NEWS RPS OUTLINES PRIORITIES AHEAD OF 2026 DEVOLVED ELECTIONS


Royal Pharmaceutical Society (RPS) has published a list of asks for the next Governments of Wales and Scotland, ahead of the Parliamentary Elections both taking place in May 2026.


RPS is actively engaged in developing and advocating pharmacy and health policy across Great Britain. The Welsh and Scottish elections provide an opportunity to highlight RPS’s priorities in each of these nations to ensure a sustainable, integrated and strong pharmacy profession that delivers high quality, safe and effective care for patients.


The Scottish Manifesto asks are: • Ensure that pharmacists in all care settings have read and write access to an integrated digital patient record


• Improve national workforce planning for pharmacy


• Enable a more sustainable approach to medicines


SCOTTISH PHARMACIST HONOURED AT ROYAL GARDEN PARTY FOR SERVICES TO LOCAL HEALTHCARE


• Ensure time for learning and development for all pharmacists to support workforce development and enable safe delivery of services.


The Welsh Manifesto asks are: • Utilise pharmacists’ expertise to reduce hospital admissions


• Tackle medicines waste and inappropriate disposal


• Put in place the structure and resources that enable pharmacists to maximise their skills and deliver the best possible patient care


• Secure the future sustainability of pharmacy by investing in the training, retention and recruitment of our workforce.


Despite separate manifestos, both nations share key themes: workforce planning, environmental sustainability and continuous professional development for pharmacists.


Ahead of the elections in both nations, RPS will be engaging with political parties, politicians and candidates to seek support for these asks and to


ensure they have prominence across both Parliaments, which will each run from 2026 until potentially 2031.


Speaking about the publication of the RPS Scotland manifesto, Director for Scotland, Laura Wilson, said; “Our manifesto for 2026 highlights some extremely important areas which we would like to see the next Scottish Government prioritise. Top of our list is ensuring that every pharmacist has read and write access to a digital health and care record for their patients which can be accessed regardless of their location and which technology they are using. This will enable pharmacists to make the most of all their skills, including prescribing, and ensure patients receive high-quality, effective and safe care.


“In addition, we are also asking the next Scottish Government to improve pharmacy workforce planning, ensure that medicines are more environmentally sustainable and provide all pharmacists with learning and development time.”


EMPLOYMENT LAW IS CHANGING


The UK government is rolling out major changes to employment rights that will reshape how workplaces operate across the country.


The Employment Rights Bill, expected to become law later this year, brings in new protections for workers and fresh responsibilities for employers.


For community pharmacy, this means updates to policies, contracts and how teams are managed day to day.


Community pharmacist Mark Easton has been recognised for his outstanding contribution to healthcare in rural Scotland with an invitation to attend a Royal Garden Party at the Palace of Holyroodhouse.


The honour, extended via a nomination from one of the Deputy Lord Lieutenants of Moray, celebrates Mark’s dedication to the villages of Hopeman and Burghead, where he has served patients for over 20 years. Mark and his team have played a leading role in advancing pharmacy services locally, embracing innovation and consistently delivering high quality care. Mark’s recognition highlights the crucial role of community pharmacy in remote and rural healthcare, where access to other medical services can be limited.


Key Changes at a Glance: • Employees will get more rights from day one - Employees will no longer need two years’ service to challenge dismissal. Pharmacies must ensure robust onboarding and fair processes from the start.


• Statutory sick pay from day one - The three- day wait and lower earnings limit will be removed. All staff will qualify for sick pay immediately, regardless of earnings.


• Contracts must reflect actual hours - Workers with regular shifts will gain the right to request a contract that matches their real working pattern - shifting away from zero- hour arrangements.


• Flexible working requests will come sooner - Employees can request flexible working from


the start of employment. Pharmacies will need fair, consistent processes in place to manage these requests.


• Tighter rules on fire and rehire - Employers will face new limits on making changes to contracts through dismissal and re- engagement. Pharmacies will need to explore other options first and follow a fair process if any changes to terms are needed.


• Immediate access to parental and bereavement leave - Rights to leave for new parents and bereavement will apply from the first day of employment.


• Duty to prevent workplace harassment - Employers must actively prevent harassment, including from patients or customers, through clear policies and staff support.


With changes expected to roll out from 2026, pharmacy owners and managers should begin reviewing employment contracts, updating policies and handbooks and preparing teams for compliance. These changes represent a fundamental shift in workplace culture and expectations. For community pharmacies, it's an opportunity to create fairer, more supportive environments that help retain talent, minimise risks and strengthen team morale. Planning ahead now will ensure you are ready to meet the new legal standards.


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