This report shows monthly numbers of NHS Hospital and Community Health Service (HCHS) staff working in NHS Trusts and CCGs in England (excluding primary care staff). Data is available as headcount and full-time equivalents and are available every month for 30 September 2009 onwards. This data is an accurate summary of the validated data extracted from the NHS HR and Payroll system. Additional statistics on staff in NHS Trusts and CCGs and information for NHS Support Organisations and Central Bodies are published each: September (showing June statistics) December (showing September statistics) March (showing December statistics) June (showing March statistics) Quarterly NHS Staff Earnings and monthly NHS Staff Sickness Absence reports and data relating to the General Practice workforce and the Independent Healthcare Provider workforce are also available via the Related Links below. This July 2020 data publication will be the last to include a supplementary file which shows trends in HCHS workforce data observed during the NHS response to the Covid-19 pandemic. Investigations are ongoing into making elements of this publication available ahead of the current schedule. At present it is approximately 12 weeks between the reporting month and the date of publication. Further details will be made available regarding publication outputs when investigations are complete. We welcome feedback on the methodology and tables within this publication. Please email us with your comments and suggestions, clearly stating Monthly HCHS Workforce as the subject heading, via enquiries@nhsdigital.nhs.uk or 0300 303 5678.

The opinion of NHS staff across England was rather divided when asked about staff shortages within their organization. In 2024, around 43.5 percent of the NHS staff stated not to have enough staff at their organization for them to do their job properly, versus the 34 percent who though staffing levels were adequate. Overall, this is an improvement on staffing levels perceived by staff themselves compared to the previous three years.

Publication changes: Please read the section on 'Notes on changes to publications' within the PDF report as this highlights changes to data currently published and potentially future reports. This report shows monthly numbers of NHS Hospital and Community Health Service (HCHS) staff groups working in Trusts and CCGs in England (excluding primary care staff). Data is available as headcount and full-time equivalents. This data is an accurate summary of the validated data extracted from the NHS's HR and Payroll system. In addition to the regular monthly reports there are a series of quarterly reports which include statistics on staff in Trusts and CCGs and information for NHS Support Organisations and Central Bodies. The quarterly analysis is published each September (June data), December (September data), March (December data) and June (March data). Additional healthcare workforce data relating to GPs and the Independent Healthcare Provider workforce are also available via the Related Links below. We welcome feedback on the methodology and tables within this publication. Please email us with your comments and suggestions, clearly stating Monthly HCHS Workforce as the subject heading, via enquiries@nhsdigital.nhs.uk or 0300 303 5678

From 2020 to 2024, the level of enthusiasm among NHS staff at work decreased in England. According to the current survey, around ** percent of NHS staff in England were 'often' and 'always' enthusiastic about their job in 2024, down from nearly three-quarters in 2020.

The aim of this project was to work with employees within a select number of NHS Trusts to co-design, deliver, and evaluate a series of mental health and wellbeing interventions for staff in these organisations. The project began with a cross-organisational survey to understand the working conditions and psychological wellbeing of employees, followed by a series of interviews and focus groups with staff. This led to the development of a wellbeing smartphone app and associated toolkit. 6-8 months following intervention dissemination, the survey and interviews were re-distributed.

Within this dataset, quantitative data collected from organisations pre-and-post intervention is presented. The survey data consists of the management standards indicator tool, perceived stress, Warwick Edinburgh Mental Wellbeing Scale, Utrecht Work Engagement Scale, and hour disparity (i.e. difference between contracted hours and average hours worked each week), as well as whether the data was pre- or post-intervention.

