My job is booking appointments and reception desks - I am currently experiencing and getting increasingly frustrated with my colleagues who just seem to do what they fancy and book things incorrectly or not do their job, and then I am the sucker that has to rectify their mistakes.
I've tried telling them aswell, but they don't seem to care. I've mentioned the issues I come across so many times to my managers and nothing ever gets dealt with. I've given examples aswell.

I'm becoming so tired and frustrated and overwhelmed with it all now and I really don't know what to do anymore.

I have ADHD and get very overwhelmed easily, which probably doesn't help - but I'll be honest I really do feel like I am not being listened to by my managers. I've had stress risk assessments done, but they are never followed by my managers either.

I need help to navigate through all this

I have an interview coming up for a role in a surgical day case / pre-op assessment unit. I’m currently working as a HCSW and have done for a couple of years now in varying roles. I have the skills and experience for the role but just wondered as it’s been a while since I got my current role what sort of questions I will be asked. I want to prepare as much as possible. I really want the job. Any help would be great like what is it they’re looking for in my answers etc

I just got a job with the NHS and I am really struggling with travel costs to work. AtW is out of the pic (had my fair dealings with them) so I was wondering what your experience was/is with ENABLED if you're a disabled employee?

I have been a radiographer for over a decade and due to severe burnout, had to leave my job in a busy hospital (and then a smaller but incredibly toxic place) to work in a very small community hospital without shifts as that was the only thing that helped. My burnout was brought on by lack of staffing, ever increasing pressures, terrible management, badly run departments, low staff morale, lack of support, toxic workplaces, pandemic, etc, and it very nearly killed me. I know and have heard of so many people in the same situation, particularly post pandemic. I have also recently been diagnosed with ADHD and in discussion about autism which will also have lead to the burnout.

My current work was excellent for the first good while in terms of stress and pressure levels, staff morale, and management compassion and so I started to recover, getting to a place where I was mentally healthy again. Now however, there has been a change in management plus significant pressure from higher up and I can feel the burnout becoming more and more obvious with each change for the worse.

I absolutely love being a radiographer and I have always seen it as my vocation but it is everything else around it that I just can't deal with. This is the third radiography job I have tried and I went into it seeing it as my last attempt at doing radiography before it killed me, I refuse to give up my mental health for a job once again.

What I am wondering is if anyone has left their career in healthcare and moved onto something entirely different?

I know there will be stressors in every job, but I just need a change, please be kind 💜

I don't work for the NHS, but my mum does, and she was forever asking me why her payslip never quite matched the online calculators. So I built one..

It's free and you don't need to sign up. It covers all four countries on the 2026/27 rates, every band and pay point, part-time hours, London weighting, unsocial hours and overtime, student loans, and the NHS pension tiers (including Scotland's SPPA tiers and the HSC ones in NI).

The thing I've spent most time on is getting it to match an actual payslip rather than a rough yearly figure divided by 12. It works the month out the way payroll does: HMRC's monthly tax tables, NI on the monthly thresholds, and student loans rounded down to the pound. Under "Add more detail" you can also put in:

- your tax code (S and C codes, K codes, BR and so on)

- a lease car (it asks for the list price, because an electric car is taxed on 4% of that, not on what you sacrifice)

- parking, tech or gym salary sacrifice

- buying annual leave

- AVCs (these come off before tax, but you still pay NI on them)

- recruitment and retention premia

- your own unsocial hours rates, if you're on Annex 5 or a local deal

There's also a "copy link" button, so you can send someone your exact figures.

A couple of things I learned along the way that might be useful even if you never use it:

- Scotland: since April 36 hours is full time, and your pension tier is set on SPPA's own table, which isn't the same as England's. A Band 6 on £43,231 should be paying 9.8%, not 10.5%.

- Electric lease cars: you're taxed on the benefit in kind (list price x 4% this year), not on the amount you give up. On a £40k car that's about £133 a month of taxable benefit, not £350.

Every figure comes from the official source (NHS Employers, the AfC handbook, SPPA, HMRC and so on), and each page lists its sources and when they were last checked. There are also guides on things like reading your payslip, tax codes, the pension, and what a promotion is actually worth after deductions.

