Staff shortages are affecting the education, health, and social care sectors globally. As the demand for skilled professionals continues to rise, improving staff retention is more critical than ever, to ensure consistency, sustainability, and quality across these vital sectors.
Addressing staff retention, then, is essential for maintaining a stable, skilled workforce, reducing pressure on existing staff, and ultimately improving outcomes for students, patients, and individuals alike.
When schools and other educational organisations struggle with staff retention, it can create a significant ripple effect, impacting not only the staff left behind but also the students they support.
In schools worldwide, staff shortages are being fuelled by a number of factors: heavy workloads, large class sizes, results-driven environments, external moderation pressures, and onerous administrative burdens are placing immense pressure on teachers and support staff. In many cases, the stress of managing these demands is leading to increased job dissatisfaction, burnout, and high staff turnover.
For example, in Victoria, Australia in August 2024, there were 1,500 unfilled teaching positions, nearly double the number compared to earlier in the year. And a recent report from New Zealand’s Ministry of Education points to a looming teacher shortage, with an estimated 1,250 teachers needed this year alone.
And in the UK, according to a 2024 report by NFER, the staff retention crisis continues to deepen, exacerbated by persistent recruitment shortfalls, particularly in specialist subject areas. Even when schools succeed in hiring new teachers, growing numbers are planning on leaving the profession altogether. This applies to both newly qualified staff as well as more experienced teachers.
The result of staff shortages is that specialist subjects are cancelled, classes merged together, and less qualified staff drafted in to deliver lessons – all of which can disrupt learning and lead to an increase in behaviour that needs support.
Working in health or social care can be hugely rewarding, but also incredibly demanding. Staff shortages, pay concerns, long shifts, and limited resources can all contribute to staff retention issues.
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High turnover in these sectors not only disrupts continuity of care but can also lead to reduced quality of service and the risk of staff fatigue and burnout.
Health Workforce Australia estimates a shortage of more than 100,000 nurses and more than 2,700 doctors within the next three years, and the Committee for Economic Development of Australia (CEDA) has predicted that the skills shortage in aged care alone could reach 110,000 or more in the next decade.
New Zealand faces similar challenges. Recent estimates find that Aotearoa New Zealand needs 4,000 nurses to fill the healthcare gaps, with the problem perhaps most acute in rural, remote areas.
The UK is not immune, either: the Quality Care Group reports over 150,000 current vacancies in the social care sector, with an annual staff turnover rate of 30%. This is placing enormous strain on service delivery and staff wellbeing.
In healthcare, the NHS has introduced a National Retention Plan aimed at helping employees remain in their roles. Early signs are promising, but with demand for services continuing to grow, a long-term, sustainable approach is essential.
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