Ambulance staff to be given more support following deaths of three workers in a month

The East of England Ambulance Service, which provides the service in Peterborough, Cambridgeshire and across the region, announced they were taking the action after an investigation was carried out following the tragic events of November last year. They have now created an action plan to provide help for staff members.

The investigation, undertaken by independent investigator Christine Carter began in December 2019 and involved interviewing over 40 witnesses, including the families of the three staff members.

The investigation sets out 12 recommendations which have been discussed by the Trust Board. An action plan has been developed and agreed to make sure the recommendations are implemented as quickly as possible.

Dorothy Hosein, EEAST Chief Executive Officer, said: “Losing three members of our staff in tragic circumstances is extremely sad. Each of these separate incidents reveals a deeply personal story and a terrible loss with a huge impact on families, close colleagues and across the wider service.

“We all know work and home life are not easily separated. Staff wellbeing is influenced by personal, family and other relationships and experiences, as well as their employment. This has not been reflected in some of our policies and management of issues, which are still too tightly focused on just workplace performance.”

“Every day our staff do fantastic work at the frontline of healthcare and often in very demanding circumstances. That is more true today than ever before. This investigation brings home clearly that the Trust must do more to support the mental health of staff if they suffer problems or anxiety in their private, family or work life.

“I am committed to instilling a culture which sees, respects and cares for all staff as individuals. To do this, we will move fast to improve our well-being policies and practice so they recognise and support the whole person, in and out of uniform.

This will mean taking rapid and robust action to address issues arising in the workplace, and outside of work as well. My aim is for all our managers to listen to and support colleagues and spot any early signs where help might be needed.”

The 12 recommendations from the investigation are:

The Trust should produce specific guidance on the management of serious incidents involving the death of a member of staff

Cross-reference new guidance for management of death in service serious incidents with on call systems and guidelines document

Cross-reference new guidance for management of death in service incidents with the Management of Serious Incidents Policy, making specific reference to serious incidents involving death of a staff member.

Guidance for the welfare and management support of staff on sick leave should be included as an appendix in the Sickness Absence Policy (and Disciplinary Policy in relation to the rules of sickness absence applying when a person is suspended and on sick leave).

The Trust should develop guidance for managers regarding supporting staff who are experiencing mental health problems (whether off sick or still at work).

The Trust should develop training for managers in supporting staff with mental health problems – in partnership with specialist mental health professionals, building on the guidance developed under recommendation 5.

The Trust should consider how it can contribute to and learn from the range of suicide prevention strategies and initiatives across its catchment area and incorporate suicide prevention into its strategic goals.

The Trust needs to establish a programme of change and development to address sexual harassment and change the behaviours of staff and managers that enable it to thrive. This will require some facilitation and support for the management team to undertake this task.

The Disciplinary Policy should be amended in relation to suspension of staff. The policy should include a clause reflecting the need to undertake a risk assessment at the time the decision to suspend a member of staff is made.

The Trust should review its arrangements for first line management support in order to move to a model that provides front line staff with consistent and regular line management support.

Senior Operational Managers (Deputy COO and Heads of Operation) should be reminded of their responsibilities under the Duty of Candour Policy to deliver the Duty of Candour message.

The Trust should carefully consider the findings of all current investigations, together with this one to assess any common themes or consistent messages that would suggest the need for remedial actions and further organisational development initiatives.

Mrs Hosein added: “We are already making progress on our action plan to address these recommendations. Half of our actions will be completed by the end of this month, with all the recommendations addressed by the end of September. We will continue to provide regular updates to the Board and online.”