Unpacking insights from the NHS Staff Survey 2024 for bank-only workers
The NHS Staff Survey continues to act as a vital barometer for the sentiment and experiences of NHS staff across the country. This year, for bank-only workers, the insights reveal both enduring challenges and opportunities for improvement within the workforce. With over 24,000 responses collected, this specialised report sheds light on the experiences of those who work within the NHS bank system.
From flexibility demands to workforce well-being, the findings make it clear that change remains essential. Here, we break down some of the topical themes and explore the steps organisations can take to better support bank-only staff.
Staffing pressures and uneven workloads
Bank-only workers surveyed this year highlighted continuing concerns about staffing levels. Only 42.22% of respondents said there are enough staff available for them to do their job properly. Furthermore, only 34.69% of survey participants stated they “never” or “rarely” feel unrealistic time pressures. These figures show that while progress has been made since 2023, the majority of bank staff continue to operate in challenging environments.
The often temporary nature of bank work means these employees regularly fill staffing gaps in pressured settings, leaving them less able to reliably anticipate the demands of their shifts. Building more robust, coordinated scheduling systems that integrate bank and substantive workers could be a key step toward alleviating discrepancies in workload.
Flexibility is NOT a luxury
Flexibility stood out as one of the most critical themes in this year’s survey. While 74.19% of respondents reported being able to decide their own hours, this represents a near 3% drop compared to the previous survey. While this relatively high percentage suggests that bank workers continue to benefit from flexible scheduling, this sentiment is not shared to the same extent by their substantive colleagues.
For the NHS, retaining experienced workers and ensuring high engagement requires listening to the growing demand for adaptable scheduling. The survey shows workers prioritise the ability to control their hours for reasons ranging from pursuing additional income to maintaining a better work-life balance.
Patchwork Bank supports this need directly, as bank workers can instantly view available shifts, book directly through the app 24/7, and track both shift history and upcoming payments – all from their phone. This streamlines the process, reduces admin, and provides much-needed visibility and reassurance, allowing clinicians to work flexibly, with fewer calls, fewer emails, and no unnecessary delays.
To make improvements to flexible working for both bank and substantive workers, organisations must look at rostering and scheduling tools that promote autonomy and control for all staff. Solutions like self-rostering, shift swaps, and transparent rota systems can help drive satisfaction, retention, and workforce sustainability.
Burnout still remains prevalent
Bank-only workers are not immune to the broader workforce struggles surrounding burnout and emotional fatigue. The survey highlighted that 30.17% of respondents feel emotionally exhausted, while 22.49% have reported work-related stress.
These statistics illustrate the crucial need for interventions that support the well-being of temporary staff. Without access to consistent managerial support or peer networks often afforded to permanent team members, this group can feel particularly isolated from mental health resources and workplace support systems.
Implementing tools that streamline workflows, reduce administrative burdens, and foster community between bank and permanent workers will be key. For example, Patchwork Health’s product suite includes centralised communication tools that make it easier to access real-time support and additional system training when needed.
Tech and collaboration – a positive step
With only 50.08% of bank workers agreeing that their organisations help them balance work and home life, and just 45.96% feeling supported by their bank teams, technology could provide a pivotal advantage in driving engagement and ease of access to resources.
Bank-only workers often operate across multiple departments and locations, making consistent access to operational tools essential. Digitised systems that support flexible scheduling and real-time communication can play a major role in building a more connected and sustainable workforce.
Patchwork Health’s platform enables bank clinicians to instantly view, book, and manage shifts – while tracking when and where they’ve worked and how much they’re owed. By consolidating everything into one streamlined system, bank workers are given greater autonomy, and organisations can reduce the administrative burden and oversight challenges often associated with temporary staff.
Bank workers play a crucial role in the NHS
The 2024 survey makes it clear that bank-only workers remain vital to the NHS’s ability to function, but they require specific support mechanisms that go beyond traditional structures. Whether improving communication with bank teams or introducing robust safety nets for emotional and physical well-being, these changes can strengthen the NHS’s agile, temporary workforce model.
The insights from this year’s survey underline one resounding truth: meeting the needs of bank staff creates a more resilient and sustainable NHS.