A NURSE at the Hospital has been suspended for six months after multiple allegations of misconduct, including bullying colleagues and providing an inaccurate reference, were upheld by a professional tribunal.
Jenna Hannah Mackay, a registered adult nurse since 2011, faced a wide range of allegations – including making an “unwanted” comment about a colleague’s sexual orientation.
The case was heard by the Nursing and Midwifery Council’s Fitness to Practise Committee, which examined incidents said to have taken place between 2017 and 2021 while Ms Mackay was working at Jersey General Hospital.
The panel found a number of these proven, concluding that Ms Mackay’s behaviour amounted in part to bullying and lacked professional integrity.
The case arose after a colleague reported concerns to the Nursing and Midwifery Council, which led to a wider investigation and further allegations from other staff members.
In its findings, the panel determined that Ms Mackay had raised her voice at a colleague and, on other occasions, spoke in a way that was “undermining”, “humiliating” and caused “emotional harm”.
The panel ruled that some of this conduct met the council’s definition of bullying, describing it as “unwanted behaviour” that “undermines, humiliates, or causes physical or emotional harm”.
The tribunal also examined comments made in the workplace, including remarks described as “deeply insensitive jokes”, which contributed to a negative working environment.
It also found that Ms Mackay provided inaccurate information in a formal reference for a colleague.
The panel heard that she created a misleading impression by stating the colleague had “left the Island to return to the UK without completing her notice” without including relevant context about sick and annual leave arrangements.
The panel concluded this omission meant the reference “lacked integrity”.
In addition, a separate allegation that Ms Mackay made an “inappropriate” personal remark relating to a colleague’s sexual orientation was proved.
The panel said the comment was “unwanted” and had the effect of “violating the colleague’s dignity” and creating a “humiliating and offensive environment”.
However, not all allegations were upheld. Several claims – including some relating to unfair rostering, derogatory language, and aspects of clinical practice – were found not proved due to insufficient evidence or lack of corroboration.
The panel noted that Ms Mackay was “a skilful nurse” who had moved into a management role without formal leadership training.
It also said some of her answers “appeared to be rehearsed” and her evidence appeared “evasive and implausible”.
Ms Mackay told the panel that she was only 25 years old in her first leadership role, claiming that there was no formal training available at the organisation at the time.
She told the panel about courses she took to improve her leadership and advance her career – some of which she funded herself.
Ms Mackay also told the panel about the “culture” at the Hospital and how it has “improved” since the allegations.
The panel concluded that Ms Mackay’s fitness to practise is impaired and imposed a six-month suspension order, to be reviewed. An interim suspension order of 18 months was also put in place.
Ms Mackay is currently on maternity leave and is due to return to work in July to her current role as head of patient experience, which she was promoted to in December 2024.
Following queries from the JEP, Health and Care Jersey workforce director Stephen James confirmed that the department was aware of the Nursing and Midwifery Council’s decision.
“We understand an appeal has been lodged and so it would be inappropriate for us to comment at this stage,” he said.
“Health and Care Jersey understands the impact a tribunal can have on an individual and are supportive of her wellbeing as the process continues.”
Mr James added: “Support is available for Health and Care Jersey employees via the Government of Jersey employee assistance programme, HCJ Wellbeing Team, the Freedom to Speak Up Guardian, as well as through Human Resources or Trade Union representatives”.
It comes amid a wider backdrop of concerns about workplace culture at the Hospital in recent years.
In 2022, an independent review led by Hugo Mascie-Taylor identified issues including bullying, “vested interests” and what was described as a “Jersey Way” culture within Health. The report warned that these factors posed a potential risk to patient safety.
Just months later, an anonymous letter circulated to the media, senior civil servants and politicians raised further allegations of bullying at the Hospital, prompting an investigation that cost nearly £50,000.
Then-Health Minister Karen Wilson subsequently pledged to root out bullying within Health and “transform” the service by introducing new governance procedures, which Professor Mascie-Taylor’s report identified as lacking.
In 2023, the “freedom to speak up guardian” role was created following accusations of a bullying culture within the Health Department but problems persisted in 2024, when a report presented to the Health Advisory Board found that around two-thirds of staff who left Health cited cultural issues in exit interviews.
Then-Health chief officer Chris Bown said the findings were “of concern” but not unexpected given the scale of cultural change required, while board chair Carolyn Downs described the proportion of staff leaving due to culture as “really concerning”.
