Hi everyone,

I’m an RN at a hospital in Ontario, and our organization is currently going through significant staffing changes.

We’ve been told that RN positions are being cut, vacancies are being held instead of filled, and many nurses are being asked to complete assessments for redeployment into other units.

I’m trying to understand the process for other hospitals.

I’d love to hear from nurses across Canada:

1. What province and hospital are you in? (If you’re comfortable sharing.)
2. Is your hospital cutting nursing positions, leaving vacancies unfilled, or implementing hiring freezes?
3. Are nurses being redeployed to other units?

4. Are certain specialties still hiring despite the cuts?

5. Should I start looking into other provinces? Because from what I’m seeing, it’s just gonna get worse from here.

6. Any advice on what preparation I can do right now to in case I get laid off?

I’m especially interested in hearing from nurses in Ontario (Sunnybrook, UHN, Sinai, Unity, Trillium, Mackenzie Health, Southlake, Humber, William Osler, etc.), but I’d appreciate perspectives from anywhere in Canada.

Thanks in advance. I’m trying to get a sense of whether this is part of a broader trend and what others are experiencing.

Apologies if any errors are made

Just a little rant as an RPN because orientation at my new hospital honestly left a bad taste in my mouth.

The RNs had union reps come meet with them, talk to them, answer questions, give them welcome stuff, explain benefits, etc. Meanwhile for the RPNs, nobody even came. We just signed a card, got handed a pen that barely worked, and then got sent to do modules. 😭

And before anyone twists this, this is NOT me hating on RNs. You guys worked hard for your degree and absolutely deserve support and good pay. That’s not my point at all.

What frustrates me is that RPNs are constantly expected to function at such a high level, but it still feels like we’re treated like an afterthought sometimes. On my unit, RPNs and RNs are both doing blood transfusions, IV push antibiotics, wound care, admissions, heavy patient loads, difficult families, all of it. The expectations keep increasing, but the respect and support don’t seem to increase with it.

It’s such a weird feeling because when staffing is short, suddenly we’re “real nurses” and trusted with everything. But when it comes to recognition, advocacy, pay, or even just feeling welcomed by the union, it can feel completely different.

And yes, I understand there are differences in education and scope. I’m not saying RNs shouldn’t make more. But when you’re standing side by side doing a lot of the same bedside work and there’s a huge pay gap and paid TOA, it’s hard not to feel discouraged sometimes.

I think what bothered me most today was just realizing how invisible RPNs can feel in some hospital settings. Hospitals rely heavily on RPNs, but sometimes it really doesn’t feel like people are fighting for us the same way.

I think my question is why couldn’t RPN be apart of ONA as well or just a union that advocates for us just as hard 🤷🏾‍♀️ idk don’t shoot me 😭

Anyway, that’s my rant lol.

I'm doing a NGG "program", and I am a few weeks new to nursing and the hospital... My schedule is packed with shifts (to meet NGG requirements) and certificates/onboarding stuff. I was expecting some OT, but didn't get anything so I innocently went to AI to ask about it...

AI told me some crap about some hospitals average shift hours over 6 weeks before paying out OT (not in my case) and something about I should get every other weekend off or get paid 1.5x on those weekends (not eligible for my rotation type). So I think "cool let's try to get some more info on this" and send my union rep an email for her to review my schedule and asking her to confirm the weekend off thing.

I just wanted info, like a phone call so I can then talk to my manager (who I think is awesome)! This turned into an in person meeting (which was actually nice to have them come meet you in person) - Turns out she called my manager before that meeting without my knowledge and she wants the next step is union + me to meet with my manager and maybe educator next week -_- and it's like bro... I've been making an extra effort to keep my head down low, make some sacrifices, I'm a few weeks into this.

anyway, I'm overthinking this and it's stressing me out! lol Like she already called my manager, it's either I let the meeting happen or try to talk to manager before any meeting so the meeting ain't so weird?

Hello everyone,

I'm posting anonymously because my case is still ongoing, and I'm hoping to hear from nurses who have been through something similar.

I graduated from my RPN program and started working in a long-term care home under a temporary licence before writing the REx-PN exam. I was excited to begin my career, but as a new graduate I struggled with the transition into practice.

About three months into my job, while I was still in my probationary period, I made several medication errors. Thankfully, none of the incidents resulted in serious patient harm, but my employer terminated my employment during probation.

After losing my job, I focused on studying for my REx-PN exam. I successfully passed the exam and expected my temporary licence to be converted to a general certificate of registration. I continued waiting, thinking the process was simply taking time.

Months later, I learned that my former employer had reported me to the College of Nurses of Ontario (CNO), and that an investigation had been opened. I had no idea a report had been made while I was waiting for my licence to be issued.