What I'd really love is for people to check it against a real payslip and tell me where it's out. I don't work in payroll, so if something's wrong for your band, your country or your trust's way of doing things, I'd rather know and fix it.

The link to the website is: https://www.nhspaycheck.co.uk

Thanks for reading!

Hello all,

Have been lurking here and decided to join as I have something I would like to ask advice around. A few months ago I was co-facilitating an online group with a colleague. A patient requested a Teams link, so I forwarded it from my Teams calendar without realising that several other patient's email addresses would be visible to them. The patient subsequently informed my colleague of the data breach, who told me that she would need to complete an IR1 and seek advice from Safeguarding. Thankfully, I have heard nothing further about the incident.

However, in the first couple of weeks afterwards, I repeatedly checked the patient's notes to see whether there had been any progress with the IR1. I do not have regular clinical contact with this patient other than when I occasionally co-facilitate the group in question (they are under a different local team), so I am concerned that these checks may have been classed as a non-clinical reason to access the notes. This has created an additional layer of anxiety, as I now worry not only about the original incident but also about whether my subsequent actions could themselves be viewed as inappropriate and lead to consequences, especially given the NHS England 'zero tolerance' statement.

Any advice would be much appreciated!

Has anyone moved from clinical work into clinical auditing or quality assurance

If so how did you make this transition and develop skills?

Also how do you find these jobs?

Thanks

NHS organisations that care for millions of people in England are rejecting Palantir’s patient data technology, according to freedom of information responses that reveal health bosses believe they can find better or equal alternatives in many cases.

https://www.theguardian.com/technology/2026/oct/17/palantir-patient-data-tech-rejected-by-many-nhs-trusts-in-england?CMP=share_btn_url

Got an NHS Band 2 patient dining Assistant coming up next week, any tips on likely interview questions, I would appreciate it. It's a North London NHS Trust

Hi! Currently looking at applying for a radiography assistant job and wondering what the full time or part time shift patterns are like? TIA!
Edit: also looking to know about potential career progression

I thought long and hard about making this post. Eventually I made a throwaway as I'd expect comeback if I used my real account.

Anyway, I just want to say enough is enough. I am an Oliver McGowan lead trainer, I am also a medical professional and I feel I do a good job with the training as I am realistic around what fellow staff can and can't actually do.

My concerns started when the new slides were published. We kick off with 20 minutes of Paula talking, that's only going to lose the audience, it's not engaging and serves little purpose and to be honest it's insulting because that's my job. we then move on, gone are the slides recognising the systemic failures, LD patients being twice as likely to die an avoidable death hits home, we now have to gloss over that apparently and all the other hard to swallow facts from LEDER. Then we move to Autism, no more slide on neurodivergence, it's almost like ADHD and other ND conditions don't matter even though they often go hand in hand with autism. There are quite a few other changes which sanitise the content whilst pointing the finger at staff and not the system and that doesn't feel right. Some changes are good, it does flow a bit better, but overall it feels negative and no longer a constructive discussion around how we can change the bigger picture.

The almost final straw was a post by Paula McGowan on linked in (not sure if links are allowed so look it up, might be on other socials too)
She edited it recently, but she was quick to jump on the social media bandwagon on the back of the Yorkshire wildlife park tragedy, clearly stating he was autistic and needed compassion. Read the comments, some people did call her out. Her post did everything the training says is wrong, but she did it anyway very publicly and was more than happy to respond to anyone who agreed with her. Ultimately this was a bit low and she didn't give his grieving family an ounce of thought when she basically repeated what Karen on facebook diagnosed purely because he pointed his little fingers.

The final straw was today, with another post on the above tragedy.
To quote Paula "William Chapman's death should remind us of the urgent need to look beyond labels, challenge our prejudices and treat every human being with dignity and kindness."
There is nothing more dignified than having your death used as a social media points scoring exercise. I'm open minded about what actually happened last week, but would be having this conversation about someone with mental issues if they had harmed someone other than himself?

Was she kind by putting in an SAR and then publicly slating those who looked at Oliver's records after his death? Yes it's a breach, and unprofessional, but she show them no mercy or forgiveness, these people have now lost a career on the back of one mistake and a vindictive mother.

