A first-of-its-kind training programme for thousands of line managers across Northern Ireland’s Health and Social Care sector is set to be rolled out to improve staff well-being and tackle stress-related absenteeism.
The toolkit is based on the latest research from academics at Queen’s University Belfast and Ulster University, who also developed it in partnership with HSC NI and other stakeholders. The programme will establish and harmonise best practice for line managers across HSC NI, including the five regional health and social care trusts and the Northern Ireland Ambulance Service.
The initiative aims to give managers practical tools to prioritise staff well-being and make a positive impact on the health and working environment of their teams.
HSC NI has faced significant staffing challenges over the past decade, with 8% of working hours lost to sickness absence in the latest figures for 2024 and 2025. This compares with around 5.2% of working time lost in NHS England, 2.9% across the UK public sector, and 2.0% across the UK workforce overall.
Work-related stress among health and social care workers is one of the leading causes of absence, according to the researchers. The resulting pressure on staffing levels has added to concerns about patient care, with average outpatient waiting times at hospitals increasing from 43 weeks in 2020 – 64 weeks in 2025.
High sickness absence rates have placed additional strain on services and contributed to longer waits for patients.
One of the project leads, Dr Denise Currie of Queen’s Business School at Belfast, said: “Our research established strong links between staff well-being and the sustainability of the health and social care workforce. It highlighted the importance of supportive management practices in shaping employees’ day-to-day experiences. The research produced clear guidelines on what works and what does not in employees’ experience of how they are managed and how this affects their well-being.”
Her co-lead, Dr Heike Schroder, added: “We’re now at the stage of translating that research into action. Line managers are a critical, but often overlooked, factor in whether staff feel properly supported. They are the link between an organisation’s mission and what happens on the ground. Efforts to strengthen and harmonise line management capability are therefore central to a sustainable workforce. This new training will effectively drive positive culture change within HSC NI.”
HSC NI is the publicly funded system responsible for hospital care, primary care, including GPs, community health, mental health, and social care services for children, families, older people, and vulnerable adults. It employs 76,855 people across clinical, nursing, social care, administrative, professional, and technical roles, with around 8,500 people in line management positions.
The new online training provides line managers with practical tools, including the STOP model and the Judgment Shift, to help them make decisions, lead, and communicate with compassion. It is also designed to support the prevention and early intervention of staff well-being concerns.
The training is due to be embedded into line managers’ inductions and annual training cycles from autumn 2026.
Jacqui Reid, Co-chair of the Regional Health and Well-Being Steering Group at HSC NI, said: “We welcome the introduction of this innovative training programme, which represents an important investment in our people. The health and well-being of our staff is fundamental to delivering safe, high-quality care. This training equips line managers with practical tools and consistent approaches to better support their teams, helping to create healthier workplaces and a more sustainable workforce.”
Professor Paula McFadden of Ulster, who was Principal Investigator on the underpinning research, said: “I am delighted that findings from the HSC Workforce Well-Being and Coping Study are informing Department of Health workforce well-being policy and helping managers strengthen their knowledge and skills to support staff through early intervention and prevention.”
“Conducted across six phases of the pandemic from 2020–2023, the study captured the experiences of more than 14,400 staff. We thank all participants, the wider HSC Workforce team, and especially Dr Schroder and Dr Currie for their invaluable contribution to the design and implementation of this work.”
By equipping managers with consistent, evidence-based approaches, HSC NI hopes the programme will foster a more sustainable workforce capable of meeting ongoing demands across hospital, community, and social care settings.