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The Pharmacists' Defence Association (PDA) has reacted to the chief pharmaceutical officer (CPhO) for Wales's offer for community pharmacy contractors, offering a funding uplift for community pharmacy on the condition of an increase in pay for some staff by at least the amount currently being imposed upon NHS employees. The PDA has expressed a mixed reaction to the intervention being attempted by the Welsh government. "It is unusual for a government to be so closely involved in the pay of their suppliers' employees and those at some community pharmacy employers have a contractual right to a pay review at times of year that may not synchronize with the government's financial cycle, so this initiative may have different impacts at different employers," said the association. "In addition, the PDA negotiates pay at the largest two community pharmacy employers and works alongside other trade unions that organise other pharmacy workers. This government intervention must not disrupt or attempt to bypass those processes."

The Pharmacists' Defence Association (PDA) has begun conciliation with 86 pharmacy companies to safeguard the interests of former LloydsPharmacy pharmacists. The Advisory, Conciliation and Arbitration Service (Acas), a government agency, serves as a mediator between companies and employees to resolve disputes. If the ongoing mediation prove unsuccessful, individual employees retain the option to file claims in the employment tribunal, the PDA has said. The ongoing dispute centres around employers potentially failing to conduct the required consultation under the Transfer of Undertakings (Protection of Employment) regulations (TUPE) with employees and their representatives during employee transfers, the PDA said. The TUPE legislation, known for its complexity and technical nature, applies when a section of the company, like a pharmacy sold as an asset using standard disposal, undergoes a transfer. According to NHS England's recent pharmaceutical list, LloydsPharmacy has either sold or shuttered 461 branches since September 2022. According to NHSE data, as of June 30, the pharmacy chain operates approximately 512 pharmacies in England. This positions it as the third-largest chain after Boots UK and Well Pharmacy.

The Pharmacists' Defence Association (PDA) has announced that it will support its member impacted by the decision to close 300 more Boots pharmacies. After the announcement of closure of 300 Boots pharmacies over the next year, the association believes this is approximately one out of every eight current Boots pharmacy locations. The company has insisted that the objective of this exercise is not to make existing pharmacist employees redundant, and they hope to be able to redeploy individuals into nearby alternative locations. However, PDA believes that it is unlikely that suitable alternative roles will be available for all and redundancy is a possibility for some. The PDA Union will provide pharmacists with information, support, and representation as part of the recognition agreement so that members are aware of and can exercise their rights at work. PDA officials will be in continued dialogue with the company throughout this closure programme.

Tesco, one of the leading pharmacy chains in the UK, has been allegedly accused of forcing some locum pharmacists to accept lower rates or it will cancel their booking. The issue has been brought to the notice of the Pharmacists' Defence Association (PDA) by some of its locum pharmacists members. "Some locum pharmacists who had existing confirmed bookings at Tesco stores have reported to the PDA that the company has contacted them to say that if they do not agree to accept lower rates than have already agreed, the company will cancel their booking," said PDA. "The reported messages follow a communication from Tesco setting self-imposed so-called "wage rates" for locums. This is confusing as locums are self-employed and therefore should be able to negotiate rates with their clients just as any other independent supplier can do. Using terminology such as "wage rates" is more indicative of an employer-employee relationship and could undermine the status of the locum market in community pharmacy. Employees are also entitled to various extra benefits and have greater employment rights."

The Pharmacists' Defence Association (PDA) has expressed disappointment at the omission, once again, of the promised Employment Rights Bill omitted from the Queen's Speech earlier this week. The Bill is pledged to strengthen day one employment rights and increase the productivity of businesses. It set out plans which would protect and enhance workers' rights and aim to make the UK the best place in the world to work at. This included plans to introduce the right to request flexible working for around 2.2 million people in Great Britain - regardless of time served in a bid to modernise the way employees work. The PDA said: "The Employment Rights Bill would have presented an opportunity to improve the ability for workers to obtain redress in the event of poor treatment or discrimination through the development of a single labour market enforcement body. "Poor employment practices, such as insecure work through long-term zero-hours contracts, unilaterally changing workers' terms and conditions by terminating their contracts and re-hiring them on new terms and conditions (also known as fire and rehire), and the sacking of workers without notice, as recently demonstrated by P & O Ferries, could have been outlawed under new legislation."