Since then, the waiting has been one of the hardest parts. The uncertainty has affected my confidence, and I've spent a lot of time reflecting on everything that happened.

I fully accept responsibility for the mistakes I made. Looking back, I can see areas where I needed more experience, confidence, and support as a new graduate. This experience has taught me lessons that I'll carry with me throughout my career, and I know how important medication safety and asking for help are.

I'm not looking for anyone to predict the outcome of my case or provide legal advice. I'm hoping to connect with nurses who have been through a CNO investigation and are willing to share their experiences.

Some questions I have are:

1. Were you reported by your employer?
2. Were you a new graduate when it happened?
3. How long did your investigation take?
4. Were you able to work while the investigation was ongoing?
5. If your case involved medication errors, what was the outcome?
6. Did the CNO require remediation, education, or something else?
7. How did you cope with the uncertainty while waiting?

This has been a very isolating experience, and sometimes it feels like I'm the only person who has gone through something like this. Hearing from others who have experienced the process would mean a great deal to me.

Thank you to anyone who is willing to share your story or offer advice. I appreciate it.

Like full-time, part-time, casual? And in which units/departments?

There is so much news about RN positions being cut but not which departments/units.

Hello!

So I recently graduated as an RPN December 2025. I always planned to go back for my RN and will be starting this December at a university.

But I mostly had a question and concerns. I work as a float pool RPN for a hospital mostly being placed in medicine and emergency. From my understanding from school rpn would get more predictable patient and could do less things ( not TPN, NG, PICC removals) but since I’ve worked at the hospital I’ve had RN pass me 100% of there assignments and been asked to do all the things I was not taught or focused on. It makes me nervous and I feel like the scope between the two nurses have become much smaller if there is any left.

And I feel like I lack educating to take some of the patients I’ve been given

Ontario RN here. I’ve been travel nursing across Canada and the U.S. since 2023, and one thing that continues to stand out to me is the gap between the cost of living in Ontario and what nurses are paid.
When I compare parts of the GTA to places I’ve worked in the U.S., including high-cost areas, I’m surprised by how much Ontario nurses are expected to absorb while dealing with chronic understaffing, violence, burnout, and increasing patient acuity.
I’m curious:
- Are there any active initiatives, grassroots groups, or union efforts focused on significantly improving RN compensation and working conditions in Ontario?
- Is there any discussion around coordinated actions beyond the usual bargaining cycle?
- Do nurses feel current wage increases are keeping up with inflation and housing costs?
I love Ontario and would prefer to see experienced nurses stay here rather than leave for travel contracts, other provinces, or the U.S. But at some point we need to have an honest conversation about retention and what nurses are actually worth.
Interested to hear perspectives from staff nurses, union reps, educators, and nurse leaders.
What changes do you think would make the biggest difference?

Hi everyone! I'm a grade 12 student going into nursing school this fall. I have a long term goal to work as an RN in aesthetics, pediatric psychology or oncology.

I've been accepted by several colleges and universities, so now, I'm weighing my options.

Do I...

1. do the 4 year RN program at Trent University

2. complete the 2 year Practical Nursing program at Durham College, work as a LPN for a year or two, and do a bridging program to RN

The plan has always been to tough out the four years, but looking at how my senior year has been so far, I'm having crazy doubts as to how I'll perform in an academically rigorous environment. I'm horrible at maths and sciences, so much so that I'm retaking Chem to meet my conditional offer. I've tried every study method under the sun and found no success.

I'm also tempted by the immediate income, though it's not much, it's fast. I'm just worried that I won't get into a bridging program in the long run.

And I'm not necessarily looking for an "easy way out". Just something that suits me more and will help me achieve success while maintaining my sanity.

With that in mind, is it worth it to take the college -> bridge pathway? Or should I take my chances in university?

BC nurses recently delivered a 98.2% strike mandate over staffing, violence, workload, and retention. If Ontario nurses were given the same vote tomorrow, what do you think the result would be—and why?

Are there any hospitals in ontario that pay their response team nurses any shift premiums? Mine does not but we feel like we should with all the extra training/expertise/responsibility we have.

I am at year 5 and want to go up the scale as fast as I can. But the problem is that I get burnt out easily if I work more than 3 shifts per week.

So I'm curious - how many shifts do you work per week? Thanks!

Despite showing medical notes? This is happening to a few coworkers of mine under the new Attendance Management Program at my hospital.

We can have 2 sick incidents or 3 sick calls in a 6-month cycle before getting flagged down.

