Sandie Peggie: Employment Tribunal, associated legal claims, and related matters - thread #64

[nauticant]

TLDR version: Sandie Peggie vs Royal College of Nursing is currently being heard. The hearing started on Wednesday 23 September 2026 and is scheduled to end on Thursday 1 October 2026.

Sandie Peggie, a nurse at Victoria Hospital in Kirkcaldy (VH), brought claims in the employment tribunal against her employer; Fife Health Board (the Board) and another employee, Dr B Upton. Ms Peggie’s claims were of sexual harassment, harassment related to a protected belief, indirect discrimination and victimisation. Dr Upton claimed to be a transwoman, that is observed as male at birth but asserting a female gender identity.

The Employment Tribunal hearing started on Monday 3 February 2025 and after a prolonged process judgment was handed down on 8 December 2025. That judgment is being appealed and an appeal hearing is expected to take place in 2027.

Additional legal claims have been raised. Sandie Peggie is taking action against the Royal College of Nursing, against three senior managers who were witnesses in the employment tribunal - Dr Kate Searle, Dr Maggie Currer and Esther Davidson, against Carol Potter, the chief executive of NHS Fife, for victimisation, against NHS Fife for discrimination, and against its director of people and culture David Miller for harassment. In addition, Sandie Peggie is being investigated by the Nursing and Midwifery Council over fitness to practice.

The past proceedings were live tweeted by www.x.com/tribunaltweets. Tribunal Tweets are likely to be providing coverage in current and future proceedings. There's additional information on Tribunal Tweets' substack: www.tribunaltweets.substack.com/.

Links to previous threads #1 to #60 can be found in this thread: www.mumsnet.com/talk/womens_rights/5379717-sandie-peggie-list-of-threads-covering-employment-tribunal-and-afterwards

Thread 61: www.mumsnet.com/talk/womens_rights/5472628-sandie-peggie-vs-nhs-fife-health-board-and-dr-beth-upton-following-employment-tribunal-judgment-thread-61 8 January 2026 to 3 August 2026

Thread 62: www.mumsnet.com/talk/womens_rights/5562302-sandie-peggie-vs-nhs-fife-health-board-and-dr-beth-upton-following-employment-tribunal-judgment-thread-62 3 August 2026 to 24 September 2026

Thread 63: www.mumsnet.com/talk/womens_rights/5581909-sandie-peggie-employment-tribunal-associated-legal-claims-and-related-matters-thread-63 24 September 2026 to 27 September 2026

Yeah. We've all dealt with customer service reps like him.

It usually ends with "can I speak to your manager".

I would say t&s would open the door to reasonable meetings where the union demonstrates that it is on the member’s side and can then calmly review all the information and give sensible advice / open negotiations which make sense. None of these peaches has made any effort to listen properly to the members or go through all the papers with them. They need a good being made redundant because they plainly are already.

Perhaps it would be worse if NC's cold were to hit its peak on closing arguments day.

and can they show some redacted correspondence from another case to show that this is common practice and not made up bollocks?

Hmmmm 🤔

Can't think why!

I've just realised who this witness reminds me of. It's that character in The Office.

Poorly NC up

ETA still deliciously on form though.

If a person makes racist comments towards black people and then fires a black person then that would generally be enough to switch the burden of proof and require them to give a non-discriminatory explanation of their decision. The victim doesn't need to have any more evidence than this - demonstrating that the decision-maker was prejudiced against a PC they possess already provides the 'something more'.

Ha, she's setting the trap...

NC right out of the trap here. 😁

They did come up in the Darlington case, but it seems to have done feck-all good:

fanOfBen · Today 12:28
From TT:

BH She [SD] highlighted the 1992 Workplace regs. I case had been adjourned and the next day the trust had a new workplace guidance which doubled down on TG men.

From TT:

Stuart Fraser, RCN, continues as the witness

NC will you agree that being an officer at RCN is responsible and skilled?
SF yes
NC you attend training on employment law ?
SF yes

.

.

From TT:

NC you’d know more than members?
SF yes
NC so pay, bullying, disciplinary other issues?
SF yes
NC if thinking of resigning then advice about constructive dismissal or discrimination?
NC. So the latter re a potential ET speedy need for advice?
SF yes
NC eg someone being picked on by manager , false accusations eg infection control would need protected disclosure not to suffer a detriment?
SF yes

You can see the cogs whirring in his eyes! Haha

Is Pete about to make an entrance?

I can now see why NC only needs two hours 😂

I was observing and I remember her saying this.

Pete may making a sneaky entrance early on

I can't imagine this bloke doing anything quickly...

I think she may have called him Paul. Not sure.

From TT:

NC if you hear a simple story from a nurse a man going into the woman’s changing room and she was suspended you’d know that would need advice under the EA?
SF This case?
NC any case
SF yes . Difficult because hypothetical

NC you might want to get the other side of the story because you might need to get an assessment within 3 months?
SF not necessarily
NC but it’s obvious you’re looking at an EA claim potentially

Ha ha ha.

NC if you hear a simple story from a nurse a man going into the woman’s changing room and she was suspended you’d know that would need advice under the EA?
SF This case?
NC any case
SF yes . Difficult because hypothetical

Hello Pete 😍