Advice for members

The SoR Trade Union department has compiled resources for members on a number of topics

A-Z Listing

  • Addiction services

    Alcohol and drug addiction help

    Addiction NI (Northern Ireland) - A registered charity providing treatment and support for people in Northern Ireland who are dependent on alcohol or drugs.

    Alcoholics Anonymous-  Alcoholics Anonymous is a fellowship of people who share their experiences to overcome and help others to recover from alcoholism.

    Alcohol Concern - Alcohol Concern is the leading national charity working on alcohol issues. 

    Dan 24/7 (Wales) - A free and bilingual telephone drugs helpline providing a single point of contact for anyone in Wales.

    Know the Score (Scotland)- Scotland's drugs information gateway with information on drugs and the effects of drug misuse.

    Talk to FRANK- For friendly, confidential drugs advice, Talk to FRANK can help.


    Gamblers Anonymous - A fellowship of men and women who share their experience, strength and hope with each other that they may solve their common problem and help others to do the same.

    GamCare - GamCare offers a telephone helpline for people with gambling problems in the United Kingdom. Also, offers an Internet chat help line.

    Responsible Gambling Trust - A charity providing gambling support to those with a gambling problem. The Responsible Gambling Trust works closely with the gambling industry.

  • Bereavement resources

    Cruse Bereavement Care - Has someone died? Cruse can help with support, counselling, education, advice and information. Counsellors available by phone or email.


  • Bullying

    Bullying and harassment is behaviour that makes someone feel intimidated or offended and can have a serious effect on an individual's physical and mental health. Harassment is unlawful under the Equality Act 2010.

    More information is available on our dedicated Bullying page. 

  • Cancer at work

    Most people during their working life will encounter at least one colleague or family member who has been diagnosed with cancer. They will need support not just from their families but from their employer, industrial or health and safety reps but their friends.

    The SoR has compiled a list of information which may be useful whether you or your colleagues need help, advice or guidance and practical support.

  • Children and young people resources

    Action for Children - Action for Children supports parents and parents-to-be, babies and pre-school children through the most difficult times.

    Barnado’s -  Barnardo’s works to transform the lives of vulnerable children and young people.

    Childline-  ChildLine is a private and confidential service for children and young people up to the age of 19.

  • Counselling resources

    British Association for Counselling and Psychotherapy - BACP is a membership organisation that sets standards for therapeutic practice. Their online directory can be used to locate a professional counsellor, who will usually charge for their services.

    Counselling Directory -  Counselling Directory is a comprehensive database of UK counsellors and psychotherapists, with information on their training and experience, fees and contact information. 

    Please also check our dedicated mental health section.

  • Domestic abuse resources

    National Domestic Violence Helpline -  A national helpline for women experiencing domestic violence, their family, friends, colleagues and others calling on their behalf.

    Refuge -  Refuge supports 3,700 women and children on any given day through a range of services, including refuges, independent advocacy, community outreach and culturally specific services.

    Womens Aid -  Women’s Aid is the national charity working to end domestic abuse against women and children.

  • Financial debt

    Debt can make you experience many different emotions. You may feel scared, despairing, ashamed, helpless, or guilty. 

    It is important not to hide from your financial difficulty, or to panic and take desperate measures. You have time, but you must face the situation head on.

    Please check out our dedicared financial help and advice page. 

  • Gender Occupational Health and Safety

    We assume that health and safety is gender neutral. There are subtle differences and both men and women are exposed to risks at work. 

    Unfortunately the impact of gender on both men’s and women’s occupational health and safety is underfunded, under researched and poorly understood although we hear reports about discrimination against new and expectant mothers, their working conditions, how they are treated by work colleagues and employers.

    We need to engage with employers to gain a better understanding of the impact of gender (sex) differences on men's and women’s occupational health and safety and use this information to reduce the inequality in our member’s workplaces.

    The SoR membership is predominantly female with 78% female and just 22% male members. Sadly, there is a perception within health and safety that the risks which may be associated with female dominated industries (mammography for example) are taken less seriously than those in male dominated industries (construction for example), whilst the truth of the matter is they both present very different and valid risks which need to be understood and addressed as soon as possible.

    Gender Specific Occupational Health and Safety (GOSH) is promoting everyone’s participation and ensuring the best preventative solutions are selected for all regardless of gender.

    Useful links

    Health and Safety Executive: Health and safety for new and expectant mothers: information on maternity rights and links to ‘pregnancy at work’ 

    Health and Safety Executive: Vulnerable Workers 

    Women and work: Advice from the home office

    TUC Gender Occupational Health and Safety

    European Agency for Safety and Health at Work: fact sheet

  • Injuries at work

    If you have been injured at work, please read the Personal injury - your guide

    You may then wish to visit the indemnity insurance section of our site to learn about legal assistance.

  • Knowledge and Skills Framework

    The NHS Knowledge and Skills Framework (NHS KSF) defines and describes the knowledge and skills which NHS staff need to apply in their work in order to deliver quality services. It provides a single, consistent, comprehensive and explicit framework on which to base review and development for all staff. It lies at the heart of the career and pay progression strand of Agenda for Change.

    The NHS KSF process has been developed in partnership between management and staff side representatives. This partnership approach is intended to continue as the NHS KSF is used in development review, with managers working with individual members of staff to plan their training and development and review their work.

    The SoR has issued guidance to help members and managers develop KSF post outlines for diagnostic and therapeutic radiographers at bands 5 and 6 (see the radiography outlines in the downloads section below). The NHS KSF is about the knowledge and skills that individuals need to meet the demands of their post. 

