Older nurses and employment decisions.
OBJECTIVE
To investigate the options, decisions and outcomes for nurses aged over 50 in terms of remaining in, retiring from, or returning to, work in the NHS.


METHODS
Interviews were conducted with 18 employers, advisers and policy makers linked to the nursing labour market. They were conducted by telephone (n = 14) or face to face (n = 4), recorded (with consent), transcribed and analysed thematically. Interviews were also held with 84 older nurses who were remaining in nursing, had retired or had returned to nursing. One focus group was held with older nurses who 'remained' in Scotland (n = 11) and the rest of the data were collected in face-to-face and telephone interviews (n = 73). Again, interviews were recorded (with consent), transcribed and analysed thematically.


RESULTS
There is a gap between the rhetoric of policy and the implementation of practice in the employment of older nurses.


CONCLUSIONS
Older nurses could continue to make a valuable contribution to the NHS, especially in light of the shortage of nurses, but their value is not always recognised. If older nurses are to continue making a contribution then they need good advice about employment, retirement and pension options.
Watson
Roger
R
School of Nursing, Social Work and Applied Health Studies, University of Hull. r.watson@hull.ac.uk
Manthorpe
Jill
J
Andrews
JoyAnn
J
D000367:Age Factors; D001291:Attitude of Health Personnel; D002322:Career Mobility; D004651:Employment / Q000458:organization & administration*; D017144:Focus Groups; D006801:Humans; D008875:Middle Aged; D009313:National Health Programs / Q000458:organization & administration*; D009740:Nursing Staff / Q000458:organization & administration*; D010415:Pensions; D011361:Professional Competence; D012179:Retirement; D012456:Salaries and Fringe Benefits; D013315:Stress, Psychological; D006113:United Kingdom