Healthcare staffing shortages remain a notable challenge in the whole world and UK, with increasing patient demand, causing a strained workforce. According to the British Medical Association (BMA), 15,000 – 23,000 doctors left the NHS prematurely in England between 2022 and 2023, with the estimated cost of replacing them ranging from £1.6 billion to £2.4 billion.
These shortages affect patient care and staff wellbeing, highlighting the need for an effective approach that prioritises staff retention, efficient programmes, and targeted recruitment strategies to maintain quality care.
What Is The State Of Healthcare Staffing Shortages?
The state of healthcare staffing shortages is a big issue in 2025, especially within the National Health Service (NHS).
One reason for this shortage is the heavy reliance on hiring doctors from other countries. NHS nurses are also in short supply due to burnout and the pressure of heavy workloads. The number of full-time general practitioners has dropped, partly due to more administrative work, higher patient demand, and difficulties in recruiting and keeping staff.
The number of medical graduates compared to the available training spots is also an issue, which makes it all the more challenging to fill key roles.
What Are The Ways To Combat Healthcare Staffing Shortages?
Addressing healthcare staffing shortages requires more than quick fixes. It demands a proactive, long-term strategy. From policy changes to workplace improvements, healthcare systems must adopt flexible, forward-thinking solutions that support both patients and professionals.
Here’s a closer look at what that might involve.
1. Employee Satisfaction And Retention
It’s important to foster a positive work environment where staff feel valued, supported, heard, and therefore satisfied. Addressing the factors that cause burnout, like heavy workloads and lack of support, improves the retention rates of experienced staff. Flexible working, e-rostering, and local listening sessions for staff can significantly reduce employee churn among healthcare workers.
Focusing on employee satisfaction and retention is important to tackle staffing shortages. Happy, engaged employees are less likely to leave, which reduces turnover. Offering competitive pay, providing career growth opportunities, and recognising hard work keep staff motivated.
For example, Northumbria Healthcare NHS Foundation Trust has implemented well-being hubs, flexible shift options, and peer support initiatives. This has resulted in high levels of staff satisfaction and retention.
2. Prioritise Programme Optimisation And Efficiency
Prioritise programme optimisation and effectiveness which will help to run your healthcare systems smoothly with fewer resources. Streamlining processes, cutting unnecessary tasks, and using technology frees up time for staff to focus on patient care.
Improving the way work is organised reduces stress, prevents burnout, and guarantees that staff are working effectively. This leads to better care and less strain on your already stretched workforce.
3. Hire The Right People
Hiring the right people saves time for the whole personnel, reduces stress, and guarantees healthcare equipment are properly maintained. This allows your team to focus on patient care without delays. Servicing biomedical equipment is also important to ensure the smooth running of healthcare facilities.
If you’re struggling to find skilled technicians for biomedical equipment servicing, consider engaging with staffing agencies that specialise in this area. They connect you with qualified professionals who are ready to step in and provide the necessary expertise.
4. Provide Employee Training And Education
Investing in employee training and education is important to improve your team’s skills and boost their confidence. Regular development opportunities keep your staff updated on the latest practices and technologies.
This approach improves job satisfaction and helps them provide better patient care. It makes your team feel supported and capable in their roles.
For example, Northumbria Healthcare NHS Foundation Trust developed a capability-building programme that trains local talent through internal development initiatives. This focus on growing talent from within helps them fill important roles more effectively and maintain a high level of patient care
5. Effectively Address Fluctuating Patient Volumes
This proactive approach reduces stress, improves patient satisfaction, and guarantees that your team remains efficient, even during busy periods. Effectively addressing fluctuating patient volumes requires careful planning and flexibility.
By adjusting staffing levels based on demand, you make sure that patients receive timely care without overwhelming your team. Using predictive tools to forecast patient needs helps you prepare in advance.
6. Provide Regulatory Compliance
Providing regulatory compliance ensures that your healthcare organisation meets the necessary standards and keeps patients safe. By staying up-to-date with the latest regulations, you avoid legal issues and protect your team.
Regular audits and checks help maintain high-quality care while ensuring staff are aware of their responsibilities. This creates a safer, more reliable environment for both staff and patients.
7. Offer Flexible Scheduling Options
Offering flexible scheduling options improves work-life balance for your staff. By allowing them to choose shifts or adjust their working hours, you help reduce burnout and boost job satisfaction. Flexibility in scheduling also makes it easier to manage fluctuating patient volumes and staffing needs.
This approach leads to higher employee retention, as staff feels more in control of their work schedules, ultimately benefiting both them and your organisation.
8. Balance Permanent and Temporary Staff
Balancing permanent and temporary staff helps your organisation remain flexible and maintain consistency. Permanent staff provide stability and continuity, while temporary staff offer the flexibility to meet increased demand.
By effectively using both, you make sure that patient care isn’t compromised during busy times or staff shortages. This balance also allows your team to stay fresh and motivated, as they’re supported by both regular colleagues and skilled temporary workers when needed.
Government Policy Changes: End of Overseas Recruitment and the Fair Pay Agreement
In May 2025, the government published its Immigration White Paper, Restoring Control over the Immigration System, which confirms that care-sector employers will no longer be able to recruit new staff from overseas via the Health and Care Worker visa later this year.
This move is intended to reduce net migration by around 7,000 people per year, but it also removes what many providers have called a “lifeline” for filling vacancies.
At the same time, ministers are legislating a Fair Pay Agreement for adult social care through the Employment Rights Bill. Under this framework, an Adult Social Care Negotiating Body will set a statutory floor for pay and conditions across England’s 1.6 million care workers with ministerial sign-off. While this promises a long-term boost to recruitment and retention by improving the sector’s appeal to UK workers, formal pay-setting is not expected to take effect until 2026 or later.
From a practical standpoint, these policy shifts mean you’ll need to accelerate your domestic-facing recruitment and retention programmes to bridge the gap until the Fair Pay Agreement kicks in. Embedding these initiatives early will help you stay ahead of the curve, align with the government’s priorities, and ensure continuity of care even as visa routes close.
Final Thoughts
Combating healthcare staffing shortages is a complex yet important task. Healthcare organisations need to better manage their workforce by improving employee satisfaction, offering flexible schedules, and addressing fluctuating patient volumes. These strategies, combined with targeted recruitment and training, can help you build a more resilient and efficient healthcare system.
Author: Maggie Nelson – HR Manager and Freelance Writer
Photo credit: StockCake
