The number of workers leaving the NHS is at the lowest level in over a decade, according to new analysis.

1 in 10 hospital and community healthcare workers left the NHS in the 12 months up to September 2024. This is nearly 21,300 fewer than in the same period up to September 2022, when 1 in 8 left the health service.

The proportion is the lowest since the pandemic, when the leavers rate fell to 9.2 per cent, and the second-lowest since 2010 when the rate was at 10.0 per cent.

The figures come after an initial 2-year programme aimed at finding new ways to improve retention in the NHS. There has also been a reduction in sickness and absence rates, and an improvement in productivity.

A new review of the NHS’s People Promise staff retention initiative found that the number of leavers fell by an average of 11.8 per cent for organisations involved in the pilot.

The programme has been led by NHS England since April 2022 and has since supported nearly 150 organisations.

The report found that efficient use of e-rostering, supporting flexible working and flexible retirement, and local listening sessions for staff had the biggest impact on improvements to leaver rates.

Professor Em Wilkinson-Brice, director for staff experience and leadership development at NHS England, led the programme and said: “NHS organisations have done a huge amount to improve the working environment for staff over the past couple of years and it’s fantastic to see the impact it’s having, with over 21,000 fewer staff leaving the health service in the last year.

“We’re also seeing improvements to sickness and absence rates and to the NHS’s overall productivity – so more staff are available to get patients the treatment they need sooner.

“Our People Promise staff retention programme shows what’s possible when you work closely with staff to make changes that improve their lives, whether supporting flexible working or making simple alterations to rostering processes.

“I’m delighted that we’ve been able to expand the initiative to a further 116 organisations so that we can provide a world-class service that’s appreciated by both staff and patients across the country.

“I’d encourage all NHS organisations to prioritise retention by making changes that will improve the everyday working experiences of their teams.”

As part of the retention programme, Liverpool University Hospitals NHS Foundation Trust piloted team-based rostering, which allowed staff to have more control over the pattern of a working week.

Staffing levels and skill mix required hour-by-hour throughout the working day were agreed in advance and staff were then able to go online to request their shifts.

The pilot resulted in staff and teams feeling they had more control over their working life, which allowed them to improve their travel to work and family time.

As a result, staff said they felt less stressed, more informed and were able to work around home commitments. It also led to lower-than-average sickness levels and lower staff turnover across the wards it was implemented on.

Barts Health NHS Trust implemented 23 interventions including offering pension seminars and clinics, enhancing the induction process for international medical graduates, promoting flexible working by developing and implementing a flexible and agile working policy, and improving rostering. All of this led to its leaver rate being reduced by 17 per cent.

Daniel Waldron, Group Director of People at Barts Health NHS Trust, said: “At Barts Health, we’ve made staff experience a priority, and the People Promise exemplar programme has been transformational.

“Initiatives such as improved rostering, better access to flexible working, increased pension support, and our new recognition platform, Barts Hearts have fostered a culture of kindness, support, and collaboration.”

Minister for health, Stephen Kinnock, said: “NHS staff have been overworked for far too long, but it’s great to see initiatives like these keep thousands of them in the workforce.

“We know there’s still a lot to be done to alleviate pressures on staff and to fix the broken NHS.

“Through our Plan for Change we are turning the NHS around, boosting productivity and giving staff the tools they need to deliver the best possible care for patients.”