The NHS workforce faces a perfect storm of consultants choosing to retire earlier, a significant proportion approaching retirement age and a growing trend of younger doctors walking away from their career.
COVID-19 added significant additional pressure on the workforce with doctors working long hours, in new settings, whilst risking their own lives. Now the NHS is facing a growing backlog of unmet need on top of the existing staffing and resourcing shortages.
What you'll get from this report
- Steps employers can, and should, take now.
- A deep-dive into the pressures facing the consultant workforce.
- Medium and long-term solutions with case studies.
Our short and medium-term solutions
- Make the most effective use of retired doctors who would like to return to work.
- Protect staff safety.
- Develop a supportive and caring workplace culture.
- Allow consultants to work flexibly, including remotely where possible.
- Enable consultants to change parts of their role.
- Offer sabbatical leave.
- Provide opportunities for leadership, training, development and research.
- Support staff going through the menopause.
- Clarify and widen ‘retire and return’ arrangements.
- Pay employer contribution to employee on leaving pension scheme.
- Address the real terms pay erosion.