‘Career opportunities’ biggest factor in health staff movement

‘Career opportunities’ was the most common reason cited by health staff who voluntarily left their position earlier this year, according to a new report.

The Health Sector Workforce Turnover Report stated the turnover rate across all HSE staff categories in the first quarter of 2026 was 1.8 per cent. This remains unchanged compared to the same period last year.

Overall, the initial 2026 data is consistent with the downward trend that has occurred since the first quarter of 2022, when the turnover rate was 2.4 per cent.

Specific figures for consultants show a turnover rate of 2.6 per cent in the first quarter of this year. This represents a slight increase of 0.2 percentage points compared with the same period of last year. By comparison, the turnover rate reached 2.8 per cent in the first quarter of 2022.

Of the 2.6 per cent turnover rate among consultants, 0.6 per cent represented external movement (ie, leaving the HSE).  A further 0.6 per cent represented internal movement within the HSE, while the destination of the remaining 1.4 per cent was not disclosed.

Overall, the report indicated a return to pre-2020 turnover rates, while noting the impact of recruitment measures implemented across services over the past year.

Of all health staff departures, 27 per cent were attributed to ‘retirement’, 10 per cent were ‘involuntary’, and 63 per cent were ‘voluntary’.

Of all those who voluntarily departed, either to leave the health service, or to move to another position within the HSE, ‘career opportunities’ was the most commonly cited reason, accounting for 37 per cent of departures.

It was followed by ‘personal’ reasons at 25 per cent and ‘job satisfaction’ at 21 per cent. ‘Emigration’ accounted for 6 per cent.

Of the staff who voluntarily left the public health service, 37 per cent said the decision was taken for ‘personal’ reasons.  This may include work/life balance, family or caring reasons, according to the report.  The next most common factor was ‘career opportunities’ at 27 per cent, while ‘job satisfaction’ and ‘emigration’ each accounted for 15 per cent.

Of those who voluntarily moved somewhere else within the public health system, ‘career opportunities’ (51 per cent) and ‘job satisfaction’ (30 per cent) were the primary factors by a significant margin.

This type of turnover data provides “valuable information” on workforce movements within the HSE and section 38 sector, a HSE spokesperson told Medical Independent.

“Accurate turnover data helps ensure that the health service can plan for future workforce needs and maintain safe, effective health and social care services.”

*See news feature for more. https://www.medicalindependent.ie/in-the-news/news-features/why-do-staff-leave-the-health-service/