Planning has to adjust to doctors taking a break after foundation years, says review

Lok, Pat

doi:10.1136/bmj.o396

Cited by 4 publications

(3 citation statements)

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“…Moreover, many doctors are actively seeking alternative employment options, exploring opportunities abroad, taking breaks from their medical careers or even opting for early retirement. For example, the percentage of foundation year 2 doctors transitioning directly into training has significantly declined from 83.1% in 2010 to only 35% in 2019 11. In addition, with a considerable portion of medical staff aged 45 and above, along with a significant percentage of nursing personnel aged 56 and above, it becomes crucial to comprehend how the distribution of workers’ characteristics impacts their retention 12.…”

Section: Introductionmentioning

confidence: 99%

“…For example, the percentage of foundation year 2 doctors transitioning directly into training has significantly declined from 83.1% in 2010 to only 35% in 2019. 11 In addition, with a considerable portion of medical staff aged 45 and above, along with a significant percentage of nursing personnel aged 56 and above, it becomes crucial to comprehend how the distribution of workers’ characteristics impacts their retention. 12 Notably, there has been a substantial increase in the number of doctors opting for early retirement from the NHS, surpassing the previous count by more than threefold over the past 13 years (2007–2021).…”

Section: Introductionmentioning

confidence: 99%

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Trends and determinants of clinical staff retention in the English NHS: a double retrospective cohort study

Moscelli,

Nicodemo,

Sayli

et al. 2024

BMJ Open

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ObjectivesTo investigate how demographic, contractual and organisational factors are related to the retention of hospital workers in the English NHS. The study will specifically examine the trends in age-retention profiles.DesignA double retrospective cross-cohort study using administrative data on senior and specialty doctors, nurses and midwives who were included in the 2009 and 2014 payrolls of all English NHS hospital Trusts. These individuals were tracked over time until 2019 to examine the associations between sociodemographic characteristics and the retention of hospital workers in each cohort. Logistic regressions were estimated at the individual worker level to analyse the data. Additionally, a multilevel panel regression was performed using linked payroll-survey data to investigate the association between hospital organisation characteristics and the retention of clinical staff.SettingSecondary acute and mental healthcare NHS hospital Trusts in England.Participants70 777 senior doctors (specialty and specialist doctors and hospital consultants) aged 30–70, and a total of 448 568 between nurses and midwives of any grade aged 20–70, employed by English NHS Trusts.Primary outcome measuresEmployee retention, measured through binary indicators for stayers and NHS leavers, at 1-year and 5-year horizons.ResultsMinority doctors had lower 1-year retention rates in acute care than white doctors, while minority nurses and midwives saw higher retention. Part-time roles decreased retention for doctors but improved it for nurses. Fixed-term contracts negatively impacted both groups’ retention. Trends diverged for nurses and doctors from 2009 to 2014—nurses’ retention declined while doctors’ 5-year retention slightly rose. Engagement boosted retention among clinical staff under 51 years of age in acute care. For nurses over 50, addressing their feedback was positively associated with retention.ConclusionsDemographic and contractual factors appear to be stronger predictors of hospital staff retention than organisational characteristics.

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Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Trends and determinants of clinical staff retention in the English NHS: a double retrospective cohort study

Moscelli,

Nicodemo,

Sayli

et al. 2024

BMJ Open

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“…More doctors are seeking alternative employment, going overseas, having a break from medicine, or taking early retirement. For example, the percentage of foundation year 2 doctors going straight into training in 2010 was 83.1%, but this was drastically down to 35% in 2019 3. From 2007 to 2021 the number of doctors taking early retirement from the NHS trebled, from 401 to 1358 4.…”

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confidence: 99%

The NHS workforce crisis is a retention crisis

Ratwatte¹

2023

BMJ

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A front row seat for the exodus—is the NHS crisis scaring medical students away?

Barber

2023

BMJ

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Planning has to adjust to doctors taking a break after foundation years, says review

Cited by 4 publications

References 1 publication

Trends and determinants of clinical staff retention in the English NHS: a double retrospective cohort study

Trends and determinants of clinical staff retention in the English NHS: a double retrospective cohort study

The NHS workforce crisis is a retention crisis

A front row seat for the exodus—is the NHS crisis scaring medical students away?

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