Research has widely demonstrated the impact that stress at work can have on individual health. For example work stress is related to heart disease, poorer immune system functioning and increased likelihood of developing symptoms of depression. It is the number one cause of long term sickness absence (greater than four weeks), and number two cause of short-term sickness absence, in the UK. Stress not only impacts the individual but also the organisation that they work for. For example, for every individual employed in the UK an average of 7.5 days are lost due to stress sickness absence, with that number increasing to nearly 11 days in the healthcare sector. Indeed, on average, NHS employees take more than 15 days off per year due to stress - twice the national average - with stress sickness absence levels increasing by 37% over the past 3 years. Tackling stress in the NHS is therefore such an important task that it has recently become linked to amounts of funding NHS Trusts receive each year. The main aim of this project is to design a series of stress management interventions to reduce sickness absence in three large NHS Trusts. The interventions will be co-designed with employees using a Participatory Action Research methodology. Through a series of individual interviews, focus groups, and meetings with dedicated wellbeing groups across three participating NHS Trusts, we will design interventions and a wellbeing toolkit for the improvement of stress awareness and communication which will be presented through a smartphone app. An app has been chosen for its ability to be easily accessed and distributed across a wide range and large number of individuals, and because it means information can be disseminated quickly to a wide range of NHS employees. The first of three research objectives is to co-design (alongside NHS employees), distribute, and evaluate a wellbeing toolkit for NHS staff. The toolkit will provide understanding of how to spot and what to do about the signs of work stress in self and others. The second objective is to co-design NHS-specific interventions for the improvement of working conditions. These everyday stressors significantly contribute to the experience of work stress, and thus interventions which are aimed at these stressors are highly sought after. We will therefore co-design, implement and evaluate interventions delivered by the smartphone app for the improvement of these everyday stressors. Finally, NHS organisations consist of an administrative 'hub' organisation which service numerous satellite sites (i.e. hospitals, care centres). This leads to issues with communication of wellbeing initiatives being adequately communicated across the whole organisation. This project will therefore help to disseminate this information widely across participating organisations via the smartphone application, and thus determine best practice to ensure this reach is substantial. There are clear applications for this project, from an individual employee to a wider NHS organisational perspective. Fewer individuals will be affected by stress at work, meaning that individual health will be improved in the short-to-medium term. Organisationally we aim for there to be fewer days lost due to work stress, meaning improved productivity over the short term and reduced sickness absence costs over the long term. Moving beyond the presented project, we will look to expand to a wider proportion of the NHS and other healthcare organisations. The project will also improve public knowledge of the effects of stress at work through public engagement events such as media appearances and dissemination, organisational and policy-maker understanding through an NHS staff wellbeing conference, and academic understanding via a wide range of journal and conference publications

In 2024, ***** in ten NHS England staff reported always or often feeling burnt out due to their work. Although still high, those with burnout has decreased somewhat compared to the previous years.

The number of HCHS doctors leaving generally increased during the period reaching 21,000 leavers in the year 2022/23, the highest reported in the period analyzed, and over a seven percent increase from the figure reported a year earlier.

As of September 2024, there were a total of 405,631 full-time equivalent (FTE) nurses, midwives, and ambulance staff in NHS Hospitals and Community Health Service (HCHS) in England.

In the financial year 2023/24, the NHS spent **** billion British pounds on permanent and bank staff. Over the years, the amount of spending on the NHS workforce has increased significantly, especially the year 2020/21 where a **** percent increase was observed. However, the NHS's share of revenue expenditure spent on staff has remained relatively stable in the past 10 years.

This is the latest compendium publication in the NHS Vacancy Statistics series containing vacancy related data for the NHS. For the first time, data from Trac Recruitment Management Software (Trac) has been incorporated into the series which increases the intelligence provided and further enhances the compendium nature of the publication. The figures included in this series therefore now provide four different views on recruitment information for the NHS. Data from NHS Jobs, the Electronic Staff Record (ESR) and Trac provide a range of proxy data sources for NHS vacancies and, therefore, should be treated with caution. The series also includes management information related to vacancies within the NHS which have been collected by NHS England and NHS Improvement. NHS Digital look forward to developing the compendium publication further for future iterations of the series and remain committed to providing the best, most accurate and useful information possible to support the NHS and to serve the public good. To help with the development of this publication, feedback is continually welcomed and can be sent to: enquiries@nhsdigital.nhs.uk with the subject heading ‘NHS Vacancy Statistics publication feedback’.

Coefficients were estimated using data between July 2020 and December 2021. Each numbered row in the table indicates a different model. Columns 2-5 contain the regression coefficients (top) and their corresponding standard error (bottom), with the significance of the coefficient indicated by the number of asterisks. The following asterisk system is to indicate the significance of values: ; * ; ** ; *** .

In response to the coronavirus (COVID-19) pandemic, information on NHS staff absence has been published to support transparency and understanding of NHS activity and capacity. Figures show the percentage rate of NHS staff absent due to COVID-19 related illness and self-isolation by staff group and date. Self-isolating numbers include staff who are symptomatic but able to work and are working from home. This was collected daily until 10 August 2020, and then once a week (Monday's data) between 17 August 2020 and 7 June 2021. From 21 June 2021, we moved this collection from weekly to fortnightly, however due to increased demand for information on NHS staff absence this collection returned to weekly from 3 January 2022. From 8 August 2022 the data will be collected once a fortnight. The data are taken from management information and are subject to change. They have not been subject to the same validation processes undertaken for official statistics releases.

