HEALTHCARE PROFESSIONALS’ EXPERIENCE OF HR MANAGEMENT DURING BREXIT - A CASE STUDY OF RECRUITMENT AND RETENTION WITHIN THE NHS AFTER THE REFERENDUM TO LEAVE THE EUROPEAN UNION (BREXIT)

Purpose: The aim of this Thesis is to explore how EU nationals employed in the NHS experience uncertainty during Brexit and how they have perceived HR support with particular reference to recruitment and retention. Theory: The present study draws on Discourse Theory in that it explores the impact of the Brexit discourse on EU-born employees’ experiences. Moreover, to highlight the importance of HR support in times of uncertainty, interview material was collected about relevant aspects and conceptualisation in relation to Perceived Organizational Support Theory, Isomorphism and Decoupling. This is to gain in-depth knowledge of employees’ experiences and perceptions. Method: A qualitative interview study that wishes to understand the impact of the Brexit discourse on NHS employees and their perception of HR support post-Brexit. Primary and secondary data were used in order to answer the research question. Primary data came from semi-structured telephone interviews with EU healthcare professionals currently employed in the NHS. Additionally, secondary data was offered by newspaper articles, official documents published by the UK Government notably the White Paper on Brexit, and documents, information emails sent by the NHS to their employees. The various data sources were analysed with the help of thematic coding. Result: The Brexit discourse has had an impact on NHS healthcare professionals, who are concerned about the potential consequences of the UK leaving the EU. Various concerns regarding taxes, rights to stay, citizenship, family members were articulated by interviewees. However, NHS employees are seemingly not worried about losing their jobs, since the NHS and its HR department seem to have been successful in reassuring employees that their skills are required and that they are needed. The NHS employees have therefore experienced organisational support. Notably, the NHS HR department was the first national institution to introduce a settlement scheme, something that has increased employees’ commitment and contributed to their wish to stay in the UK. Thus, HR has played a significant role in managing employees 3 uncertainty by taking a proactive role and providing central support so that employees are willing to stay. This is a considerable achievement during uncertain times when EU nationals are reportedly coming to the UK in smaller numbers and leaving the UK in larger numbers than before Brexit