The proposed 3% NHS pay increase in 2025 has been controversial throughout the health service. While any increase in pay is to be welcomed, particularly in a time of cost-of-living crisis, there are many within the NHS who don’t believe that a pay rise is justified. It’s a beginning, perhaps, but it doesn’t go far enough to address the deeper issues with morale, retention, and wellbeing amongst staff.
So, what does NHS staff require in 2025, then? Let’s have a closer look.
1. Improved Staffing and Safe Workloads
One of the greatest concerns of NHS professionals is long-term understaffing. Increased pay doesn’t sit well if staff are still working too hard and in insufficient numbers. Nurses, doctors, and support workers regularly complain of burnout, prolonged shifts with no breaks, and increasing patient loads with fewer hands to cope.
What’s required: Increased investment in recruitment and retention initiatives, greater support for foreign recruits, and smarter scheduling to facilitate safe, manageable workloads.
2. Mental Health Support
Following the pandemic and continued pressures on the system, many NHS staff remain prey to anxiety, stress, and even PTSD. While some trusts have established wellbeing hubs and counsellors, access can be hit or miss.
What’s required: Regular, easily accessible mental health care for everyone in NHS trusts. It may be confidential therapy, peer sessions, and mental health days without being deducted from sick leave.
3. Greater Smooth Career Development Routes
Pay increases are fine, but satisfaction also depends on knowing that there is a pathway ahead. Many of those employed within the NHS feel stuck, with little chance of promotion or career advancement.
What’s needed: More training, mentoring initiatives, and structured pathways for progression so staff can accumulate without being driven out of the NHS.
4. Enhanced Working Environments
From crumbling computer suites to tired kit and decaying buildings, the vast majority of NHS settings require an overdue makeover. Improved surroundings would make staff feel valued and enhance patient care.
What’s required: Spend up on day-to-day kit and surroundings NHS workers work in, making them safe, up-to-date, and efficient.
5. Recognition & Respect
It’s not about money. Feeling valued is important. Most NHS employees say they just want more to be said about what they do, particularly backroom staff who are usually overlooked.
What’s needed: A system that values every role within the NHS, with external and internal feedback, opportunities to offer feedback, and open thanks from leaders.
Final Thoughts
The 3% pay increase is in the right direction, but only half the picture. NHS staff do not just require improved pay, but improved support, conditions, and opportunities too. True change will be made when we invest in people, not figures.
While NHS funding and workforce planning debate continues, let us keep on listening to what healthcare professionals are asking for in 2025.