If you have been given an outpatient appointment at the hospitals and are unable to attend for whatever reason you can use the form below.
It is really important that you let us know of any changes as soon as possible. This means we can offer the original appointment to another patient.
Please complete the form below with your contact details and as much information as possible. You can find most of the information we need on your appointment letter.
If you have any problems using this form, please call the number on your appointment letter and we will do our best to help you. You will receive a response from us so you know it has been received and actioned.
If you wish to change the date and time of your appointment you, you can click the re-book option and state any dates that are not suitable for you, or you can contact us using the number on your appointment letter.
Warrington and Halton Hospitals NHS Foundation Trust works to ensure we provide equality of access to all of our patients and members of the public.
We are committed to furthering equality, diversity and human rights and reducing inequalities in health. In this section you can read more about how we do this and the documents and reports that are available to you that we use to monitor our work in this area.
The Human Rights Act 1998 provides service users with a vehicle through which they can ensure that their human rights are fully taken into account when decisions regarding access to treatment and services are taken. The Act also covers the right to life or quality of life by providing a mechanism for demanding life saving treatment and for non-life saving treatment where denial would have a severe impact upon the quality of that individuals life.
A good way to understand human rights is to see them as a vehicle for making principles such as dignity, equality, respect, fairness and autonomy central to our lived experience as human beings. These core principles are brought to life by a range of different human rights that make them real. The trust and other public bodies are obliged to respect human rights and in the service which we provide to you, can give these principles real meaning.
Principle and corresponding human right
If you have any questions regarding your treatment as a patient please contact the Patient Relations Manager on 01925 635911
As an employer the trust is committed to a vision of respect for the individual.We strive to promote diversity and equality of opportunity in employment, welcoming applications from all sectors of the community. We also hold the Positive about Disabilities Two Tick Employer Award which ensures that disabled people are not disadvantaged in the workplace. To apply for a role at Warrington and Halton Hospitals, please register at NHS Jobs by following the link to our current vacancies pages.
You can find the policies, tools and action plans we publish around this area of work below.
Under the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017, WHH are required to report annually on their gender pay gap.
The trust sets out how it endeavours to meet the public sector equality duty via its Equality Duty Assurance Report. You can access this report below.
In order to meet the duty to publish Equality data under the Equality Act 2010, the trust reports quarterly on workforce and patient data, these reports are reviewed by the Equality and Diversity Sub-Committee.
View 2018's report here.
You can view 2017's report here.
You can view 2016's here.
You can view 2015's report here.
The workforce reports gives statistical information on our workforce profile showing the gender, age, ethnicity and other information of our staff and people who apply for roles with us
Equality Delivery System 2 Results - 2019 - click here
Equality Delivery System 2 Results - 2018 - click here
Equality Delivery System 2 Results - 2017 - click here
As an NHS organisation, we have both a legal and moral duty to demonstrate fairness and equality to our patients, service users, their carers and families, and to our employees.
This strategy explains and responds to the Trust’s statutory duties to promote equality amongst all groups of people. It replaces and builds on our previous Equality Strategy 2013 - 2017
The Equality, Diversity & Inclusion Strategy (2019 – 2022) will guide practical work within the organisation aimed at continuing to implement the commitment to equality and as such, will be reviewed and monitored on a regular basis.
We have involved all stakeholders (including staff, patients, carers, partners, governors and members of diverse communities and their representatives) in the development of this Strategy.
We will also ensure that all stakeholders have a real influence in implementing the Strategy in order to achieve demonstrable benefits for everyone.
You can read our Equality, Diversity and Inclusion Strategy by clicking here or on the icon at the top right of this page.
The NHS Equality and Diversity Council announced on July 31st 2014 that it had agreed action to ensure employees from black and ethnic minority (BME) backgrounds have equal access to career opportunities and receive fair treatment in the workplace.
This document aims to provide an Equality Analysis of the Workforce Race Equality Standard (WRES).
Included in this analysis is an action plan that highlights next steps, further work, and the mitigation of any potential negative impacts identified.
You can view our WRES action plan 2020-2021 here.
You can view our WRES action plan 2019-2020 here
You can view our WRES reporting template 2019-2020 here
You can view or WRES analysis for 2018-2019 here
The NHS Workforce Disability Equality Standard (WDES) is designed to improve workplace experience and career opportunities for Disabled people working, or seeking employment, in the National Health Service (NHS). The WDES follows the NHS Workforce Race Equality Standard (WRES) as a tool and an enabler of change.
The WDES is a series of evidence-based Metrics that will provide NHS organisations with a snapshot of the experiences of their Disabled staff in key areas. By providing comparative data between Disabled and non-disabled staff, this information can be used to understand where key differences lie; and will provide the basis for the development of action plans, enabling organisations to track progress on a year by year basis. The WDES provides a mirror for the organisation to hold up to itself, to see whether or not it sees a reflection of the communities that it serves.
Organisations will be encouraged to introduce new measures and practices which positively support disability equality in the workplace and further the involvement and engagement of Disabled communities more widely in the work and aims of the NHS. As the fifth biggest employer in the world and employing 1.2 million people, the NHS is in a pivotal position to lead the way in the employment of Disabled people. This is especially relevant for the NHS, as the provider of universal healthcare services and where 70% of people using NHS services have long-term conditions. We draw upon a rich diversity of people to provide care for our patients Recognising the values of equality and diversity is central to achieving cultural change, in which all staff are respected and valued for their contributions and receive fair treatment in the workplace.
You can view our WDES action plan for 2020-2021 here.
WDES Reporting Analysis July 2019
WDES Action Plan 2019-2020
If you require any of our information in another format or language, please contact us via WHH.email@example.com