What Will Actually Make Healthcare Top Talent Stay Next Year

December 15, 2025

By 2026, Healthcare leaders won’t just be asking how they can hire faster or find more talent; they’ll be paying more attention to keeping the people they already have. As of 2025, around one in four workers plan to leave their roles in the UK alone.

That’s not just troubling from an HR perspective. Every lost employee means lost productivity, diminished momentum, and problems with morale. It’s no wonder that nearly 90% of leaders rank retention as a top priority this year. The trouble is that turnover isn’t a result of just one thing.

Employees are disappearing for various reasons, including skill gaps, issues with workplace culture, and concerns about management’s approach to wellbeing and work-life balance. So, how do Healthcare leaders ensure they can hold onto their best people next year?

Key Takeaways: What Keeps Top Talent in 2026

  • Economic security matters beyond salary: 89% of UK employees are dissatisfied with pay alignment to their needs. Offer emergency funds, debt assistance, and earned wage access to demonstrate genuine financial support.
  • Career development drives loyalty: With 70% of job skills changing by 2030, employees need visible growth opportunities. 94% say they’d stay longer if their employer invested in their development.
  • Flexible work must deliver on its promise: 87% of UK companies offer hybrid options, but success depends on outcome-based trust, not location monitoring.
  • Wellbeing integration is non-negotiable. Only half of workers feel truly supported. Embed mental health resources into daily operations, not just benefits brochures.
  • Purpose creates lasting connection: 73% of employers recognise that values alignment influences retention. Show employees how their work creates real impact.

The Five Pillars of 2026 Talent Retention

Anyone who has managed a Healthcare team knows what happens when someone leaves. The first week is about covering their work. The second is about realising how much they knew that no one else does.

Then there’s the shift you can’t quite measure – the drop in energy, the sense that people are wondering if they should be next. Turnover doesn’t usually cause a significant financial impact all at once. It wears at the edges until things feel thinner than they should.

The reasons people decide to move on are typically spread across a few pillars:

  • Money plays a part, especially when everyday costs keep climbing.
  • Skills and growth are another. Jobs are changing fast. If someone cannot see a way to keep up, they will look for an employer who can help them.
  • Well-being is often the quiet trigger. Gallup’s latest report shows only half of U.S. employees say they are thriving, the lowest number since 2009.

Then there are factors such as the growing demand for flexible work and the continued pursuit of purpose (particularly among younger employees) to consider.

Here’s what Healthcare leaders need to focus on right now.

Pillar 1: Economic Security Beyond Salary

A good salary will always matter. It is the foundation of any healthy working relationship. Yet by itself, it rarely keeps people for the long haul. In 2026, employees are seeking something steadier, proof that their employer values their financial well-being as much as it values quarterly results.

Companies will have to think about the practical support they can offer struggling teams, such as:

  • Emergency funds for sudden expenses
  • Help with student loans or debt repayment
  • Access to earned pay before payday
  • Financial coaching that gives people a plan they can trust

All these things demonstrate to Healthcare staff that their employer wants them to feel safe, supported, and prepared to manage whatever comes next.

Pillar 2: Skills-Future Career Development

Work changes quickly now. One year, you are the person everyone goes to for help with a system, the next, that system is gone. It is not just technology moving things along; markets shift, regulations change, and whole Healthcare job functions can disappear almost overnight.

Some individuals keep up by learning at their own pace. Others start to wonder how long before their skills run out of road. The World Economic Forum predicts that the skills required for most jobs will change by approximately 70 % by 2030.

Fortunately for business leaders, the link between growth and loyalty is strong. 94% of employees say they’d stay in a role longer if the company invested in their future.

Take a practical approach to your team’s growth and development:

  • Make it easy to move internally rather than leave to grow.
  • Offer training that feels relevant today and valuable tomorrow.
  • Shape roles so work matches a person’s strengths – what HBR calls “job sculpting.”
  • Show people how to work alongside AI instead of fearing it.

Growth is a kind of safety. When people feel prepared for what’s next, they stop scanning job ads for someone who might prepare them better.

Pillar 3: Flexible Work Models That Actually Work

Most companies now offer some form of flexibility. Depending on who you ask, up to 87% of UK companies offer some form of hybrid work policy. However, flexibility alone is no longer the differentiator. What matters is how well those policies really work.

Flexibility that feels human starts with trust. It is the difference between being told “you can work from home two days a week” and knowing your manager measures you by outcomes, not the hours you spend at your desk. When teams are judged on results, the location of the laptop matters less than the quality of the work.

