accept part of the offer and reject another part. 

If most members accept the offer

If the majority of members who vote accept the offer, we anticipate that the offer will be implemented by Erskine at the earliest possible point.

If most members reject the offer

If the majority of members who vote reject the offer, local negotiators believe that Erskine’s management team are unlikely to re-enter further negotiation given the confines of the reported medium- to long-term financial position. That means that if members reject the offer, we would engage with you again to consider any further means of resolution.

How we got to this stage

Erskine enter annually into negotiation with the recognised joint trade unions regarding pay, terms and conditions. In advance of these negotiations, we asked you to give your thoughts on our negotiation position in a survey.

With your feedback we developed our pay claim. This was combined with the Unison members pay claim to create a final Joint Erskine TU pay claim. Our experience suggests that a joint claim will add weight and demonstrate a strong position for negotiation.  

Our local negotiating team have used this claim together with research and available data to secure the pay offer from Erskine. While the formal letter frames the offer as an ‘award’ we do not expect the offer to be implemented until the results of union member consultations are known.  

RCN position

The RCN has reviewed the offer and is not making a recommendation as to whether you should vote to accept or reject it. 

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

We encourage you to use your vote. Please read the information on this page in detail before voting below.

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