GPNs victims of career regression

Highly experienced nurses, including those working in general practice, are being forced into lower-paid or less senior roles, according to a new report from the Queen’s Institute of Community Nursing (QICN).

The Trap Door: Understanding Career Regression in Nursing, reveals a widespread issue within the profession – that skilled professionals are not only prevented from progressing but are actively pulled back into lower paid jobs.

Drawing on 579 survey responses, the study found that over 80% of respondents had experienced career regression, with most having more than 20 years on the Nursing and Midwifery Council register. Many were experienced clinicians – including clinical nurse specialists, district nurses and general practice nurses – whose expertise is vital to patient care and the stability of the health service.

The most common reasons cited for stepping down included:

• Lack of flexible working options – the leading driver of regression.
• Organisational restructuring and redundancies.
• Bullying and toxic workplace culture.
• Burnout and health issues.
• Undervaluing of skills and blocked progression.

The findings expose systemic inequities and cultural barriers within workforce policy, with inflexible management practices and limited recognition of nursing expertise driving experienced professionals out of senior roles.

Professor Alison Leary MBE, Director of the International Community Nursing Observatory, said: ‘We talk a lot about the “glass ceiling” and the “sticky floor”, but our research shows there’s also a trap door – and experienced nurses are falling through it. Many are being forced to choose between their health, family life and their professional standing.’

Steph Lawrence MBE, Chief Executive of the QICN commented: ‘These findings are very worrying with over 80% of respondents having experienced career regression, and the majority, including general practice nurses, being very experienced clinicians; the expertise of these nurses is critical to safe delivery of care.

‘The reasons given are not acceptable and are very concerning, when we see on a daily basis the results of not having enough nurses in post: the harms to patients due to lack of capacity and the stress and burnout for staff involved. We have to ensure a more flexible approach if we are to retain a skilled and competent nursing workforce.’