HMN 2025: How Job dissatisfaction and burnout may be behind exodus of GPs

Burnout and job dissatisfaction are likely to be key drivers influencing GPs’ decisions to leave patient care within the next five years, University of Manchester researchers have found.

The academics identified how GPs in England are becoming less engaged with their work—and how these signs often follow one after the other, ultimately leading to the decision to quit. The study published in Frontiers in Public Health helps explain the current GP workforce crisis.

While there is substantial evidence both internationally and within the U.K. of a growing exodus of GPs, until now we did not fully understand the warning signs or how they are linked.

Of 351 GPs from 57 practices surveyed via an online questionnaire, up to 1 in 3 GPs experienced symptoms of burnout (27%) and expressed a moderate to high intention to quit patient care within the next five years (33%).

Also from the study, 1 in 5 (19%) GPs reported low job satisfaction, 2 in 5 (41%) indicated poor work-life balance, and up to 1 in 4 (27%) reported working while unwell over the past year.

Further analysis showed that symptoms of burnout and low job satisfaction were the factors most directly linked to GPs’ intentions to leave their roles, even when other work-related factors were taken into account.

The findings suggest that burnout and job dissatisfaction are key drivers influencing GPs’ decisions to leave patient care within the next five years.

Other signs of work disengagement—such as working while unwell or having a poor work-life balance—were more indirectly linked to quitting, often through their effect on burnout and low job satisfaction.

Lead author Dr. Christos Grigoroglou, a health economist from The University of Manchester, said, “We found that job dissatisfaction and burnout are likely to be immediate signals that GPs are at high risk of quitting direct patient care. Poor work-life balance and working while unwell were also indirectly linked.

“This is why there is an urgent need to address these issues if we are to improve GP retention. If we do not, primary care may face unprecedented difficulties.”

The study authors suggested strategies including fair compensation, professional development, and a supportive work environment as ways to enhance job satisfaction.

Organizational support around time and resources to implement stress management programs and mental health support could also help improve job satisfaction, reduce burnout, and retain GPs.

Preventative measures such as flexible working and fostering a supportive culture that encourages taking sick leave without stigma could improve work-life balance and reduce the tendency to work when unwell.

Principal investigator, psychologist Professor Maria Panagioti, said, “These findings highlight that GP retention policies should incorporate job satisfaction and well-being as core strategies to retain GPs.

“Additionally, improving work-life balance and reducing working while unwell can serve as effective early preventative measures to reduce burnout and job dissatisfaction—and in turn, help retain GPs.”