Retaining primary and community nurses over the age of 50 years: the views of managers

Abstract

Aim: To investigate employment policies in England to encourage retention of primary and community nurses over the age of 50 years.

Background: Little is known about why older nurses in the primary and community workforce leave or what might encourage them to stay.

Methods: Fifteen telephone interviews with staff with responsibility for the nursing workforce in five primary care trusts (PCTs) and associated Workforce Development Confederations and Strategic Health Authorities.

Results: When older nurses left, there was concern about the loss of skills, experience and intelligence about local communities. Strategies such as flexible working, support for returners and carers, and career breaks had been introduced. Concern about pensions was a key influence on nurses' decisions to stay or leave nursing.

Conclusions: Efforts were being made to introduce employment strategies to improve the working lives and experiences of all nurses. Some policies designed more specifically for younger nurses requiring childcare were also being taken up by older nurses with caring responsibilities. There were numerous strategies in place or being set up to improve recruitment and retention, indicating a desire amongst managers to retain their pool of nurses.

Implications for nursing management: Managers should continue to develop policies to retain older nurses and learn from others with successful strategies.