    Introduction to KSF

    KSF Handbook

    Return to practice

  • Learning Contract or Agreement

    Many employers, when offering training, will often ask employees to sign a Learning Contract. This is intended to ensure that the employee stays with the organisation for a defined period of time after the training, in order that the organisation can benefit from the skills obtained during the training. 

  • Lone workers

    Lone working in the NHS is described as ‘any situation in which someone works without a colleague nearby, or when someone is working out of sight or earshot of another colleague’.   

    The term ‘lone worker’ can refer to a wide variety of staff who work, either regularly or occasionally, on their own.

    More information here

  • Manual handling of patients

    If not performed safely and correctly, positioning and handling of patients can cause injury to both you and the service user.

    Reduce the risk of injury

  • Menopause at Work (HSWPG)

    The Health, Safety and Wellbeing Partnership Group published advice on Menopause at Work.

  • Mental Health

    We have a range of information about  mental health on our dedicated mental health page

  • Pay: 2018 NHS Pay Offer

    The 2018 pay offer improved the financial renumeration for NHS staff in England, please visit our dedicated page on the subject. 

  • Pay: Agenda for Change - Annex T

    The Society of Radiographers believes that Agenda for Change has greater potential to improve service delivery through career development than was possible under Whitley. Career development is one of the cornerstones of the Agenda for Change agreement and is enshrined in Annex T of the Terms and Conditions Handbook. Annex T allows for accelerated progression between bands 5 and 6. The Society of Radiographers believes that Annex T is applicable to all newly qualified radiographers.

    A Society of Radiographers' initiative from 1999 successfully introduced the concept of competency-based progression from the starter grade to the Senior II grade. The reason for this success was that most employers recognised that accelerating the development of newly qualified radiographers was beneficial to the service. Annex T provides the opportunity to translate this work into Agenda for Change.

    Briefings for Employers and AfC Leaders

    Briefings for Mangers

    Briefings for Society Reps

  • Pay: Agenda for Change - Annex U

    Annex U of the Agenda for Change NHS Terms and Conditions of Service Handbook addresses the pay and conditions of service for trainees.

    Annex U - Pay and Banding of Trainees acknowledges that there is a wide range of such staff and provides three categories into which they should fall. Annex U also provides guidance on assimilation following completion of training.

    Society of Radiographers’ members likely to be affected by Annex U are those undergoing training to be:

    • Advanced or consultant practitioners
    • Assistant practitioners
    • In service (ie employees) student radiographers
    • Helpers and clinical support workers

    Guidance document for employers

    Guidance document for mangers and industrial relations reps 

  • Pay: Job evaluation

    Job evaluation (JE) is a major component of the Agenda for Change project. The process of matching jobs to national profiles or evaluating jobs locally will locate posts within pay bands on the new pay spine.

    Guidance on Review Procedures 
    JE Handbook 
    How to appeal 
    Manager profiles 
    National radiography profiles 
    Research band 6 
    Research band 7 
    Research band 8a 
    Research band 8bcd 
    Undertaking a Review 

  • Pay: Out of hours

  • Raising concerns in the workplace

  • Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013 (RIDDOR 2013)

    The Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013 (RIDDOR) place a legal duty on employers, self-employed people and people in control of premises to report work-related deaths, over-seven-day injuries and certain other injuries, work related diseases, and dangerous occurrences (near-miss accidents).

    Visit our RIDDOR page

  • Risk assessment in the workplace

    A Risk Assessment identifies risks to staff and patients and the steps needed to reduce those risks and so minimise accidents, injuries, and incidents.

    What does a Risk Assessment do?

    The key principles of a Risk Assessment are to:

    1. Identify hazards in the department. Anything that may cause injury or harm to patients, carers, staff or visitors. (This is not just physical hazards but may include psychological risks caused by long hours, lack of breaks, badly designed technology, unreasonable working practices.)
    2. Who is at risk of harm and how are they at risk? This includes everyone who visits the department, whatever their role.
    3. How serious are the risks? It’s important to assess the level of risk, ie how likely the risk is to cause harm. Is the risk high, medium, or low? What action needs to be taken to reduce a high risk to as low a level as possible?
    4. Record, record, record. There must be a record of the risk assessment, when it was carried out, the findings, and what actions were taken and when to minimise the identified risks.
    5. Review. Risk Assessments need to be periodically reviewed and updated. Has anything changed in the department that requires a review? Are people still aware of safety procedures and are they aware of the risks?

    Many employers have service-wide policies and procedures in place and usually what is needed is an assessment of the risks specific to radiology and therapeutic radiography.

    For background information about what a Risk Assessment should cover, the TUC Worksmart site includes What are the five steps to risk assessment?

  • Shift Working

    "A significant number of staff that deliver around-the-clock care are shift workers.

    Poorly designed shift patterns together with irregular sleep patterns and environmental factors can have a detrimental impact on employee health and patient outcomes. 

    The Health Safety Executive reported that poorly managed shift patterns can increase sickness absence rates, presenteeism, increased at-work errors and patient safety incidents, and associated costs.

    It's important to ensure that safeguards are put in place to support safe working practice around shift working. This guidance has been developed incorporating good practice on shift working from the Health Safety Executive and has been developed in partnership with trade unions and management for the benefit of healthcare organisations."

  • Sickness absence

    Employers will often have internal sickness absence policies that will be used should an employee's absence fall outside the monitoring guidance within the organisation itself. Repeated absence is often dealt with using the capability procedures within the Trust. For absences in relation to disability issues as defined by the Equality at Work Act (2010), the TUC provides guidance on issues of Sickness Absence and Disability Discrimination which can be found through the links below.

    TUC - Sickness Absence and Disability Discrimination guidance

    TUC - Sickness Absence guidance