New analysis reveals that NHS staff retention schemes have successfully reduced the number of workers leaving the health service to one of its lowest levels in over a decade.
In the 12 months up to September 2024, only 1 in 10 (10.1%) hospital and community healthcare workers left the NHS, marking a significant decrease from the 1 in 8 (12.5%) who left in the same period up to September 2022.
The reduction in leaver rates has been supported by a two-year programme aimed at improving retention within the NHS. The NHS’s People Promise staff retention initiative, led by NHS England since April 2022, has played a crucial role in this achievement. The programme initially supported 23 NHS organisations and has since expanded to include 116 organisations, encompassing mental health and community trusts, primary care, and ambulance services.
Professor Em Wilkinson-Brice, NHS England’s Director for Staff Experience and Leadership Development and leader of the programme, said:
“NHS organisations have done a huge amount to improve the working environment for staff over the past couple of years and it’s fantastic to see the impact it’s having, with over 21,000 fewer staff leaving the health service in the last year.
“We’re also seeing improvements to sickness and absence rates and to the NHS’s overall productivity – so more staff are available to get patients the treatment they need sooner.
“Our People Promise staff retention programme shows what’s possible when you work closely with staff to make changes that improve their lives, whether supporting flexible working or making simple alterations to rostering processes.
“I’m delighted that we’ve been able to expand the initiative to a further 116 organisations so that we can provide a world-class service that’s appreciated by both staff and patients across the country.
“I’d encourage all NHS organisations to prioritise retention by making changes that will improve the everyday working experiences of their teams.”
Key interventions such as efficient use of e-rostering, supporting flexible working and retirement, and local listening sessions for staff have had the most significant impact on reducing leaver rates. Liverpool University Hospitals NHS Foundation Trust piloted team-based rostering, allowing staff greater control over their working patterns, resulting in reduced stress and improved work-life balance.
Barts Health NHS Trust implemented 23 interventions, including pension seminars, enhanced induction processes, and flexible working policies, leading to a 17% reduction in leaver rates. United Lincolnshire Hospitals NHS Trust's focus on flexibility in recruitment and training has saved over £10 million in temporary staffing costs, correlating with improved retention and recruitment.
NHS England's annual guidance for the next financial year will prioritise faster treatment for patients and a reduction in reliance on temporary staff, aiming for a 30% reduction in agency spending to reinvest in frontline services.
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