# Impact of redeployment on healthcare staff well-being and retention: a survey of staff in the UK National Health Service

## TL;DR

This study shows that redeploying healthcare staff in the UK NHS leads to higher stress, burnout, and lower job retention compared to non-redeployed staff.

## Contribution

The paper provides new empirical evidence on the negative effects of redeployment on healthcare staff well-being and retention in the UK NHS.

## Key findings

- Redeployed staff were more likely to apply for non-NHS jobs (22%) compared to non-redeployed staff (12%).
- Redeployed staff reported higher stress, lower morale, and greater burnout symptoms than non-redeployed staff.
- Redeployed staff showed higher sickness presenteeism and greater worry over working conditions.

## Abstract

The redeployment of healthcare staff from their normal place of work and duties to alternative activities is not a new phenomenon and has typically been used as a temporary measure to address capacity gaps. While redeployment supports the mobilisation of a flexible healthcare workforce, it also presents as a source of tension in relation to staff well-being and retention. This paper reports findings from a survey of staff in the UK National Health Service (NHS), exploring the impact of redeployment.

An online survey was administered by YouGov (2023), addressing contemporary evidence on variables impacting staff health, well-being and disposition to remain in NHS employment. The sample comprised NHS employees representing the principal healthcare job families and grades across acute hospitals, mental health, community and ambulance services. Statistical analysis (SPSS V.29.0.2.0) compared (independent samples t-test, z-test and χ2 test for trend) redeployed and non-redeployed staff response profiles.

The staff who had experienced redeployment in the 6 months prior to spring 2023 showed higher rates of submitting applications for non-NHS jobs (22%; non-redeployed staff 12%). Redeployed staff reported higher stress, lower morale and less ability to switch off from work than non-redeployed staff (p<0.01). They also showed higher ratings of symptoms of burnout (p<0.0001), higher rates of sickness presenteeism (66% redeployed; 54% non-redeployed), greater worry over current working conditions (p<0.05) and lower confidence in their improvement in the near future (p<0.01), than non-redeployed staff.

The findings highlight the negative impacts associated with staff redeployment and challenges to staff health, well-being and disposition to remain employed in healthcare. Despite a growing consensus regarding the need to support the redeployed, evidence regarding ‘what works’ remains under-researched. Such insight is particularly pertinent given the growing interest in technological solutions for a more agile workforce, where deployment flexibility is a key feature.