A recent study commissioned by Fórsa and carried out by the Think Tank for Action on Social Change (TASC) has found that 67% of respondents are considering leaving their jobs across Ireland’s health and social care services.
The research is based on an online survey with 3,775 responses gathered during a two-week fieldwork period, alongside four focus groups involving 24 participants. It was conducted with members of Fórsa’s Health and Welfare Division, covering workers employed by the HSE, Tusla, Section 38 organisations, and community/voluntary providers.
While “thinking about leaving” does not necessarily mean an immediate resignation, the report’s findings indicate that a substantial share of respondents are considering not only role changes but also exits from the sector.
According to the study, 42% said they would like to leave the health and social care sector altogether, with 24%indicating they would move to a job outside healthcare, and 18% saying they would retire or take a career break.
Among those who would prefer to remain within health services, 18% said they would want to move to another job within their organisation, and 22% said they would want a job in a different healthcare organisation.
The report frames morale and retention as mutually reinforcing pressures. It describes a “vicious circle” in which stress from understaffing and poor retention drains services particularly of more senior, experienced workers while those remaining feel increasing pressure, especially when experienced staff are lost.
The report also records participants’ observations that workers were leaving for other careers and, in some cases, emigrating to countries perceived to offer better pay and conditions, including Australia, New Zealand and Dubai.
Some participants further pointed to employment stability issues such as difficulty converting temporary administrative posts to permanent roles as a factor they believed was contributing to staff leaving for other parts of the public service.
The report links low morale and retention pressure to team functioning, with participants describing how understaffing and management/system issues undermine teamwork at both team and system levels.
It also notes concerns about the loss of institutional knowledge when experienced workers leave and are replaced by new graduates or international recruits, particularly in complex systems that participants felt were “poorly mapped.”
Drawing on survey and focus-group findings, the report proposes a set of actions for decision-makers, funders and employers, with a strong emphasis on stabilising staffing and retaining experienced workers.
Key recommendations include:
- Ensure appropriate staffing levels
- Enhance retention strategies
- Continue improvements in pay equity
- Amplify worker voice
Visit the link here for detailed report.
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