Racial Discrimination Soars Among Nurses: Findings from the RCN and What the Law Says

Published : November 3, 2025

The Royal College of Nursing (RCN) has seen a surge in racism in the NHS and private sector, with complaints rising by 55% over the past three years. From racial discrimination to abuse at work, the data likely underestimates the severity of the issue, with the RCN warning that many incidents go unreported.

In our latest article, we examine the extent to which ethnic minority nursing staff within the NHS and private sector are affected. We then discuss the laws surrounding racism in the workplace and the steps those affected can take to seek justice.

If you’ve experienced race discrimination, contact Redmans Solicitors without hesitation. Our team of employment experts is here to help, and following a brief chat, we can answer your queries and provide expert advice.

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Private Sector and NHS Racism: Calls for Action as Cases Rise

On 27 October 2025, the RCN released its analysis on racism in the NHS and private sector, finding that, year-on-year, incidents involving nurses are increasing. In 2022, almost 700 cases were reported. This figure grew to 800 the following year, before exceeding 900 in 2024. By the end of this year, the number is expected to grow even further, reaching over 1,000 reported incidents.

As it stands, this figure amounts to around three calls per day from nursing staff seeking help after experiencing racial discrimination in the workplace. Cases have included racial slurs from colleagues, patients refusing to be treated by nurses from ethnic minority backgrounds, and employers failing to act when incidents are raised.

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Ms Julie Roye, the head of nursing for primary care at the East London NHS Foundation Trust, explained that racism in healthcare goes beyond being a staff issue. She said, “It directly impacts patient safety, patient mortality and staff wellbeing.” She emphasised that HR departments must be proactive, rather than reactive, establishing “anti-racist values” organisation-wide.

Despite the NHS being one of the most diverse employers in Europe, racism in the workplace remains a critical issue. This highlights the ongoing challenge of ensuring inclusion matches representation and the need for immediate, targeted action.

What is the Meaning of Racial Discrimination?

In the UK, race is one of the protected characteristics under the Equality Act 2010. It covers colour, nationality, and ethnic or national origins, protecting individuals against unfair treatment because of the same. Notably, even if someone doesn’t belong to a particular racial group, if they experience such treatment because of their perceived race or association with someone of said group, they will also be protected.

There are four main types of racial discrimination recognised by law:

  • Direct Discrimination: Where someone is treated less favourably specifically because of their race.
  • Indirect Discrimination: When a workplace policy or practice, applying equally to all staff, disproportionately disadvantages someone of a particular racial group.
  • Harassment: Where someone faces unwanted conduct related to their race, which has the intent or effect of violating their dignity or creating a humiliating and hostile environment for them.
  • Victimisation: When someone is mistreated because they’ve made or supported a complaint of discrimination.

What is an Example of Racial Discrimination in the Workplace?

Examples can range from overt racism in the workplace to subtle, systemic bias. Real-world examples can be taken from some recent nurses’ complaints, where:

  • After a nurse requested annual leave, they were told, “You shouldn’t have come to the UK.”
  • A nurse said to her colleague, “I want to remind you that you’re not one of us.”
  • Following consistent racial abuse, a nurse complained to her employer, only to see no action taken.
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Crucially, the above list isn’t exhaustive, and racial discrimination can take many forms. Outside the healthcare profession, it could include being unfairly passed over for a promotion, or enduring consistent racist “banter.” Whatever the case, if an individual believes they’re experiencing racism at work, it’s recommended that they act swiftly and consider legal help to obtain justice.

Taking Action if You Experience Racial Discrimination at Work

If someone thinks they’ve faced workplace racism and their rights have been breached, acting quickly remains essential. Bringing an employment tribunal claim is usually a last resort, but doing so requires adherence to strict time limits.

Initially, those affected by racial discrimination at work should collect as much evidence as possible. This could include the contact information of any witnesses to the incident, recorded correspondence, or CCTV footage. The more evidence an individual can gather, the stronger their case will be.

Once evidence has been collected, the next step is to consider internal dispute resolution avenues. This may include raising a formal grievance or simply having an informal chat with HR. The severity of the situation will likely dictate the route to take; however, resolving the matter at this stage will avoid the need for stressful tribunal proceedings.

At the same time, it’s typically advised to initiate Acas early conciliation. Doing so offers another chance to resolve the issue without formal action, obtaining free, independent advice which puts a stop to the clock on bringing a tribunal claim.

Should all else fail, however, the last option is usually to initiate tribunal proceedings. As mentioned, strict time limits in addition to eligibility criteria must be satisfied, but if one’s claim is successful, their remedy could include compensation.

Get Help with Redmans Solicitors

If you’ve experienced racism in the workplace and wish to pursue a claim, please contact us today. Redmans Solicitors are specialists in the employment sector. Following a brief chat, we can analyse your case, answer your questions and discuss your possible next steps. We can also assess your eligibility to bring a claim and guide those eligible through the legal process.

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The information on this page is intended for general informational purposes only and does not constitute legal advice.