NHS staff burnout rises as wellbeing support and morale fall, survey finds   

Burnout, work-related stress and falling morale among NHS staff have intensified, according to the latest NHS Staff Survey 2025, raising concerns about workforce wellbeing and the future sustainability of the UK health service. 

The survey, published by NHS England on 12 March 2026, gathered responses from 766,285 staff across 238 NHS organisations, representing around 49 per cent of the workforce. It offers one of the most comprehensive insights into the health, wellbeing and workplace experience of NHS employees. 

While some indicators show progress, the results highlight growing pressure on staff and declining confidence in workplace wellbeing support. 

More than four in 10 NHS employees (42.36 per cent) reported feeling unwell due to work-related stress, up from 41.65 per cent the previous year. Almost one in three staff (31.47 per cent) say they feel burnt out because of their work, while 28.51 per cent report feeling exhausted at the thought of another day at work. 

Workload pressure appears to be a major driver. Only 32.83 per cent of staff say there are enough colleagues in their organisation for them to do their job properly, meaning more than two-thirds feel staffing levels prevent them delivering care effectively. 

Presenteeism also remains widespread. More than half of staff (56.01 per cent) said they had gone to work in the previous three months despite not feeling well enough to perform their duties. 

The findings also suggest a decline in organisational action on employee wellbeing. Just 54.80 per cent of respondents believe their organisation takes positive action on health and wellbeing, down from 57.05 per cent last year and the lowest level recorded. 

Morale and engagement at record lows 

Several measures of staff engagement and motivation have fallen to their lowest levels since the survey began. Just 52.32 per cent of staff say they look forward to going to work, while 66.32 per cent report feeling enthusiastic about their job, both notable declines from 2024. Meanwhile, 58.05 per cent would recommend the NHS as a place to work, down from 60.79 per cent the previous year. 

Turnover risk is also increasing. Almost 30 per cent of staff (29.55 per cent) say they often think about leaving their organisation, and 16.75 per cent say they will leave as soon as they find another job. 

Confidence in raising concerns has also declined. Although 60.29 per cent say they feel safe to speak up, only 47.59 per cent believe their organisation would address their concerns once raised. 

Despite the pressures, relationships with immediate managers remain a relative strength. More than 73 per cent of staff say their manager encourages them and values their work, the highest level recorded for this measure. 

Experiences of discrimination from managers or colleagues have also fallen to their lowest level on record at 8.77 per cent. 

However, incidents involving patients or the public remain a significant challenge. Around 25.25 per cent of staff report experiencing harassment, bullying or abuse from patients or the public in the past 12 months, while 14.47 per cent report being physically attacked. 

Reports of unwanted sexual behaviour from patients or the public also increased slightly to 9.07 per cent. The figure rises sharply among ambulance staff, where 31.05 per cent reported such experiences. 

Concerns about patient care 

The survey also raises questions about the impact of workforce pressures on patient care. 

Just 62.84 per cent of staff say they would be happy with the standard of care provided by their organisation if a friend or relative needed treatment, the lowest level recorded for this measure. 

Although 87.78 per cent say their role makes a difference to patients, fewer staff believe their organisation acts on patient concerns or learns effectively from incidents. 

Workforce plan seen as critical 

The findings come as the NHS prepares to publish its long-awaited 10 Year Workforce Plan, which aims to position the health service as “the country’s best employer, not just the biggest”. 

However, the survey suggests significant progress is needed. The results highlight the growing importance of workplace wellbeing strategies, workforce planning and organisational culture in supporting NHS staff. 

Improving staffing levels, strengthening leadership support and embedding meaningful health and wellbeing initiatives will be central to addressing the pressures highlighted in the survey and sustaining the workforce that underpins the UK’s healthcare system.