How Workforce Experience Is Changing Across the NHS and Why It Matters for Patient Safety 

The Reality of Safe Staffing 

Insights from the RLDatix Safe Staffing Network

By Karen Swinson  Clinical Lead and Lead of RLDatix’s Safe Staffing Network

Across the NHS, safe staffing leaders are navigating a complex landscape of workforce shortages, increasing patient acuity and growing operational pressure. 

At the January RLDatix Safe Staffing Network meeting, safe staffing leads and workforce leaders from across the NHS came together to share experiences, challenge assumptions and discuss the realities of delivering safe care in today’s environment. 

What emerged was not a single view, but a rich and honest conversation reflecting the complexity of safe staffing in practice.  

These conversations highlighted both common challenges and emerging opportunities. This five part blog series explores the key themes that emerged from that discussion.

One of the first questions we explored at our January Safe Staffing Network meeting was whether the NHS is seeing a shift towards a less experienced nursing workforce and what this might mean for patient safety. This is what over 100 safe staffing leads had to say.  

Across organisations, the picture was nuanced. 

The workforce itself is not necessarily less capable. New roles, diverse training routes and wider career pathways have expanded the skills available within nursing teams. However, many leaders described a workforce where experience within individual shifts has changed significantly. 

In some areas, teams may now contain multiple newly qualified nurses working alongside fewer highly experienced colleagues. At the same time, the complexity of patient care has increased dramatically, with patients presenting with higher acuity and multiple long term conditions. 

This combination can create a challenging environment for clinical decision making. 

Where experience becomes visible during a shift 

During the discussion, several leaders reflected on where experience tends to become most visible in day to day practice. 

These included recognising subtle deterioration in patients, prioritising competing clinical demands, maintaining situational awareness within busy environments and deciding when escalation is required. 

Clinical judgement develops over time. While protocols and guidance provide valuable support, they cannot replace experience gained through practice and mentorship. 

The impact of workforce turnover 

Another theme raised across the network was the loss of experienced nurses through retirement or workforce mobility. 

Some organisations described a workforce profile where a significant number of experienced staff are approaching retirement, while newer staff are progressing rapidly into leadership roles. This creates an experience gap that can be difficult to fill quickly. 

In response, many teams are relying on retire and return staff, bank nurses or additional supervision to provide the support newer qualified staff require. 

Supporting clinical confidence 

The discussion reinforced the importance of visible leadership and mentorship in supporting less experienced teams. 

Developing clinical judgement takes time, support and exposure to complex situations. Ensuring staff feel confident to escalate concerns, ask questions and seek support remains fundamental to maintaining safe care. 

Safe staffing is not just about the number of people on shift. It is about the make up of experience, skills and leadership available to support both safe patient care and a clinical workforce who are confident and empowered to make critical care and safety decisions on a daily basis.