For UK private clinics
Three people gone in a year, and the shortlist is still empty
Smaller private clinics compete against the NHS and larger groups for the same limited pool of candidates, without comparable benefits or HR support. Vacancies drag on for months, and the cost lands on the people left behind.
Two minutes. Solva follows up with specific retention and recruitment options.
- Frequent agency staff usage to cover shifts, leading to higher costs and inconsistent care
- Delays in patient appointments or reduced service capacity due to staff shortages
- Increased complaints from patients regarding staff changes or lack of familiarity
- Overworked permanent staff exhibiting signs of burnout, leading to further resignations
- Increased reliance on locum or agency staff, leading to higher operational costs and administrative burden
- Reduced efficiency and productivity due to constant onboarding and training of new hires
- Significant expenditure on recruitment fees, advertising, and temporary staffing (e.g., £91,842 annually for a clinic with 10 staff and 30% turnover)
- Loss of revenue from reduced patient capacity or delayed appointments
- Compromised patient safety and quality of care due to lack of continuity and experienced staff
- Delays in diagnosis and treatment, potentially leading to poorer patient outcomes
- Negative patient reviews and word-of-mouth, damaging the clinic's reputation and ability to attract new patients
- Difficulty in attracting high-calibre clinical talent due to a perception of instability or poor working conditions
Replacing an employee earning £25,000 or more in the UK incurs an average financial impact of £30,614, covering lost output and logistical costs (Oxford Economics, 2014)
Source: https://www.oxfordeconomics.com/resource/the-cost-of-brain-drain/
Frequently asked questions
Why does this problem persist?
Smaller private clinics compete with the NHS and larger private groups for a limited pool of staff, often unable to offer comparable benefits or dedicated HR resources. High turnover is both a cost and a quality risk.
What is the cost of leaving it unaddressed?
A private clinic with 10 staff and 30% annual turnover could incur approximately £91,842 in replacement costs per year (Oxford Economics, 2014)
This is exactly what I do with UK private practices. Answer the few questions above and I'll come back personally with where to start. Paul.