When Policies Are Ignored, UNISON Steps In
1. Fighting for Fair Flexible Working
Imagine asking for flexible working to balance your job and personal life, only to be met with silence and then a blunt rejection without explanation. That’s what happened to one of our members. Under the Flexible Working Policy (Version 6, August 2025), managers must respond within 28 days and give a clear, evidence-based reason for any refusal. But this didn’t happen.
The member felt frustrated and powerless—she had followed the rules, but the Trust hadn’t. At the appeal, UNISON stepped in. We argued that the decision should be set aside and the process replayed under the correct legislation and policy. Once HR advised the manager of the proper procedure, the request was reconsidered.
Sadly, the experience left the member so disillusioned that she chose to move to another Trust. This case shows why UNISON representation matters—without us, the injustice would have stood.
2. Disability Ignored – Until UNISON Intervened
One member with a disability faced a harsh reality: her manager treated her sickness absence as if her condition didn’t exist. Under the Reasonable Adjustment Policy (Version 2, August 2024) and the Sickness and Attendance Management Policy (Version 3, November 2025), managers must consider adjustments for disabled staff, including changes to absence triggers. But instead, the manager pushed her through the standard process and even tried to escalate her case because she was due for surgery—on the very last day of her monitoring period.
The member felt anxious and unfairly penalised for something beyond her control. UNISON fought back. We reminded the Trust of its legal duty under the Equality Act and its own policies:
“Managers must make reasonable adjustments to remove or reduce disadvantages experienced by disabled employees.”
The process was corrected, and the member finally received fair treatment. Without UNISON, she would have faced unnecessary stress and possible disciplinary action.
3. Long-Term Sickness – Holding the Trust Accountable
Being off sick for over a year is hard enough—but imagine the Trust failing to keep in touch, delaying Occupational Health referrals, and then cutting your pay because of its own mistakes. That’s what happened to another member. Under the Sickness and Attendance Management Policy, the Trust must maintain regular contact and act promptly to support recovery. It also states:
“Where delays in the management process are attributable to the Trust, pay protection measures may be applied to avoid disadvantaging the employee.”
The member felt abandoned and financially punished for something that wasn’t her fault. UNISON intervened, challenged the Trust, and got her half pay reinstated until the process is complete. This wasn’t just about money—it was about dignity and fairness.
4. Injured and Forgotten – Redeployment Secured
After a serious injury, one member couldn’t return to her usual role and ended up on long-term sick leave. She feared losing her job and income. The Trust should have acted under its Redeployment Policy, which says:
“Where an employee is unable to return to their substantive post due to ill health or injury, managers must explore suitable alternative employment opportunities within the Trust.”
But nothing happened until UNISON stepped in. We pushed for an Occupational Health referral and reminded the Trust of its duty under the Equality Act and the Reasonable Adjustment Policy. The result? The member was redeployed into a suitable role, her rights were protected, and her future secured. Without UNISON, she might have faced dismissal.
Why This Matters
These stories aren’t just about policies—they’re about people. When managers ignore the rules, members suffer stress, uncertainty, and sometimes financial loss. UNISON makes sure that doesn’t happen. We know the policies, we know the law, and we fight for fairness every day.
Why UNISON Membership Matters
Being a member of UNISON is about having a voice and real protection at work. When issues arise—whether it’s unfair treatment, pay disputes, sickness absence, or flexible working—representation is powerful because it ensures your rights are upheld under employment law and Trust policies.
UNISON reps know the legislation, policies, and procedures inside out, and we challenge decisions that are wrong or unfair. Alone, it’s easy to feel powerless, but with UNISON, you have expert advice, collective strength, and the ability to hold employers accountable. Membership means you’re never facing workplace problems alone—you have a union that fights for fairness and equality every day.