In response to Thursday (5 January)'s announcement on the proposal of new 'anti-strike' legislation, the Pharmacists Defence Association (PDA) has said that it will work with other trade unions to defend the fundamental right for workers in the sector to strike. The association believes that "industrial action should always be a last resort, especially for health professionals such as pharmacists, however having the option to strike is a fundamental right for working people in a fair and free, civilised society." "The right to strike is a fundamental right through which employees can act collectively to secure and protect pay and conditions." It added: "The Trade Union Congress (TUC) are coordinating the challenge to these proposals." The TUC said in a statement: "The Prime Minister should concentrate on fixing our public services, not attacking public sector staff. The proposed legislation would make it harder for disputes to be resolved."

With the UK government mandating a gender pay gap reporting by corporates and there is a lot of push for ethnicity pay gap report, there is a need for a similar push for having disability pay gap records, said Jay Muthu, director of Organization and People Capability at Entain Group. "I think we need to kind of lobby the government to make that happen, but unfortunately a lot of disability organisations are still fighting for the basic rights," Muthu said during a panel discussion on Disability Inclusion In The Workplace held during the Pharmacy Business Diversity Conference on Thursday (December 9). The session, moderated by the conference chair and BBC presenter Clive Myrie, also had Kate Nash OBE, founder and chief executive officer of Purple Space, which is the world's only professional development membership hub for disability employee resource groups. Muthu said: "The challenges are from both sides. There is obviously the societal stigma (attached with disability). There are corporations not being aware and not wanting to educate themselves, and then there is the government not really implementing the right kind of mechanisms to make it happen.

The Pharmacists' Defence Association raised concerns over the practice of firing and rehiring employees, which often leads to denial of individuals' rights to redundancy, forcing them to face cuts to their terms and conditions. It noted that some employers may use the 'fire and rehire' practice to force staff to accept lower wages, different hours, or other changes in working conditions. It cited an example of a lawsuit in which Tesco lost a High Court battle when Usdaw won a case to protect workers from unfair tactics. The PDA said although the trade union won the case, the practice of firing and rehiring can still be legal in some circumstances. However, it believes the practice is both immoral and unethical.

The Pharmacists' Defence Association has helped its members to secure around £196,000 last year from employers who treated pharmacists badly or breached their rights in some way. The association strives to help members to resolve workplace disputes quickly, locally, and amicably, however some cases need escalation into the legal system, it said. It helps pharmacists to understand and exercise their rights in case unfair treatment occurs to them. Though no employee expects to be treated badly, this is the reality for some pharmacists, the PDA stated.

Businesses have a responsibility for the safety of their employees, as well as visitors that are on their premises. If an injury occurs on their property, a company can be held responsible. There are various issues and rules that may apply, so it is important to know the facts regarding such situations. Here are 4 impacts legalities to consider for your business when dealing with such incidents. STATUS OF ENVIRONMENT AND RESPONSIBILITY OF PREMISES When you are looking into injury cases that occur and involve the premises or property of a business, one of the most important aspects to consider is the status of the property itself. All property that has access to the public owned by an individual or business must be maintained in a manner that is safe for people to reasonably move around. This is often associated with sidewalks and pathways, as well as corridors, hallways, and various rooms in businesses. You must ensure that areas where people may be around are safe such as ensuring no water or substance is present on floors that would cause falls or slips, and otherwise having the signage to indicate the need for caution. This is not limited to people, but can also apply to vehicles and equipment, ensuring oil stains and spills do not endanger the operators and employees in the area. Businesses should recognize any risks that are present and also be mindful to address environmental concerns in the immediate area as they are made aware of them. If a business fails to address such potential dangers, they are indeed potentially liable for any injuries and health concerns that come as a result of willful ignorance of the situation.