A recent series of studies and surveys have highlighted critical issues within the NHS workforce, covering aspects of burnout, sexual harassment, and the impact of the new flexible working law.

Unison’s survey of 12,000 NHS employees revealed that one-third are experiencing burnout due to the ongoing staffing crisis, manifesting in symptoms such as panic attacks and high blood pressure. This situation has been exacerbated by the closure of over half the mental health hubs meant to support NHS staff, leading to an increase in workers leaving for less stressful and better-paid jobs. Furthermore, 42% of NHS employees reported feeling unwell due to work-related stress, according to the NHS staff survey.

Simultaneously, another study by Unison involving more than 12,200 NHS staff uncovered that one in 10 had faced sexual harassment at work, including unwanted touching, sexual demands, and offensive comments. Surprisingly, half of these incidents went unreported, with victims fearing labels of over-sensitivity or disbelief. These findings have prompted calls for a safer and more supportive reporting environment within the NHS.

On a broader scale, the UK has introduced a new law allowing employees to request flexible working from their first day of employment, aiming to create a more adaptable and supportive working environment. This law, part of the Flexible Working (Amendment) Regulations 2023, is seen as a positive step towards catering to individuals with health conditions or caretaking duties. Despite these changes, Acas data indicates that around 70% of workers are unaware of their rights to request flexible work arrangements.

These developments underline the importance of support and flexibility within the workplace, especially in demanding sectors like healthcare. As the government and healthcare institutions navigate these issues, the focus remains on improving conditions for a workforce currently under significant strain.