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Related Concept Videos

Longitudinal Research02:20

Longitudinal Research

Sometimes we want to see how people change over time, as in studies of human development and lifespan. When we test the same group of individuals repeatedly over an extended period of time, we are conducting longitudinal research. Longitudinal research is a research design in which data-gathering is administered repeatedly over an extended period of time. For example, we may survey a group of individuals about their dietary habits at age 20, retest them a decade later at age 30, and then again...
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Longitudinal Studies01:26

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Longitudinal studies are also widely used in other medical and social science fields. For instance, in cardiovascular research, they can monitor patients' health over decades to identify risk factors for heart disease, such as high cholesterol or smoking, and evaluate the long-term effectiveness of preventive measures. Similarly, in mental health studies, researchers might follow individuals from adolescence into adulthood to understand the development and progression of conditions like...

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Supporting and Retaining NHS England Staff with Long-Term Health Conditions-A Qualitative Study.

Jen Remnant1, Moira Kelly2, Laura Cowley3

  • 1Scottish Centre for Employment Research, University of Strathclyde, Glasgow G1 1XQ, UK.

Healthcare (Basel, Switzerland)
|October 29, 2025
PubMed
Summary

NHS England

Keywords:
NHSemploymenthuman resource managementlong term health conditions

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Area of Science:

  • Workforce Health
  • Occupational Health
  • Human Resources Management

Background:

  • NHS England faces an aging workforce, with 30% of employees aged 50+.
  • Retaining experienced staff is crucial, as highlighted by the British Medical Association.
  • Supporting employees with long-term health conditions is a key workforce challenge.

Purpose of the Study:

  • To explore how NHS Trusts support employees with fluctuating long-term health conditions.
  • To investigate systemic workforce challenges in providing adequate support.
  • To identify opportunities for inclusive and sustainable employment practices.

Main Methods:

  • Qualitative interviews were conducted with 17 participants.
  • Participants included HR staff, occupational health professionals, and clinical line managers.
  • Focus was on support and management of staff with fluctuating long-term conditions.

Main Results:

  • A misalignment exists between clinical management, HR procedures, and NHS HR policy.
  • Rigid policies struggle to accommodate fluctuating long-term conditions, exacerbated by high turnover and low capacity.
  • Effective, person-centered support emerged from cross-departmental collaboration and flexible, local approaches.

Conclusions:

  • Targeted, flexible interventions can improve staff retention and reduce absenteeism.
  • Developing resilient workforce strategies requires addressing support for employees with fluctuating conditions.
  • Scaling good practices is vital for an inclusive and adaptive NHS employment model.