The future of the mental health workforce

Centre for Mental Health, November 2017

This report presents the key findings from a review of:

  • The current workforce in specialist, NHS funded mental health services in England;
  • Current policy and its impact on the future workforce;
  • The views of people who work in and use mental health services, obtained through a series of consultation events and roundtable meetings held across the country in early 2017

Click here to read the full report.

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Royal College of Psychiatrists workforce census

Royal College of Psychiatrists, November 2017

The latest Royal College of Psychiatrists workforce census of psychiatric staffing was run between April and September 2017 and provides a detailed analysis of the consultant and specialty doctor workforce in psychiatry across England, Scotland, Northern Ireland and Wales. The report find that:

  • Levels of growth in filled consultant posts are largely static.
  • There is an ongoing rise in the reported number of vacant or unfilled consultant posts across the UK, up from 5% (2013), 7% (2015) to 9% (2017).
  • Vacancies in consultant posts are most acute in General, CAMHS, Old Age and Intellectual (Learning) Disability psychiatry.
  • There has been a sharp increase in the use of locum specialty doctors, a reflection of the ongoing recruitment difficulties at that grade.
  • A wide variation in the gender balance across different psychiatric specialities.

Click here to view the full report.

Click here to view the summary report.

Thriving at Work: a review of mental health and employers

Department of Work and Pensions, October 2017

Thriving at Work sets out what employers can do to better support all employees, including those with mental health problems to remain in and thrive through work.

It includes a detailed analysis that explores the significant cost of poor mental health to UK businesses and the economy as a whole. Poor mental health costs employers between £33 billion and £42 billion a year, with an annual cost to the UK economy of between £74 billion and £99 billion.

The review quantifies how investing in supporting mental health at work is good for business and productivity. The most important recommendation is that all employers, regardless of size or industry, should adopt 6 ‘mental health core standards’ that lay basic foundations for an approach to workplace mental health. It also details how large employers and the public sector can develop these standards further through a set of ‘mental health enhanced standards’. The review also makes a series of recommendations to government and other bodies.

Click here to read the full report.

Your future nurses infographic

NHS Employers, October 2017
Until recently, the routes to developing registered nurses within the workforce have been limited, with the university degree being the main way to train this group of staff.  The introduction of the nursing degree apprenticeship gives a new opportunity for employers to train nurses, while the creation of the new nursing associate role can help to be a bridge between healthcare assistants and graduate registered nurses. This infographic provides a resource to support employers to make the most of the new and existing routes into nursing.

Click here to view the infographic.

Mental health at work: the business costs ten years on

Centre for Mental Health, September 2017

This report updates a calculation made ten years ago, when mental health problems in the UK workforce were estimated to cost employers almost £26 billion. It finds that the cost is now £34.9 billion as a result of inflation and a rise in the size of the workforce since 2007. This means that mental health problems cost £1,300 for every employee in the UK economy.  The report finds that by far the largest part of the business cost is in the form of reduced productivity among people who are at work but unwell: or ‘presenteeism’. This costs businesses twice as much as sickness absence relating to poor mental health. The remainder of the cost relates to turnover – people leaving their jobs as a result of poor mental health.

Click here to read the full report.

Returning to practice

Health & Care Professions Council, June 2017

This guidance outlines the requirements for coming back on to the HCPC register for people who have taken a break from practice or are considering taking a break. Registrants who have been out of practice for more than two years, and wish to return, are required to update their knowledge and skills in order to resume safe and effective practice.

Click here to view the guidance.