Formal Dispute with University Hospitals Plymouth NHS Trust

GMB, alongside our sister Staff Side Trade Unions, is now formally in dispute with University Hospitals Plymouth NHS Trust (UHP) due to repeated failures to uphold agreed procedures around organisational change and consultation.

Despite frequent references by the Trust to “meaningful consultation”, the reality has been far from it—consultation has been inadequate, lacking transparency, timeliness, and genuine partnership.

⚠️ This is bigger than just the Organisational Change Subgroup.

It reflects deeper issues that require urgent action to rebuild trust and restore proper governance.

Examples of Concern

• Trust Operating Model (TOM):

  No meaningful Trade Union involvement, even though consultation closed 27 July.

• GRU Reconfiguration:

  Decisions continue without proper consultation, despite the end of the formal consultation period.

• Hot Floor Changes (Tavy, Thrushel, Tamar, SDEC etc.):

  Implemented without prior discussion or agreement.

• MARS Scheme:

  Launched without Trade Union involvement, in breach of Agenda for Change requirements.

• Additionally, we’ve recorded numerous cases since 2021 where Staff Side reps were excluded from role, service, or structure change discussions.

Breach of Formal Agreement

On 26 June 2023, UHP and Staff Side signed an agreement following a prior dispute. It clearly stated:

“Any future breach of process will trigger another formal dispute.”

That threshold has now been met.

➡️ The Trust has not upheld its commitments. Continued inaction is no longer acceptable.

National Standards Are Not Optional

National guidance from:

• ACAS

• NHS Terms & Conditions Handbook…set out minimum consultation standards. UHP is routinely ignoring these, which:

• Undermines staff confidence

• Weakens partnership working

• Erodes trust in leadership

What Needs to Happen

To resolve this dispute, the Trust must immediately:

1. Adhere to the June 2023 agreement in full

2. Reinstate the Organisational Change Subgroup with proper structure and authority

3. Establish a Live Organisational Change Log accessible to Staff Side

4. Empower the Subgroup to hold leads accountable

5. Jointly review the Organisational Change Policy with Staff Side input

6. Embed ACAS and NHS Handbook standards in all change processes going forward

What This Means for You

We know many of you have experienced changes to your roles, teams, or services without proper consultation.

⚖️ This formal dispute is a necessary step to stop this ongoing pattern.

GMB remains fully committed to ensuring that change is done with staff – not to staff.

We will:

• Hold the Trust to account

• Make sure your voice is heard and respected

If you’ve been affected by unconsulted changes or proposals, contact your GMB Rep directly.

📩 Please Note

• This message may be shared via email and SMS.

• We apologise if you receive it more than once.

• ❗ Do not forward this communication outside the organisation.

• ⚠️ This is not about industrial action. This is about restoring procedures and partnership.

Your GMB Union Branch