  • Set clear goals so everyone knows what good work looks like
  • Use Tools and tech that make collaboration seamless
  • Train leaders to manage distributed teams well

Also, be ready to experiment and adapt to discover what really works. When flexibility is genuine, it provides people with the space to balance work and life. That space is often what keeps them.

Pillar 4: Mental Health and Wellbeing Integration

Wellbeing has moved from the edges of Healthcare company policies to the centre of retention. It is no longer an optional benefit. When people feel worn down, they do not just lose energy for work; they start planning their exit.

According to Deloitte, while many employees now expect businesses to invest in their well-being, 44% still don’t feel fully supported. The key to success is in embedding wellbeing initiatives deeper into the day-to-day culture:

  • Managers are trained to spot early signs of overload and act
  • Workloads are adjusted before they push people past their limits
  • Mental health support embedded in benefits, not buried in a brochure
  • Onboarding that supports connections and confidence.

When well-being is integrated into the way a business operates, people notice it. They work differently, recover more quickly, and have a greater reason to stay.

Pillar 5: Purpose-Driven Work and Values Alignment

Purpose is what ties people to a place. If your Healthcare employees don’t believe in what your company stands for, or can’t see how they contribute to it, their loyalty starts to fade. In fact, 73% of employers in the UK believe purpose and values influence staff retention.

Purpose doesn’t have to mean solving global problems. It can mean knowing the product makes customers’ lives easier, or that the team’s work matters to the community. The point is clarity and connection.

Simple practices can keep that connection alive:

  • Regularly share the impact of the team’s work, with real stories and names
  • Build recognition into everyday routines, not just annual awards
  • Give employees a voice in decisions that affect them

When people see their values reflected at work, they stop thinking about “the company” and start thinking about their place in it. That feeling is hard to walk away from.

Developing Your Strategy for Employee Retention

Keeping good people is rarely about one big change. It is the small, steady adjustments that add up. The trick is to start before the cracks appear.

By late 2025, it’s time to take a proper look at where you stand. Not just the benefits package or the policies on paper, but how work actually feels day to day. That means listening, through surveys, and in conversations where people can speak openly. Sometimes the most useful feedback comes in the side comments, not the formal answers.

As 2026 begins, turn what you have learned into visible action. If people want more flexibility, show them what that will look like in practice. If managers need better tools to support their wellbeing, provide them with training that fits real-life situations, not just theory. Onboarding is another quiet win—done well, it can make the difference between someone staying and leaving before their first anniversary.

By mid-2026, the focus should shift to momentum. Career paths that feel real, cultural habits that reflect shared values, and learning opportunities that keep pace with change. Retention works best when people do not have to think about it. They feel like they belong.

What to Measure

Retention in the Healthcare industry can be challenging to measure in real-time, so it helps to keep an eye on a few steady indicators. Some are numbers you can track easily. Others are quieter signals you only catch if you’re close enough to see them.

  • NPS scores: A simple measure of whether people would recommend working here to someone they know.
  • Internal mobility rates: If people are moving into new roles inside the company, they’re choosing to grow with you rather than leave.
  • First-year retention rates: Fewer early exits mean onboarding and early support are working.
  • Wellbeing survey trends: Even small improvements suggest the changes you’ve made are taking hold.
  • Exit interview insights: When people say they’d consider coming back, it’s a sign you’ve left the door open on good terms.

Employee Retention: Your Competitive Advantage

Retention in 2026 will come from steady, visible evidence that you care for the people who make the business work. That means building stability into pay and benefits, creating clear paths for growth, offering flexibility that works in practice, making wellbeing a daily priority, and keeping purpose at the heart of the work.

For recruitment companies and HR leaders, this presents an opportunity to move beyond filling roles into shaping environments where people want to stay. Don’t underestimate the value of retaining your best people. In 2026, you really can’t afford to lose them.

Assessing Cultural Fit When Building Your Office and Commercial Team This Year

February 29, 2024

Assessing Cultural Fit When Building Your Office and Commercial Team This Year

Whether you’re re-entering the workforce after a short break or ready to take the next step in your career path with an exciting new role, a Office and Commercial recruiter can be a valuable resource.

In today’s skills-short landscape, studies show it can take six months to find a new job.

The more competitive your industry, the longer the search for the right role can take. Working with a dedicated Office and Commercial recruiter doesn’t just improve your chances of finding a great position fast. It also gives you the guidance, expertise, and direction to achieve your career goals.

Recruiters can help you refine your personal brand, ensure you stand out to the right employers, and offer access to opportunities you can’t find yourself. The challenge is in finding the right recruiter to work with. Today, we’re covering the top ways you can ensure you choose the best recruitment partner for your career goals.