In December 2024, the vacancy rate of the NHS workforce in England stood at **** percent. The NHS vacancy rate in the first quarter of 2023/2024 was *** percent within the nursing workforce, the lowest in the analyzed period and over five percent among doctors. Vacancy figures decreased in March and June 2020, which corresponds to the first wave of the COVID-19 pandemic, when recruitment activity within the NHS was disrupted.

As of September 2024, there were 146,387 full-time equivalent (FTE) doctors in NHS Hospitals and Community Health Services (HCHS) in England, which is more than two thousand times the number reported in September 1995.

Background: Coronavirus disease 2019 (COVID-19) was identified in January 2020. Currently, there have been more than 125 million cases, and more than 2.7 million deaths worldwide. Some individuals experience severe manifestations of infection, including viral pneumonitis, adult respiratory distress syndrome (ARDS) and death. Many patients required ventilatory support including high flow oxygen, continuous positive airway pressure and intubated with or without tracheotomy. There was considerable learning on how to manage COVID-19 during the pandemic and new drugs became available during the different waves. This secondary care COVID dataset contains granular ventilatory, demographic, morbidity, serial acuity, medications and outcome data in COVID-19 across all waves and will be continuously refreshed.

PIONEER geography: The West Midlands (WM) has a population of 5.9 million and includes a diverse ethnic and socio-economic mix. There is a higher than average percentage of minority ethnic groups. WM has a large number of elderly residents but is the youngest population in the UK. Each day, more than 100,000 people are treated in hospital, see their GP or are cared for by the NHS. The West Midlands was one of the hardest hit regions for COVID admissions across all waves.

Electronic Health Records (EHR): University Hospitals Birmingham NHS Foundation Trust (UHB) is one of the largest NHS Trusts in England, providing direct acute services and specialist care across four hospital sites, with 2.2 million patient episodes per year, 2750 beds and 100 ITU beds. ITU capacity increased to 250 beds during the COVID pandemic. UHB runs a fully electronic healthcare record (EHR) (PICS; Birmingham Systems), a shared primary and secondary care record (Your Care Connected) and a patient portal “My Health”. UHB has cared for more than 10,000 COVID admissions to date.

Scope: All COVID swab confirmed hospitalised patients to UHB from January 2020 to the current date. The dataset includes highly granular patient demographics and co-morbidities taken from ICD-10 and SNOMED-CT codes. Serial, structured data pertaining to care process (timings, staff grades, specialty review, wards), severity, ventilatory requirements, acuity, all physiology readings (pulse, blood pressure, respiratory rate, oxygen saturations), all blood results, microbiology, all prescribed and administered treatments (fluids, antibiotics, inotropes, vasopressors, organ support, dexamethasone, remdesivir, tocilizumab), all outcomes.

Available supplementary data: Ambulance, 111, 999 data, synthetic data.

Available supplementary support: Analytics, Model build, validation and refinement; A.I.; Data partner support for ETL (extract, transform and load) process, Clinical expertise, Patient and end-user access, Purchaser access, Regulatory requirements, Data-driven trials, “fast screen” services.

This statistic displays the number of full time qualified ambulance staff in the NHS in England from 2004 to 2022. The number of qualified ambulance staff in the NHS in England had increased between 2004 and 2019, although dropped again to approximately **** thousand in 2020. In 2022, the number of ambulance staff working for the NHS stood at ** thousand.

Background The Society for Acute Medicine (SAM) Benchmark Audit (SAMBA) is a national benchmark audit of acute medical care. The aim of SAMBA20 is to describe the severity of illness of acute medical patients presenting to Acute Medicine within UK hospitals, speed of assessment, pathway and progress seven days after admission and to provide a comparison for each participating unit with the national average (or ‘benchmark’). On average >150 hospitals take part in this audit per year. SAMBA20 winter audit measured adherence to some of the standards for acute medical care. Acute Medical Units work 24-hours per day and 365 days a year. They are the single largest point of entry for acute hospital admissions and most patients are at their sickest within the first 24-hours of admission. This dataset includes • Total number of patients assessed by acute medicine across ED, AMU and Ambulatory Care. • Medical and nursing levels • Severity of illness • Timeliness in processes of care • Clinical outcomes 7 days after admission PIONEER geography The West Midlands (WM) has a population of 5.9million & includes a diverse ethnic, socio-economic mix. There is a higher than average % of minority ethnic groups. WM has a large number of elderly residents but is the youngest population in the UK. There are particularly high rates of physical inactivity, obesity, smoking & diabetes. WM has a high prevalence of COPD, reflecting the high rates of smoking and industrial exposure. Each day >100,000 people are treated in hospital, see their GP or are cared for by the NHS. This is the SAMBA dataset from 4 NHS hospitals. EHR University Hospitals Birmingham NHS Foundation Trust (UHB) is one of the largest NHS Trusts in England, providing direct acute services & specialist care across four hospital sites, with 2.2 million patient episodes per year, 2750 beds & 100 ITU beds. UHB runs a fully electronic healthcare record (EHR) (PICS; Birmingham Systems), a shared primary & secondary care record (Your Care Connected) & a patient portal “My Health”. Scope: These data come from Queen Elizabeth Hospitals Birmingham, Good Hope Hospital, Solihull Hospital and Heartlands Hospital. All admissions in a pre-defined 24-hour period, the severity of illness, patient demographics, co-morbidity, acuity scores, serial, structured data pertaining to care process (timings, staff grades, specialty review, wards) all prescribed & administered treatments (fluids, antibiotics, inotropes, vasopressors, organ support), all outcomes.
Available supplementary data: More extensive data including granular serial physiology, bloods, conditions, interventions, treatments. Ambulance, 111, 999 data, synthetic data. Available supplementary support: Analytics, Model build, validation & refinement; A.I.; Data partner support for ETL (extract, transform & load) process, Clinical expertise, Patient & end-user access, Purchaser access, Regulatory requirements, Data-driven trials, “fast screen” services

