Prescribing solutions for the NHS staff shortage crisis

Michelle Holmes, Managing Director at Holmes & Partners Ltd, walks us through prescribing solutions for the NHS staff shortage crisis

England’s National Health Service (NHS) faces an acute and persistent crisis – a severe shortage of healthcare professionals, particularly doctors and nurses. The shortage has reached a critical point, with England having just 2.9 doctors per 1,000 people, well below the OECD EU nation average of 3.7 doctors per 1,000 people, according to BMA analysis. The gravity of this crisis cannot be overstated, and we must explore viable solutions to address this pressing issue.

NHS staff shortage crisis

The shortage of doctors is not evenly distributed across the country. It’s not surprising that London, with its vast population and numerous medical institutions, fares better than other regions. However, even London falls short of the OECD EU nation average. The Midlands, for instance, has 3.5 million more people than the North West but lags behind in the number of doctors. To address this disparity, a region-specific approach is needed.

The stubbornly high number of unfilled vacancies in the NHS is a longstanding issue. While the focus is often on medical vacancies, nursing shortages are equally concerning, as they directly impact the medical workforce. The interconnectedness of healthcare delivery necessitates a comprehensive approach to filling both medical and nursing vacancies.

As of June 2023, there were 125,572 vacancies in secondary care in England. Of these, 10,855 vacancies were medical, amounting to 7.2% of all medical posts. This vacancy rate is similar to the one seen a year ago (7.3%). The greatest proportion of all secondary care vacancies remains in nursing, with 43,339 unfilled posts (10.6% of all nursing posts).

• The NHS should intensify its recruitment efforts by collaborating with educational institutions and implementing targeted campaigns to attract medical and nursing students.
• Simplify and expedite the hiring processes to reduce the time needed to onboard new staff. Reducing bureaucratic obstacles can make a significant difference in filling vacancies promptly.
• Recognise that multi-disciplinary teams deliver care. Addressing nursing shortages will relieve some of the burden on doctors, reducing stress and burnout.

Staff for long-term healthcare sustainability

Ensuring a steady supply of healthcare professionals is vital for long-term healthcare sustainability.

• Increase medical schools’ capacity to train more doctors. Establishing new schools or expanding existing ones can help meet the growing demand.
• The stagnation in the number of GPs is concerning. To encourage more medical professionals to enter general practice, offer incentives and support for GP training and career development.
• Many doctors trained abroad contribute significantly to the NHS. Implement strategies to retain international medical graduates already practicing in the UK.

The toll on the mental and emotional well-being of healthcare workers must not be underestimated. Burnout, stress, and declining well-being contribute to staff turnover and early retirements.

• Establish comprehensive mental health support programs, including counselling and access to resources. Normalise seeking help for mental health issues.
• A zero-tolerance policy should be in place to protect healthcare workers from violence and abuse. Public awareness campaigns can contribute to changing attitudes.
• Foster a healthy work-life balance by providing flexible work arrangements, childcare support, and professional growth and development opportunities.

The ageing healthcare workforce poses challenges, with a significant proportion nearing retirement age.

43% of respondents agreed with the statement ‘I plan to retire early’ in a September 2021 BMA survey, while 50% agreed with the statement ‘I plan to work fewer hours after the pandemic’. (1)

• Offer retirement planning and transition support to doctors and nurses to assist them in making informed decisions about their future.
• Investigate the factors contributing to early retirements, including the stress of working through the pandemic. Implement measures to reverse this trend.
• Support doctors and nurses who want to work part-time or reduce their hours. Flexible scheduling can retain experienced professionals.

The government’s pivotal role in tackling the NHS staff shortage

The government’s role is pivotal in orchestrating these solutions. It must commit to long-term workforce planning, fund initiatives, and work collaboratively with healthcare organisations and professionals.

• Allocate funding for training programs, bursaries, and scholarships to incentivise individuals to pursue careers in healthcare.
• Revisit and reconsider policies that have hampered workforce growth, such as removing nursing bursaries, and making necessary reversals.
• Engage in diplomatic efforts to rebuild relationships with the EU and facilitate the movement of healthcare professionals.
• Maintain transparency in workforce planning and regularly assess the effectiveness of strategies.

The future of our healthcare system

In conclusion, the NHS staff shortage crisis is not insurmountable but demands immediate, sustained, and coordinated efforts. The future of our healthcare system depends on our ability to recruit, retain, and support healthcare professionals adequately.

Only by addressing the root causes of the NHS staff shortage can we ensure that the NHS remains resilient and capable of delivering high-quality care to all who rely on it. It’s not just a matter of numbers but of health, well-being, and the future of our nation’s healthcare.

Michelle Holmes wrote the above opinion piece at Holmes & Partners Ltd.

About Holmes & Partners Ltd.

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Reference

1. https://www.bma.org.uk/advice-and-support/nhs-delivery-and-workforce/workforce/nhs-medical-staffing-data-analysis