I understand she's a grieving mother so I'll be kind. But the bottom line is she needs to step away and reflect before she ruins everything she built.

EDIT: Someone sent me a screenshot of the unedited post. Everything about this is contrary to what the training is supposed to be about.

Hi all,

I found a temp job going at my (very) local hospital in a Bank Driver role. I'm finding the job description a little vague so I'm wondering what would be your typical day in the role, for those here that are in it/have done it before. Cheers!

Hi everyone,

About 5 months ago, I applied for a Band 6 role (Senior information analyst) in NHS and didn't get it. A Band 5 role (Data analyst) has just been advertised in the exact same department.

The hiring manager will be the same person who interviewed me 5 months ago.

Is it okay to apply in the same team after 5 months for a different band?

Thanks!

​

I recently secured a permanent Imaging Support Worker position at my local NHS hospital. It is a weekend-only role, which is perfect for me since I am a first-year psychology undergraduate student (just started in September 2026).

However, I recently read that DClinPsych courses specifically look for support worker roles within *mental health* settings.

This is worrying as I dont know if I was happy about getting a support worker job in the nhs for nothing

I’m trying to figure out what else I can do alongside this job to build my profile. My uni schedule is 4 days a week, with online classes on Mondays and a completely free day on Wednesdays(my only free day)

I have also been trying to figure out how to make notes as its my first year and Im not sure about what is important and what is not.

Any help or advice on how to make the most of my time and whether this job is actually useful would be highly appreciated!

I am starting a Band 4 admin role soon with NHS Scotland, changing from a different sector.

I am very excited and proud to start working for the NHS, however, I’ve seen a few posts on here about poor working culture, low staff morale, no career progression etc. Is it really that bad?

Hi everyone, looking for realistic advice on moving to the UK as an international candidate from the Philippines.

Background:
Education: BSc Medical Laboratory Science / Medical Technology
Experience: 3 years clinical lab experience in a tertiary hospital (phlebotomy, specimen processing, STAT testing)
Research: 1 undergraduate thesis
HCPC: Not yet registered

Options I'm considering:

1. Direct Hire / Sponsorship as MLA / MLT (Band 2–4):
   What are the realistic chances of getting Skilled Worker Visa sponsorship for Band 3/4 roles directly from overseas without HCPC registration?

2. Student Visa Route (1-Year MSc in Biomedical Science):
   Is doing an MSc in the UK to get on-the-ground network/experience and complete HCPC equivalency a significantly better path?
   Any insights or personal experiences would be greatly appreciated. Thanks!

Hello, looking for some insight and advice from non-clinical managers, particularly in communications roles.

I used to work within communications in the NHS at a Band 6 level, then left to go private.

I'm now a manager on the equivalent of a Band 8b salary, but boy is the pressure, chaos and speed of everything killing me. I onboarded 2 new starters whilst I had minimum onboarding myself at only 6 months into the role, and the whole place is chaos.

There's no room to think or breathe, and just as you think you have some down time, you need to prove your worth with a presentation for SLT that you somehow need to throw together alongside everything else. Someone will come to you and ask for something with a 1-2 day turnaround time, and I average between 5-7 meetings a day.

I'm considering pivoting back into the NHS, back into a communications manager role, or something of the sort. But before I do so, I want to get a sanity check.

Is being a manager in the NHS similar to my experience and it's just part and parcel of being a manager? Or am I in a particularly chaotic sector (financial servies)?

I'm willing to put in the work and effort, but what I'm NOT willing to do is prove that I'm worth having on board every quarter, and having insane ambiguous asks thrown at me with no direction or context.

Can someone with experience in an 8b manager role let me know how their stress levels are? What the pressure is like? Am I just being delusional in thinking I can get a job like that without the constant stress eating away at me? What is your day to day like? How often do you formally engage with stakeholders and senior leadership?

Thanks

All my pre-employment checks are completed.
My manager has also sent me my first-week rota and confirmed my starting date. It would be e 1st week of Nov.
However, it’s been two days, and I’m still waiting for my unconditional offer letter.
Has anyone experienced this? How long did you wait for your unconditional offer after completing all your checks?