BackgroundThe COVID-19 pandemic is an unprecedented global public health crisis that continues to exert immense pressure on healthcare and related professional staff and services. The impact on staff wellbeing is likely to be influenced by a combination of modifiable and non-modifiable factors.ObjectivesThe aim of this study is to evaluate the effect of the COVID-19 pandemic on the self-reported wellbeing, resilience, and job satisfaction of National Health Service (NHS) and university staff working in the field of healthcare and medical research.MethodsWe conducted a cross sectional survey of NHS and UK university staff throughout the COVID-19 pandemic between May-November 2020. The anonymous and voluntary survey was disseminated through social media platforms, and via e-mail to members of professional and medical bodies. The data was analyzed using descriptive and regression (R) statistics.ResultsThe enjoyment of work and satisfaction outside of work was significantly negatively impacted by the COVID-19 pandemic for all of staff groups independent of other variables. Furthermore, married women reporting significantly lower wellbeing than married men (P = 0.028). Additionally, the wellbeing of single females was significantly lower than both married women and men (P = 0.017 and P < 0.0001, respectively). Gender differences were also found in satisfaction outside of work, with women reporting higher satisfaction than men before the COVID-19 pandemic (P = 0.0002).ConclusionOur study confirms that the enjoyment of work and general satisfaction of staff members has been significantly affected by the first wave of the COVID-19 pandemic. Interestingly, being married appears to be a protective factor for wellbeing and resilience but the effect may be reversed for life satisfaction outside work. Our survey highlights the critical need for further research to examine gender differences using a wider range of methods.

BackgroundThe COVID-19 pandemic is an unprecedented global public health crisis that continues to exert immense pressure on healthcare and related professional staff and services. The impact on staff wellbeing is likely to be influenced by a combination of modifiable and non-modifiable factors.ObjectivesThe aim of this study is to evaluate the effect of the COVID-19 pandemic on the self-reported wellbeing, resilience, and job satisfaction of National Health Service (NHS) and university staff working in the field of healthcare and medical research.MethodsWe conducted a cross sectional survey of NHS and UK university staff throughout the COVID-19 pandemic between May-November 2020. The anonymous and voluntary survey was disseminated through social media platforms, and via e-mail to members of professional and medical bodies. The data was analyzed using descriptive and regression (R) statistics.ResultsThe enjoyment of work and satisfaction outside of work was significantly negatively impacted by the COVID-19 pandemic for all of staff groups independent of other variables. Furthermore, married women reporting significantly lower wellbeing than married men (P = 0.028). Additionally, the wellbeing of single females was significantly lower than both married women and men (P = 0.017 and P < 0.0001, respectively). Gender differences were also found in satisfaction outside of work, with women reporting higher satisfaction than men before the COVID-19 pandemic (P = 0.0002).ConclusionOur study confirms that the enjoyment of work and general satisfaction of staff members has been significantly affected by the first wave of the COVID-19 pandemic. Interestingly, being married appears to be a protective factor for wellbeing and resilience but the effect may be reversed for life satisfaction outside work. Our survey highlights the critical need for further research to examine gender differences using a wider range of methods.

The sickness absence rate of NHS staff in the North West of England stood at 6.23 percent in October 2024. Since April 2009, the sickness absence rate of the NHS workforce in this region ranged from four to almost eight percent. During the coronavirus pandemic, record highs of sickness absences among the NHS staff have been registered.