We recognise that the proposed shift pattern changes continue to generate questions and discussion amongst nursing, midwifery and healthcare support worker colleagues.
Many staff have told us they are concerned about the potential impact on work-life balance, caring responsibilities, fatigue, wellbeing and the practical realities of taking breaks during busy shifts. We want to reassure colleagues that these concerns are being actively considered as part of the consultation process and continue to inform the work underway.
No final decision has been made regarding the implementation of any changes.
What we've heard so far
Feedback from the initial consultation highlighted several recurring themes, and has already influenced the consultation process. It informed the development of Option 8 and led to the establishment of dedicated workstreams looking at:
CPD (Continued Professional Development) allocation and recording. Under Option 8, 42 of your contracted hours would be set aside annually, specifically for CPD. This would be pro-rated for part-time staff. This CPD time is separate from the proposed clinical shift pattern of three 12.5-hour shifts each week and the make-up shifts in weeks 4 and 8.
Rest break arrangements, facilities and monitoring processes. Many colleagues told us that conversations about wellbeing can feel disconnected from the reality of busy clinical environments where breaks are not always possible, or where staff feel unable to leave the ward due to service pressures. We recognise this concern. Improving wellbeing is not simply about changing a rota or increasing break entitlement. It is also about creating the conditions that make breaks possible, supporting staff wellbeing in practice and ensuring patient safety. Under the revised proposals, rest breaks will be guaranteed. In exceptional circumstances where a break is missed, this will be recorded and monitored, with time owing.
What we heard during recent ward and site visits
Over recent weeks, colleagues from the People Directorate visited wards and departments across our sites to listen to staff experiences, answer questions and understand concerns firsthand. This is in addition to the briefing sessions which have been held for all impacted staff.
Several themes emerged:
Trust and confidence
Some colleagues told us they feel the outcome may already be decided, while others questioned whether their feedback would influence future decisions. We also heard from staff who felt they had already shared their views through previous surveys or Trade Union engagement.
We want to reassure colleagues that this remains a genuine consultation. Feedback received during the initial consultation led directly to changes in the options being considered and continues to shape the work being undertaken.
Make-up shifts
Many colleagues expressed that they understood the need for standardisation across our sites. However, some colleagues told us they remain concerned about the impact make-up shifts could have on family life, caring responsibilities and fatigue. For other staff, it was recognised that Option 8 this would represent a reduction in make-up shifts. It is acknowledged that these proposals will impact different people in different ways, which is why the individual consultation period is so important.
Requests for clearer information
Staff asked for clearer explanations about:
In response to these themes, we have updated our FAQs, made a briefing recording available and continue to offer one-to-one as well as group discussion opportunities, which are now available.
This is in addition to the information which is already available on the Consultation Hub, which includes a series of ‘Cost Impact Scenarios’ to address part-time working hours in relation to the proposals.
Updated FAQs now available
We've published an updated set of frequently asked questions which include additional information on:
Please take a few minutes to review the updated FAQs, particularly the sections that have been revised since the original publication.
Watch the briefing session recording
If you were unable to attend one of the recent briefing sessions, a recording is now available. Watch the recording here.
This session was hosted by Jacky Francis, Nurse Director for Mental Health and Learning Disabilities, on 17 August and provides an overview of the consultation proposals and answers to the questions that were raised by colleagues.
Your feedback matters
The consultation remains open until 30 September 2026, and we encourage all colleagues within scope to share their views.
The consultation feedback form (which you can complete here) provides an opportunity to:
All feedback submitted will be reviewed and considered as part of the consultation process. Responses will be analysed thematically and no personally identifiable information will be shared.
Need a further conversation?
We recognise that some colleagues may wish to discuss their individual circumstances in more detail.
If you have already had a one-to-one discussion with your ward manager and feel your concerns remain unresolved, you can now request a follow-up group conversation involving a member of the People Directorate.
These discussions provide an opportunity to:
Colleagues may also choose to be supported by a Trade Union representative during these discussions.
Please speak to your ward manager in the first instance if you would like to arrange a follow-up conversation. 20-minute slots are available between 9am - 5pm Monday - Friday, which managers can request via CTM.ShiftConsult25@wales.nhs.uk before the consultation closes on 30 September.
Thank you to everyone who has taken the time to participate in the consultation so far.
Your feedback continues to play an important role in helping us understand the potential impact of these proposals and informing future recommendations. If you have any questions or concerns which have not been addressed by the information provided so far, please email CTM.ShiftConsult25@wales.nhs.uk.