Race and Regulation Spotlight “When Regulation Becomes Racial Weapon: The Case of an E4BN Nurse Against the NMC”

An E4BN member, a Black mental health nurse, was unfairly referred to the NMC just two days into a new job after disclosing his lawful medicinal cannabis prescription. The referral led to a suspension and then an interim conditions order. After presenting clear medical evidence and exposing the racial bias underlying the case, the NMC revoked the restrictions. This is a critical win for fairness, racial justice, and the rights of Black healthcare professionals.

On Tuesday, June 24th 2025, the Nursing and Midwifery Council (NMC) made the decision to revoke the interim conditions of practice order imposed on Mental Health Nurse an E4BN member, a Black registrant who had been unfairly restricted since February 2024.

The panel concluded that there was no longer a significant risk of serious harm and acknowledged that the conditions had become disproportionate and unsupported by evidence.

This is a victory not just for the E4BN member, but for Black healthcare professionals across the UK who continue to face disproportionate scrutiny and racialised assumptions under the guise of regulation.

The Background

The member described the experience as devastating: “On my first day, I felt hopeful. By the second, I was being accused of things I couldn’t even comprehend. I didn’t know what an interim order was. I just knew I had lost everything.”

In early 2024, the E4BN member was hired by Cygnet Health. The opportunity was more than just a job — it represented stability, dignity, and the culmination of years of professional dedication. The member was hopeful and proud to be stepping into a new role, bringing experience, compassion, and resilience into mental health care.

Yet within 48 hours, that hope was extinguished. The member was dismissed and referred to the NMC. The reason? The member disclosed a lawful prescription for medicinal cannabis to manage chronic pain. Instead of engaging Occupational Health or offering support, Cygnet staff acted on suspicion and discomfort — not evidence. Concerns about the member’s fitness to practise were raised, based on stereotypical assumptions rather than any clinical or behavioural basis.

Would a white nurse in the same position — transparent about a legal prescription, medically monitored, and demonstrating professionalism — have been treated the same way? The answer is likely no. They would have received a case conference, not a referral. A support plan, not a dismissal.

The regulator escalated the matter without seeking further clarification or clinical review, imposing an interim suspension order that was later reduced to conditions of practice. The member was accused of being late, smelling of cannabis, and behaving unusual, erratic and manic — all disputed claims that reflected stereotypical expectations about Black male behaviour rather than any established evidence.

This case was never about clinical risk. It was about how quickly Black professionals are judged, and how rarely they are supported.

The NMC responded by issuing an interim suspension order, later reduced to conditions of practice. The member was accused of being late, smelling of cannabis, and behaving unusual — all disputed claims that reflected stereotypical expectations about Black male behaviour rather than any established evidence.

This case was never about clinical risk. It was about how quickly Black professionals are judged, and how rarely they are supported.

The Evidence That Changed Everything

The panel was presented with clear, independent evidence confirming that the E4BN member was medically fit to practise, compliant with all treatment protocols, and posed no risk to public safety. Supporting documentation included letters from treating professionals, a clean toxicology report, and job rejections caused by the imposed conditions — collectively illustrating that the continued restrictions were not only unnecessary but unjust.

The Racialised Pattern

The member stated that false claims — including mental illness and substance misuse — were presented without evidence and accepted without question. “I signed consent forms for health checks. They never even followed up. But they still said I was unwell.”

The NMC imposed Rule 19 allegedly to ‘protect’ the member — against the member’s explicit wishes. “I told them I had nothing to hide. They refused to remove it. That’s when I realised they were hiding the process, not protecting me.”

The case bore every hallmark of a racially biased referral:

❌ No referral to Occupational Health

❌ No objective assessment or clinical conversation

❌ Immediate assumption of impairment

❌ Escalation based on stereotypes, not safety

Despite being medically cleared, compliant with the treatment plan, and transparent about needs, the member was treated as a threat — because the member was a Black person using cannabis.

Neomi Bennett, our CEO of Equality 4 Black Nurses, argued at the hearing:

❝ A well-informed member of the public would not be shocked to learn that a Black male nurse, lawfully prescribed cannabis and medically cleared of impairment, is allowed to practise. What is shocking is that he was ever referred to the NMC for it at all. ❞

The Role of Race and Structural Inequality

You can access the 2024 Independent Culture Review here. For further insight into the data behind this case. The NMC's own Independent Culture Review (2024) and FOI data were central to this case. They confirmed that:

• Black nurses are four times more likely to be referred to fitness to practise.

• Employers often rely on subjective, unverified claims.

• There is a well-documented bias associating Black men with cannabis misuse, aggression, and dishonesty.

The E4BN member’s experience mirrored these patterns precisely.

The Panel's Decision

The panel reviewed the new medical evidence, assessed the overall risk, and found no justification for the continued restrictions. They acknowledged that concerns about cannabis use and non-disclosure were no longer relevant, and that the remaining concerns did not meet the threshold required to maintain an interim order. The E4BN member's cooperation, insight, and professionalism were noted. As a result, the interim conditions of practice order was revoked immediately, restoring his ability to practise without restriction.

What This Victory Means

This is a defining moment for challenging institutional racism in professional regulation. It proves:

• Lawful medicinal cannabis use must not be racially weaponised.

• Interim orders must be evidence-based, not stereotype-driven.

• Panels can and should reverse decisions when new facts emerge.

  
  

Final Words

"When they placed those conditions on me, it felt like I was being silenced for being honest about my health. Getting my name cleared is more than just professional — it’s personal. I can breathe again." This isn’t just about me,” the member said. “It’s about all the Black nurses who are silenced or shut out for trying to survive. I stood my ground, but I don’t want anyone else to go through what I did.”

Equality 4 Black Nurses affirms the right of all nurses to access lawful, clinically indicated treatments — including medicinal cannabis — without stigma, racial profiling, or regulatory bias. These rights are protected by equality legislation and must never be overridden by fear or stereotype.

The E4BN member has shown courage and grace through a process that should never have happened. The member's case is a reminder that due process, racial fairness, and transparency must be at the heart of the NMC's practice.

We commend the NMC's Independent panel members for recognising the injustice. But this cannot end with a single case. We are calling on every Black nurse, midwife, and ally to join the movement. Stand with us against biased referrals, harmful stereotypes, and unequal treatment in regulatory spaces. Every win like this sends a message — but real change requires collective pressure, visibility, and mobilisation.

*Become a member

*Refer a colleague.

*Amplify our work.

*Challenge injustice wherever it lives.

Together, we are building a system where Black healthcare professionals can thrive — not just survive. This case reinforces that racially motivated referrals may breach the Equality Act 2010 and the Human Rights Act 1998. Regulators and employers must act within the bounds of equality law, or be held accountable.

Have You Worked at Cygnet Healthcare in the past 10 years and Faced racial Injustice?

If you are a nurse, healthcare assistant, or agency staff member who has worked at Cygnet Health and experienced:

• Unfair dismissal

• Racial profiling or stereotyping

• Attack by patients

• Sexual harassment

• False allegations or referrals

• Lack of support for your health needs

• Weaponisation of the NMC process

You are not alone. We are currently investigating a pattern of serious concerns raised by Black nurses and other healthcare staff.

📞 Call our confidential helpline:0208 050 2598

📩 Or email us securely at: matron@equality4blacknurses.com

Let us support you. Let’s expose the pattern. Let’s hold them accountable — together.

Equality 4 Black NursesWe believe you. We will stand with you.