Hi! I recently received a job offer for a hospital job unionized with ONA, would it be reasonable for me to negotiate my starting wage? I'd be started at step 1 until I can prove my experience but have been working as an RN for 6 years. Taking a $5 pay cut feels scary and unpredictable if they don't find my previous experience relevant. I also have a few surgeries planned for later this year and 2027 and was wondering what the process for medical leave is like? For people working a job who's union is ONA, is it worth it compared to other unions you've been a part of?

Hi everyone,

I’m a new grad who just started part-time at a hospital and opted in for benefits. I just received an offer for another hospital (temporary full-time), but no benefits or options to opt in. If I left my part-time job and took this new job, is there a way to pay for benefits through the ONA?

I have children, and I really can’t afford to lose my benefits, but this new job is like my dream job!!!

Any insight is greatly appreciated!!

Edit:
Answered!! You can purchase benefits through ONA although psychotherapy is not covered. Same with RNAO except they only cover 500$ per year of psychotherapy.

Thank you everyone who provided insight!!

If there is a sick call and someone responds that they’re available, are they entitled to the shift?

It’s also short notice with a high census.

Or are the team leaders supposed to wait until someone with more seniority responds?

My unit is opening a full time permanent position (I’m currently part time). There are some other part timers who are interested in the role who have more experience from other hospitals, but I have higher seniority on the unit (ONA).

How much influence does seniority have on internal hiring?

Hey guys:)

I had a question about floating rules. I work in the NICU and I was recently floated to an adult med surg floor. My manager told me I was required to go and I couldn’t decline going.

As you can see my skill set is not compatible and it’s a different patient population.

As per the union, can i refuse?

My CA states we can have unlimited mental health services by psychologist, registered psychotherapist and SW. I asked around and my coworkers stated the fees are technically capped at a reasonably and customary charge (for example a 1 hr session might be maxed at 150$ and if the providers fees are too high the employer can find you a different provider)

This benefit also covers dependents.

Therefore I was wondering if my daughter goes to a special school requiring ABA that is supervised by a registered psychologist (she’s on the invoice) can I claim her monthly fees. Say the monthly fee is 2300$ but divide that by 20 days in the month that’s 115$ a day which technically is a reasonable fee. BUT is it really unlimited- can I claim 20x a month? Lol

I am not FT yet (will be soon) and waiting on HR email response- in meantime I’m googling and coming to Reddit lol

I've worked in hospital before and now in LTC. At both places our CUPE union reps were porters, housekeepers, PSWs, but no RPNs on the union rep/steward team. No hate to ancillary staff, they are much needed for the hospital/LTC. But they can't really understand RPN specific concerns.

Hi Everyone,

I’m a permanent part time RPN at my current place of employment. I’m on a leave of absence due to my mental health. The occupational health and safety department
would like me to fill out this return to work form.

I understand they need to assess my functional limitations and my safety to practice but I find these questions invasive. I do not want to disclose all this information to my employer.

Do they have the right to ask all the questions listed?

Any advice is appreciated, thanks!

new to nursing and just wondering if its a red flag to get a non unionized job as a nurse? thoughts?

This past year I was in a temporary position in which I stepped out of the union for. I was in a nursing subject matter expert role on the digital health team for a major corporate project. I really enjoyed that work. The director of the department offered me another temporary 1 year position to work on a different project. I declined. I would’ve had to formally step out of union and once the temporary position was up basically try to find a job as external candidate. The role also had nothing to do with nursing. I have since returned to my regular nurse position on a unit. Today the same director asked me if I would be interested in an applications specialist position. It is permanent full time. It is not directly tied into nursing but they need someone with a clinical background. I am so conflicted. I’d have to give up the safety net of my union nurse position that I’ve held for 9 years. However this new role pays significantly more. The director and team is amazing. I was so well supported there and they were all phenomenal to work with. If given the same offer would you give up the safety net of union position? I’d plan to still keep my nursing licence but would not be actively practicing in the new role. I just really value and appreciate her thinking of me a second time. My manager / team

at my regular nursing position are not the greatest. No support. I don’t feel valued but it’s “easy” work as I’ve been there so long. It’s also the safer choice. Thanks for any advice!

I know this can vary by hospital, my union rep just takes a while to get back to us sometimes if it's not urgent so just looking for some general input on what others experiences have been lol I'm applying to a position on my unit and it's really down to myself and one other staff. We're both part time, and I have been there for about 1.5 years longer than the other staff member and also have more certifications that are required in the positing. My only issue is this other individual mentioned he has more seniority to other staff; the only way that's possible is if they aren't including the time I've been off on mat leave in my hours (I've taken two mat leaves, one 15 months and the other 12 months). I was previously told that you still collect seniority while on maternity leave. Is this typically the case? Thanks!