1. Alignment with Your Priorities

When an employer starts working with a Office and Commercial recruitment partner, the first thing they do is define the talent they need, their available job openings, and their requirements. Similarly, when looking for a recruiter to assist in your job search, you need a clear understanding of your priorities and specific needs. Think about:

  • The type of role you want: Are you searching for a temporary or permanent position? Do you want a remote role, hybrid flexibility, or a position where you work in-house at a specific location? Are you going to work part-time or full-time?
  • Your ideal company culture: What sort of culture do you want to be a part of? Do you want to prioritise diversity, equity, and inclusion? Do you need an empathetic and flexible workplace that adapts to your needs?
  • Values and requirements: What will most influence your decision of where to work? For instance, 88% of job seekers say a healthy culture is vital to success. Some people focus more on benefits and salary, while others look for growth and development opportunities.

Clearly identifying your priorities will ensure you can find a recruiter who adheres to your specific needs and expectations and shares your values.

2. Specialist Industry Knowledge

While any recruiter might be able to enhance and simplify your job search, you’ll always get better results from a recruiter who understands your industry, field, or sector. Specialist recruiters with a deep knowledge of the Office and Commercial landscape can give you an edge over the competition.

They know what hiring managers are specifically looking for in a candidate, from the required soft and hard skills to the credentials that will make you stand out. They know which challenges you’ll face in your job search, how to overcome them, and which channels they can use to find job opportunities for people with your skills.

Industry-specialized recruiters are better equipped to match you with the right opportunities. They can help you with everything from optimising your CV and cover letter to boosting your impact during interviews.

3. A Proven Track Record

The best Office and Commercial recruiter should be able to demonstrate evidence of their success in placing candidates like you in the right role. When you are looking for a good track record, don’t just pay attention to how many candidates your recruiter placed. Find proof that your recruiter can match the right candidate to the correct role.

Up to 30% of new hires leave a position within 90 days simply because the culture, benefits, or workplace doesn’t match their needs. A great recruiter should help you to find a Office and Commercial job you can thrive in for as long as you choose.

While you can usually read client and candidate reviews on a recruitment companies website, it’s worth diving a little deeper. Consider asking for case studies and success stories from previous clients. Ask questions about how your recruiter defines a “successful” placement.

4. Clear Communication

An excellent Office and Commercial recruiter should always be able to offer an exceptional candidate experience. That starts with a commitment to clear, consistent, and transparent communication. Your ideal recruiter should be able to answer any questions you have about how they select roles to suit your needs and how they measure and report on their results.

They should be clear about their pricing structure, the terms and conditions of their contracts, and the level of support they provide. For instance, does your recruiter direct you to Office and Commercial role opportunities, or do they also function as a guide and a coach?

Find out whether they can help you prepare for interviews, optimise your CV and enhance your professional brand. Find out how easy it will be to get responses to any questions you might have through your preferred contact method. Prioritise recruitment agencies that keep you informed and supported every step of the way.

5. Broad Networks and Relationship-Building Skills

The best recruiters don’t just save you time searching through job boards for the right Office and Commercial roles. They specialise in giving you access to opportunities you can’t find yourself. Studies show that only around 33% of job openings are filled through posts on job boards.

Many of the best opportunities will never be listed publicly, and the right recruiter can help you access these opportunities. They’ll have pre-existing relationships with industry-leading brands, forums, and groups that give you access to new opportunities.

Recruiters can use their network and their relationships in your industry to point you towards difficult-to-find openings. They can even help to place you in a company’s talent pipeline, so you’re the first to know when a competitive job opportunity emerges in a specific business.

6. A Personalised Approach

Though many Office and Commercial recruiters will use similar methodologies and proven strategies to help place candidates in the right roles, their approach should be customised to your needs. The best recruiters understand every person in the Office and Commercial industry has aspirations, skills, and challenges to overcome.

They’ll take the time to discover what matters most for you when searching for a role, and they’ll adapt their services accordingly.

Some can even offer specialist support for those who need help with specific things, like optimising their professional brand or preparing for interviews.

Find out, in advance, how your recruiter can tailor their services to your requirements to ensure you always get the best results. It may even be worth asking whether they can work with you long-term to help you pursue promotions and growth opportunities in your space.

Choosing the Right Office and Commercial Recruiter

A specialist Office and Commercial recruiter is one of the most valuable resources you have in today’s competitive job market. More than just a solution to help streamline your job search, the right partner will act as a coach, guide, and constant source of support as you work towards your career goals.

Choosing a team or individual with a proven track record, shared values, industry specialization, networking skills, clear communication, and a personalised approach will boost your chances of success. With the steps above, you should be able to identify the best recruiter to help you secure the role you’ve always wanted in the Office and Commercial landscape.