Trainee pharmacists are at one of the most vulnerable times of their careers, as qualifying as a pharmacist often relies on maintaining a placement, and the quality of support and conduct of their supervisor and employer. For many, it may be their first experience of employment, adding another layer of challenge and adjustment.
As a membership organisation, the PDA can only provide detailed support to individuals that have signed up as members. PDA membership for trainees is FREE, however individuals must nevertheless join in advance of an issue rising in order to access that support.
As well as supporting members when challenges arise, the PDA can help members prepare, understand what to expect, navigate common pitfalls, and recognise when something isn’t right in their workplace. The PDA’s online event, ‘How to thrive in your trainee year’, and online course, ‘Getting the best from your relationship with your supervisor’, demonstrate different ways the PDA supports trainees. The PDA invites all trainees to join in on these sessions and encourages anyone who knows a trainee to also recommend that they do so.
The PDA is highlighting examples of the issues recently faced by trainees with the PDA’s assistance.
Contractual obligations and employment clauses
A recurring concern among trainees is the emergence of restrictive and, at times, potentially exploitative contractual clauses. One notable example involved a community pharmacy requiring a trainee to commit to a five-year tenure as a pharmacy manager at 52 hours per week* following the completion of their training. The trainee refused to sign the contract, especially as the employer seemed to leverage the trainee’s visa status to enforce compliance. The offer was subsequently withdrawn, causing significant distress and prompting the trainee to seek support from the PDA.
Other examples highlight similarly restrictive conditions, such as a contract that required the trainee to agree to two further years of employment post-training, with a 12-month notice period should they try to leave. There was also a threat of deducting a day’s pay for each day not worked during this period.
Such terms raise questions about their fairness and enforceability, as well as the ethical implications of attempting to force a new professional into a prolonged employment arrangement under threat of financial penalty.
*Note the legal maximum working week is 48 hours per week unless the individual voluntarily chooses to opt out of that protection.
Discrepancies/unilateral changes to working hours and salary
Several trainees reported discrepancies between what was advertised on Oriel (the trainee pharmacist recruitment platform) and the actual details presented in their contracts. For example, one placement offered only 34.5 hours per week and a salary lower than what was originally stated on Oriel. This arrangement would fail to meet the minimum 35-hour requirement for a placement and that fell short of the individual’s salary requirements.
Another trainee was offered a contract at £23,500 instead of the advertised £24,500, with the employer “justifying” the £1,000 deduction as a cost associated with DPP (Designated Prescribing Practitioner) placement. This unexpected salary reduction, not previously disclosed or agreed upon, rightly caused concern for the trainee, prompting them to seek advice and support. If this trainee worked more than 37 hours per week, it is also likely the employer would be breaching the minimum wage regulations at this salary level.
Similar issues were reported by another trainee who discovered their salary was set below the legal minimum wage. This trainee also faced ambiguity about their actual place of employment and the presence of other trainees, further complicating their transition into the role.
Issues with leave and holiday entitlement
The process of obtaining approval for holiday entitlement presented another source of stress. One trainee, having rolled over many days of unused holiday into the final period of their training year with the employer’s agreement, found their requests for time off repeatedly ignored, despite submitting them months in advance and securing supervisor approval. The trainee’s manager claimed to be taking action, yet no resolution was forthcoming, leaving the trainee uncertain and frustrated.
This lack of clarity and support regarding entitlement to leave, coupled with concerns about negative repercussions for escalating the issue, highlights the need for greater transparency and a more robust framework for trainees to assert their rights without fear of reprisal.
Regulatory and procedural concerns
Some trainees reported confusion regarding regulatory requirements stated by their employer, such as whether the General Pharmaceutical Council (GPhC) needs to be notified after a certain amount of sick leave. This specifically concerns whether three instances trigger a notification or if only absences exceeding 40 days are of concern.
Additionally, there was uncertainty surrounding the requirement for trainees to pay for their own training courses, with one employer requesting payment from the trainee despite the business already being compensated for hosting the trainee. This situation underscores the importance of clear communication and the need for trainees to understand what is legally required of them.
Mental health and wellbeing
The cumulative impact of these challenges is significant, with trainees reporting considerable extra mental distress and anxiety. The pressure to sign restrictive contracts, unresolved disputes over salary and holiday entitlement, and lack of support from employers have led some trainees to experience extreme mental or emotional stress, leaving them unable to perform normal day-to-day activities.
Seeking support and advocacy
Fear over lack of confidentiality was a concern for those who feared retaliation for escalating their complaints beyond their direct managers. The PDA is independent of all employers, and as a trade union has the right to represent individuals as employees.
The PDA has the experience to help employees navigate the right course of action to resolve workplace disputes within the necessary process and strict timeframes.
All PDA members can be reassured that the PDA maintains confidentiality when it comes to our members and the issues they bring.
There are terms of participation that every employer commits to comply with when they sign up to host a foundation trainee. However, that is no guarantee that every employer will actually do so, and just as with other legal requirements, standards or regulations, some employers will not meet that obligation. Trainees may not even know that such requirements exist, let alone that their employer is breaching them. Even if they know the mechanism for reporting/challenging such behaviour, to do so without the help of the right organisation is intimidating to say the least.
The experiences reported to the PDA, some of which are highlighted above, illustrate the multifaceted challenges faced by foundation trainees as they embark on their professional careers. Issues with contracts, pay, working conditions, and leave entitlement not only undermine the trainees’ sense of security but also threaten their mental health and wellbeing.
The PDA is committed to supporting pharmacists, wherever they may be in their career journey. Pharmacy students, trainee pharmacists and qualified pharmacists who are not yet members are encouraged to join the PDA today.
Not yet a PDA member?
If you have not yet joined the PDA, we encourage you to join today and ask your colleagues to do the same.
Membership is FREE to pharmacy students, trainee pharmacists and for the first three months of being newly qualified.
Read about our key member benefits here.