Back in 2023, Misha Sugrue-Gee read about a group of band 2 nursing staff winning a grievance to uplift their pay to band 3.
As a former band 2 nursing support worker (NSW) in a busy emergency department (ED), Misha understood the extensive clinical work this group did every shift.
I found it frustrating my colleagues weren't being fairly rewarded
After reading the article, she knew her own band 2 colleagues weren’t being recognised or rewarded enough for their skills.
“NSWs have a lot of responsibility, especially in a busy ED,” says Misha. “Observations, monitoring electrocardiograms, administering urine dips, wound care, eye washes – the list goes on.”
Spurred on by the uplift success she’d read about, Misha decided more needed to be done in the ED to recognise and fairly pay her nursing colleagues.
Advocating
As a mentor for several band 2 nursing staff, Misha frequently heard colleagues say they were feeling overwhelmed, leading to a high turnover of staff in the ED.
“I found it frustrating and unacceptable my colleagues’ hard work wasn’t being fairly rewarded with many deciding to leave,” says Misha, who's also training to become a registered nurse.
“Having previously worked as a band 2 (as a medical technician, Misha is band 3), I understood their challenges; there can be up to 100 patients in the waiting area with many different needs,” she adds.
As well as numerous clinical tasks, Misha knew increasing pressures in the ED – people being treated in corridors and heightened aggression from patients and families because of long wait times – added to the stress and overwhelm for NSWs.
“Nursing staff are excellent at advocating for patients, but we often struggle to advocate for ourselves,” says Misha. “I think there’s a fear of not wanting to appear selfish or rocking the boat.
“I felt compelled to do something,” she adds.
RCN support
Misha called the RCN and spoke to Sam Crooks, a senior regional officer in the South East of England who agreed band 2s in the ED were doing the work of a band 3.
Sam, Misha, and her band-2 colleague Gemma created a plan of action.
Having never been involved with the RCN in an active role, Misha found she had a passion for rallying nursing staff in her trust to action.
I realised I can't be the nurse I aspire to be without speaking up
She set up a private Facebook group for NSWs in the ED specifically, encouraging them to join a union, and with RCN guidance, raised a grievance with the trust.
“The RCN was instrumental in this process,” says Misha. “The only time I’d been involved with the College was during the 2023 strike action. Now, I was being encouraged to become a workplace rep and advocate on behalf of my nursing colleagues.
“I realised I can’t be the nurse I aspire to be without speaking up,” she says.
Support from staff
Misha highlighted the grievance by placing posters on notice boards and rallying support via the Facebook group. In total, 22 staff added their names to the grievance.
“People came in on their days off, managers were supportive too, allowing staff to leave their posts for meetings,” says Misha.
Misha and Gemma gathered extensive evidence for the grievance process, including competency packs, job descriptions, mandatory training requirements and job evaluations – all demonstrating that the responsibilities of nursing support workers in ED aligned with band 3.
Stumbling blocks
The process was long and challenging with some hiccups along the way.
“Despite submitting all the evidence, the trust responded to our grievance by stating they needed to arrange a systematic review, meaning the process would take longer,” says Misha.
Disheartened, but hopeful, Misha and Gemma appealed the decision with support from the RCN.
“We worked with colleagues to draft an open letter to the trust, which included signatures and comments from all staff including consultants and NSWs. We also used creative tools, such as QR codes, linking to a digital petition,” says Misha.
Adding value
Their perseverance paid off. In December 2024, there was an offer from HR.
“We finally got in writing that the uplift to band 3 would be backdated to April 2024 for all band 2s working in the ED,” says Misha.
“It felt like an incredible achievement and while the process was at times frustrating, I’m so proud of what we achieved,” she says.
I hope this decision assures staff they're appreciated
Negotiations are still ongoing for backpay for colleagues who’ve been on band 2 in the ED since before April 2024, but Misha is hopeful this win will help her colleagues feel valued.
“I hope the band increase helps retain staff, but also, I hope this decision from the trust assures them they’re appreciated for all they do,” says Misha. “I feel privileged to work beside them every day,” she adds.
What did the RCN do?
RCN Senior Regional Officer Sam Crooks says:
“Misha and her colleagues were understandably upset about their situation when we first heard from them in April 2024.
We supported the group to channel their collective voices, having regular meetings to discuss progress and consider next steps.
The group focussed on engaging their colleagues across the ED to support their grievance. Feedback for NSWs receiving a permanent uplift to band 3 in the ED was overwhelmingly positive.
It’s been an extremely engaging and rewarding process. Misha and Gemma are inspirational and excellent ambassadors for their colleagues and the RCN. It’s a great example of how getting active and reaching out can lead to real change in the workplace. It all starts with getting in touch.”
Have you considered becoming an RCN rep? You’ll be given training and support from the RCN and it’s an invaluable way to advocate real change for your colleagues. Find out more.
